emotional intelligence
DESCRIPTION
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EMOTIONAL INTELLIGENCE
BY: SOFT SKILLS WORLD
What is Intelligence?
• Typically focused on– analytic reasoning– verbal skills– spatial ability– attention– memory– judgement
• Murky concept with definitions by many experts...
What is Emotional Intelligence?
EI – “Street Smarts”
• Not aptitude, vocational interest, or personality• Can be improved by coaching, training and experiences
A program for intra and inter personal effectiveness of the
people
INTRAPERSONAL + INTERPERSONAL = EI
This is inner intelligence we use to know, understand and
motivate ourselves
This is outer intelligence we use to sense, understand & manage our
relationships with others
1. Self-Awareness2. Self Emotion Management3. Self Motivation
4. Social Awareness5. Empathy (Social Skills)
The Core Capabilities
Short Clip on EI Vs IQ
IQ has been the traditional measure of ‘intelligence’ i.e. technical skills
EQ means - how well a person can perform in a particular job. It is the capacity to recognize our own feelings and feelings of others, to motivate ourselves, and to manage our emotions and our relationship
EQ has two major dimensions of competence:
1. Personal Competencies
2. Social Competencies
Difference Between EQ and IQ
• “Being nice”•Letting feelings
hang out”
Another viewpoint forEmotional Intelligence (EI)?
The capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and in our relationships.
There are three components of Personal Competence
I. Self-Awareness
II. Self-Regulation
III. Motivation
Know one’s own strengths and limitations
Personal Competence(How well we manage ourselves)
I. SELF-AWARENESS
Focus on professional and personal improvement
Look for opportunities to improve a development area
Seek feedback from staff, at all levels
Acknowledge strengths, personal attributes as well as areas for improvement
Capable of showing restraint when working under conditions of stress, frustration and tension
Maintain a balance between one’s professional and personal lives
Know when and how to say “No”
Be open to candid feedback, continuous learning and self-development
Thirst for constructive criticism
Present oneself with self-assurance
Value of taking time for self- awareness requires abilities
• To recognize appropriate body cues and emotions• To label cues and emotions accurately• To stay open to unpleasant as well as pleasant emotions• Includes the capacity for experiencing and recognizing multiple and conflicting emotions
II. SELF-REGULATION
Manage one’s impulsive feelings and distressing emotions during stressful situations by staying calm and composed
Build trust by demonstrating reliability
Admit one’s own mistakes and assume responsibility for them.
Take tough, principled stands, even if they are unpopular
Follow through on promises and commitments
Tactfully confront other colleagues, if their behavior is less than ethical
III. MOTIVATION
A passion to reach goals with energy Maintain a result-oriented, high drive in order to meet
standards and objectives Make sacrifices and contributions above and beyond
the call of normal duty to meet larger organizational goals
Take pride in and be passionate above your own work Deviate from established rules and procedures, when
necessary, to get the job done Mobilize others, through extraordinary, enterprising
efforts Persist in reaching goals, despite obstacles and
setbacks
It has two competencies
I. Social Awareness / Empathy – Understanding others’ feelings and concerns and treating them accordingly
II. Social Skills – Ability to find common ground and building rapport to induce desirable responses in others
Social Competence
I. EMPATHY
Be attentive to emotional signals, listen well, be sensitive and understanding of others’ perspectives
Offer to help out based on an understanding of others’ needs and feelings.
Give timely and regular guidance / coaching
Seek ways to increase colleagues’ satisfaction and loyalty
Respect and relate well to individuals of varied backgrounds
Understand diverse work views and be sensitive to group difference
Generously and gladly offer appropriate assistance
Challenge others’ biases and intolerances
Understand a colleague’s perspectives and act as a trusted advisor
Developing empathy links to
• Greater emotional stability
• Greater interpersonal sensitivity
• Better job performance
Developing empathy
II. SOCIAL – SKILLS
Develop skills at influencing and winning people over
Seek mutual understanding
Welcome the sharing of information, plans and resources with other colleagues fully
Deal with difficult issues in a straightforward manner
Foster open communication, stay open-minded to negative, as well as positive news.
The danger of the socially nice personality
• Have you ever met a nice person, but the “bells have gone off?”
• Charisma draws in but not always to desired ends, e.g., Hitler, Jim Jones.
• Empathy can be faked; so can other emotions.
The art of social relationships--managing emotions in others
Some Gender Differences
• More willing to compromise social connectedness for independence
• Not as good as women at this
• Less adept than women overall
• More physiologically overwhelmed by marital conflict
• Greater need for connectedness
• Have a wider range of emotions
• Better at reading emotions
• Better at developing social strategies overall
• Perhaps more engaged in marital conflict
The EI Framework
Self OthersAw
aren
ess
Actio
ns
Self Awareness
Social Awareness
Self Management
SocialSkills
There is only corner of universe that can be certain of improving : that is your own self
There is nothing either good or bad but thinking makes It so
The ways that people treat us are reflections of the ways we treat ourselves
Managers need to get to know and trust their people as individuals instead of relying on systems and controls.
Direct personal contact and coaching keeps managers appraised of real business challenges through a shared understanding
Self Motivation
E-motion
- Is the spirit that moves
EI Competence Model
Self Awareness Social Awareness
Self Management Social Skills
• Adopt positive Self-Talk• Build your “A” Team (Support Network)• Find an inspirational Mentor• Create an Environment where you will feel Happy
Ability to
• Recognize Stressful feelings• Take time out• Shift focus away from racing mind or disturbing emotions• Look for more effective response to this stressful situation• Listen to what the heart says
Ability to see ourselves to be aware of
• Our Goals – Immediate & Long-term• Beliefs about us and others• Things that drive us to work• Rules we live by• Values we hold dear • Our Inner voice
Motivation
Ability to
• Know boundaries of relationships• Check out Expectations• Review Own perceptions• Review others’ perception of you• Examine interactions• Determine the desired outcomes
Ability to help others to
• Develop their emotional capability• Resolve differences• Solve problems• Communicate effectively• Become motivated
EI Importance to the Workplace
• Enhance cognitive processes• Decision Making• Encouraging flexibility and
change• Organizational culture
management• Shift to team based workplace
Importance of EI in Organizations
The higher you go, the more EI matters--the more SOCIAL COMPETENCE matters
• Workplace EQ traits– influence, communication, leadership, change catalyst, conflict
management, building bonds, collaboration and cooperation; team capabilities
• Army Values– leadership, duty, respect, selfless service, honor, integrity,
personal courage
Importance of EI to Organizations, too
• 50% of work satisfaction is determined by the relationship a worker has with… his/her boss.• EI is a prerequisite for effective leadership across borders.
– Requires a high level of self-mastery and people skills; ability to put yourself into the positions of others.
EQ Map
• Developed by Esther Oriolo and Robert K Cooper “Unique non-judgmental, interactive approach to assessing many
areas including emotional intelligence, stress, self-esteem, resiliency, and creatively.” (Cherniss, Goleman 2001, 118)
BuildingTrusting
Relationships
Creating the FutureInnovation
Unique Potential
Increasing Energy and Effectiveness Under
Pressure
Initiative
Success
Managing one’s own emotions
• EI is like a smoke alarm--we’re not good at influencing whether a particular emotion will arise. EI tells us something is arising.
• We do have tremendous individual variability in the degree to which we can consciously limit the duration of unpleasant emotions and the degree of influence over the behaviors which may arise.
Self regulation
Out of control emotions• Impair reasoning (even smart people sometimes act stupidly)• May increase the likelihood that chronic emotional problems will result, (e.g., clinical depression or chronic anxiety or hostility)
Managing one’s own emotions
Emotional development
• We develop external strategies first
• Then we develop social strategies
• Girls do better at developing strategies overall
The more
strategies
the better
Managing one’s own emotions
Using emotions to maximize intellectual processing and decision making
• As a person matures, emotions begin to shape and improve thinking by directing a person’s attention to important changes, (e.g., a child worries about his homework while continually watching TV. A teacher becomes concerned about a lesson that needs to be completed for the next day. The teacher moves on to complete the task before concern takes over enjoyment.
Mayer and Salovey, 1995
self motivation
Utilizing mild emotional swings to perform one’s options more effectively
• “Gut feeling” can be used to effectively guide decisions--a neurological understanding of how unconscious and conscious gut feelings guide decisions, e.g., when prioritizing, emotions help move the decisions.
Using emotions to maximize intellectual processing and decision making
• Harness emotions to promote or hinder motivation. (Anxiety, hostility, sadness)
• Emotional swings to increase the accuracy of one’s perspective on future events.
What is Your EQ???
Let’s Have a Test
There are instruments to measure EI...
• Take time for mindfulness• Recognize and name emotions• ID the causes of feelings• Differentiate having the
emotion and doing something about it
• Learn optimism to challenge distortion
• Learn distraction techniques• Listen to voice of experience• Develop Listening skills
Advantages of Using EI
• Paper appearances can be deceiving• Candidates aware of emphasis placed on
emotional intelligence within the organization• IQ can indicate what profession an individual
can hold, EQ will be a more powerful predictor of performance
• EI dependent on situational factors• Assumes stability across all situations • Length of testing – sufficient proof? • Congruency between self-evaluation and recruiter
evaluation• Certain jobs not dependent on level of Emotional
Intelligence
Disadvantages of Using EI
Conclusion• Different EI components are more relevant depending on specific job requirements• Training can be used as a way to increase EI of employees• Bar-On provides the only statistically proven method of determining an individual’s EI,
therefore choose methods wisely• Must consider that EI is a relatively new method for predicting job performance, and
longer studies may be required to confirm validation of methods
Tan Q