emotional-intelligence-for-managers 35pp 03-25-2011
TRANSCRIPT
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Need
Emotional Intelligence is very important for
managers as it is one of the important
deciding factor for relationshipmanagement resulting in motivation,
retention, self management & managing
others.
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Emotional Intelligence
Emotional Intelligence is theability of an individual to dealsuccessfully with other people,to manage ones self, motivate
other people, understand one'sown feelings and appropriatelyrespond to the everydayenvironment
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Emotional Intelligence
In Working with EmotionalIntelligence, author DanielGoleman defines EI in theworkplace as the ability ofemployees to recognise:
Their own feelings
The feelings of others
What motivates them
How to manage theiremotions, both in themselvesand in relationships withothers
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Emotional Intelligence
Emotional Intelligence doesn't mean being soft itmeans being intelligent about emotions a different wayof being smart. Emotional intelligence is your ability to
acquire and apply knowledge from your emotions andthe emotions of others in order to be more successful and
lead a more fulfilling life.
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Need
When Managers Fail, It isUsually Due To PoorEmotional Intelligence
by FredaTurner
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Bosses and leaders, in particular, need high EQ because they represent theorganization to the public, they interact with the highest number of peoplewithin and outside the organization and they set the tone for employee morale,says Goleman
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Leaders with empathy are able to understand their employees needs
and provide them with constructive feedback, he says
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Why Emotional Intelligence is
necessary for managers
Helps managers handleadversity & setback
Teaches managers cope when change &uncertainty hits organisation or their personallives.
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Why Emotional Intelligence is
necessary for managers
Help them manage effective relationship.
Help them being focussed and stayon track by remembering purpose &vision.
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EQ & Managers
Emotional Intelligence is very important for managers astheir behaviour & treatment of their people determineturnover and retention of the company.Managers &supervisors are the direct line of contact for the
employees.They interact daily with individuals who havedistinct needs, wants & expectations.They significantlyinfluence the attitudes, performance & satisfaction ofemployees within their departments & otherdepartments.
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EQ is very important for managers asthey are direct line of contact & theirbehaviour & treatment determines
retention & turnover
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EQ & Managers
The stress of trying tolead and satisfy so manypeople's changing needsand expectations can be
overwhelming, to saynothing of the demandsfrom upper management.Being both firm andcaring at the same time
causes many to feelinadequate for the role..
85 % percent of turnover isreportedly due to an inadequaterelationship between theemployee and their directsupervisor
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When trust is lacking performance suffers
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Enhancing EI skills enables Supervisors and Managers to regulate their emotions andmotivate themselves more effectively allowing them to manage their own emotional
turmoil effectively and demonstrate compassion and empathy for their employees.
EQ & Managers
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IT also provides them with the courage to push againstthe system to make necessary changes for their people.
All employees want a supportive,caring Supervisor or Manager who hastheir best interests at heart
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EQ & Managers
Knowing this, theemployee will bemore likely to
turndown offers fromother companies towork for such aperson.
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Upon graduating from college,Debra believed that if she worked hard, shewould achieve her career success goals
She racked up a list of
accomplishments
However, just two
years into her careershe was fired.
Example to illustratehow EQ canpositively or negatively impactone's career and theorganization:
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Example to illustratehow EQ can positively or
negatively impact one's career and the organization:
Debra Benton reports in herbook, Lions Don't Need toRoar, "I was stunned ... collegecourses had not addressed theimportance of people skills or
being a team player. That lackof knowledge cost me my job."She thought work was allabout producing results. Whileworking with an outplacementfirm, Debra met other high
producers who had lost theirjobs for the same reason.
That lack of people management cost her job
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The number one-factor that sets high-poweredprofessionals apart from the pack is a high levelof emotional intelligence, compassion andenergy to function in a team environment
Debra soon learned that
shooting stars have a shortlife cycle if they are unable torelate to and understandothers.
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Suppose that the morning of a big presentation you have afight with any of your family member. Not a big argumentmaybe just one of those unnerving spats about who forgotto pick up the dry cleaningso your morning doesnt get off
on the right foot. Then you car is punctured upping yourstress level a bit more. When you arrive at work, theres aproblem with the elevators, causing more delay. Arriving atthe conference room for your presentation, you find that thesound system doesnt work and the caterer hasnt shown upwith refreshments. Your junior associatewho wassupposed to call the catererbears the brunt of your angerthat has been building since you left the house.
An Example of EQ
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Types of EQ
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Working with people means working withEmotions
When people are working at acommon place , emotions willplay a role. theories to thecontrary notwithstanding.Dont bring your personal
problems to work is onevariation of the argument thatemotions are inappropriate inthe workplace. Businessdecisions, so the argumentgoes, should be based on
information, logic and calmcool reason, with emotionskept to a minimum.
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Managing Emotions at Workplace
But it is unrealistic to suppose thatemotions can be checked at the doorwhen you arrive at work. Some peoplemay assume, for a variety of reasons,that emotional neutrality is an ideal,and try to keep feelings out of sight.Such people work and relate in a
certain way: usually they come acrossas rigid, detached or fearful, and fail toparticipate fully in the life of theworkplace. This is not necessarily badin some situations, but it is usually notgood for an organization for suchpeople to move into managementroles. The same would be true forpeople who emote excessively, who tell
you how they feel about everything.Simply being around them can beexhausting.
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Developing EI in the workplace
Developing emotionalintelligence in theworkplace meansacknowledging thatemotions are alwayspresent, and doingsomething intelligentwith them. People varyenormously in the skillwith which they use their
own emotions and reactto the emotions ofothersand that canmake the differencebetween a good managerand a bad one.
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Its not overly egalitarian to suggest that most
professionals, managers and executives arefairly smart people (of course there can beglaring exceptions), but there can be a hugedifference in how well they handle people. Thatis, the department manager may be a genius in
technical, product or service knowledgeand getfailing marks in terms of people skills.
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Importance of Emotional
IntelligencePeople derail because ofclassic emotional failings, notthe lack of technical skills Developing emotionalintelligence can helpcompanies generate productive& profitable outcome.Themanager who knows how tostay motivated understress ,motivate others, navigatecomplex interpersonalrelationships, inspire othersand build teams who is anunchallenged expert on aproduct or service will getsuperior results
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Components of Emotional
Intelligence There are five parts to it. One is knowing
what you're feeling. The second is
managing your feelings, especially
distressing feelings. The third is self-
motivation, the fourth is empathy and the
fifth is managing relationships
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Probabilities of not having an Good EmotionalIntelligence and their consequences
While people have shown they can produce better resultsat workplace, many of us lack emotional intelligence.Wesimply dont know how to perceive, understand,expressand manage our emotions effectively.There are adverse
consequences to have low emotional intelligence.Theseincludes:-
Relationship Problems
Rage in the Workplace
Poor decision making capability
failure to advance in career
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Relationship ProblemsRage in the workplace
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Poor decision making capability
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failure to advance in career
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How EQ succedes IQ
Emotional Intelligence explains why inspite of equalintellectual capacity, educational background,training orexperience some people excel while others of samecaliber and high educational degree lag behind.
Emotional Intelligence is the dimension of intelligenceresponsible for our ability to manage ourselves and ourrelationship with others.
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EQ versus IQ
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