Emotional Intelligence Presentation Ppt[1]

© 2003 CDHS/Research Foundation of SUNY/BSC

Emotional Intelligence:Emotional Intelligence:How Your Emotions How Your Emotions

Influence Your Life at Influence Your Life at Work and at HomeWork and at HomeRebecca Gulliford, M.A.Rebecca Gulliford, M.A.School of Management, School of Management,

University at BuffaloUniversity at Buffalo



OutlineOutlineI.I. What is emotional intelligence ?What is emotional intelligence ?

II.II. What is YOUR emotional intelligence? What is YOUR emotional intelligence?

A.A. A short 10 item questionnaire A short 10 item questionnaire

III.III. Why is it important to know about emotional intelligenceWhy is it important to know about emotional intelligence

IV.IV. Four Clusters of Emotional IntelligenceFour Clusters of Emotional Intelligence

V.V. How does EI help us at home and at workHow does EI help us at home and at work

VI.VI. ConclusionsConclusions

VII.VII. Questions?Questions?

I.I.


Emotional intelligenceEmotional intelligence (EI) is the capacity for (EI) is the capacity for understanding our own feelings and the feelings of others, understanding our own feelings and the feelings of others, for motivating ourselves, and for managing our emotions for motivating ourselves, and for managing our emotions effectively in our relationships.effectively in our relationships.

Emotional intelligence is sometimes referred to as Emotional intelligence is sometimes referred to as “people smarts.” It is not generally included in the type of “people smarts.” It is not generally included in the type of intelligence evaluation included in the traditional concept intelligence evaluation included in the traditional concept of IQ, which mainly focuses conceptual abilities, but it is a of IQ, which mainly focuses conceptual abilities, but it is a very important personal attribute.very important personal attribute.

Rather than being a single characteristic, emotional Rather than being a single characteristic, emotional intelligence can be thought of as a wide set of intelligence can be thought of as a wide set of competencies that are organized into a few major clusters. competencies that are organized into a few major clusters. The most widely accepted view of emotional intelligence The most widely accepted view of emotional intelligence identifies 20 competencies, which are in turn organized identifies 20 competencies, which are in turn organized into four clusters:into four clusters:

Self-AwarenessSelf-Awareness Self-ManagementSelf-Management Social AwarenessSocial Awareness

Social SkillsSocial Skills

What is Emotional What is Emotional IntelligenceIntelligence


What is YOUR Emotional What is YOUR Emotional Intelligence?Intelligence?

1.1. You are on an airplane that suddenly hits You are on an airplane that suddenly hits extremely bad turbulence and begins extremely bad turbulence and begins rocking from side to side. What do you rocking from side to side. What do you do?do?

2.2. You are in a meeting when a colleague You are in a meeting when a colleague takes credit for work that you have done. takes credit for work that you have done. What do you do?What do you do?

3.3. You are a customer service You are a customer service representative and have just gotten an representative and have just gotten an extremely angry client on the phone. extremely angry client on the phone. What do you do?What do you do?

4.4. You are a college student who had hoped You are a college student who had hoped to get an A in a course that was to get an A in a course that was important for your future career important for your future career aspirations. You have just found out you aspirations. You have just found out you got a C- on the midterm. What do you do?got a C- on the midterm. What do you do?

5.5. You are a manager in an organization You are a manager in an organization that is trying to encourage respect for that is trying to encourage respect for racial and ethnic diversity. You overhear racial and ethnic diversity. You overhear someone telling a racist joke. What do someone telling a racist joke. What do you do? you do?

6.6. You are an insurance salesman calling on You are an insurance salesman calling on prospective clients. You have left the last prospective clients. You have left the last 15 clients empty-handed. What do you do?15 clients empty-handed. What do you do?

7.7. You are trying to calm down a colleague You are trying to calm down a colleague who has worked herself into a fury who has worked herself into a fury because the driver of another car has cut because the driver of another car has cut dangerously close in front of her. What do dangerously close in front of her. What do you do?you do?

8.8. A discussion between you and your A discussion between you and your partner has escalated into a shouting partner has escalated into a shouting match. You are both upset and in the heat match. You are both upset and in the heat of the argument, start making personal of the argument, start making personal attacks which neither of you really mean. attacks which neither of you really mean. What is the best thing to do?What is the best thing to do?

9.9. You have been given the task of managing You have been given the task of managing a team that has been unable to come up a team that has been unable to come up with a creative solution to a work with a creative solution to a work problem. What is the first thing that you problem. What is the first thing that you do?do?

10.10. You have recently been assigned a young You have recently been assigned a young manager in your team, and have noticed manager in your team, and have noticed that he appears to be unable to make the that he appears to be unable to make the simplest of decisions without seeking simplest of decisions without seeking advice from you. What do you do?advice from you. What do you do?


Write down the number of points you get for the answer you wrote Write down the number of points you get for the answer you wrote down, then add them all up.down, then add them all up.

The turbulent airplane:The turbulent airplane:

Anything but D - that answer reflects a lack of awareness of your Anything but D - that answer reflects a lack of awareness of your habitual responses under stress. Actively acknowledging your stress habitual responses under stress. Actively acknowledging your stress and finding ways to calm yourself (i.e. engage in a book or read the and finding ways to calm yourself (i.e. engage in a book or read the emergency card) are healthier responses.emergency card) are healthier responses.

[A] 10 Points - Continue to read your book or magazine, or watch the [A] 10 Points - Continue to read your book or magazine, or watch the movie, movie, trying to pay little attention to the turbulence.trying to pay little attention to the turbulence.

[B] 10 Points - Become vigilant for an emergency, carefully monitoring [B] 10 Points - Become vigilant for an emergency, carefully monitoring the the stewardesses and reading the emergency instructions card.stewardesses and reading the emergency instructions card.

[C] 10 Points - A little of both A and B.[C] 10 Points - A little of both A and B.

[D] 0 Points - Not sure - never noticed.[D] 0 Points - Not sure - never noticed.

Scoring your AnswersScoring your Answers


Scoring your AnswersScoring your Answers2. The credit stealing colleague:2. The credit stealing colleague:

The most emotionally intelligent answer is D. By demonstrating an The most emotionally intelligent answer is D. By demonstrating an awareness of work-place dynamics, and an ability to control your awareness of work-place dynamics, and an ability to control your emotional responses, publicly recognizing your own accomplishments in emotional responses, publicly recognizing your own accomplishments in a non-threatening manner will disarm your colleague as well as puts you a non-threatening manner will disarm your colleague as well as puts you in a better light with your manager and peers. Public confrontations can in a better light with your manager and peers. Public confrontations can be ineffective, are likely to cause your colleague to become defensive, be ineffective, are likely to cause your colleague to become defensive, and may look like poor sportsmanship on your part. Although less and may look like poor sportsmanship on your part. Although less threatening, private confrontations are also less effective in that they threatening, private confrontations are also less effective in that they will not help your personal reputation.will not help your personal reputation.

[A] 0 Points - Immediately and publicly confront the colleague over the [A] 0 Points - Immediately and publicly confront the colleague over the ownership ownership of your work.of your work.[B] 5 Points - After the meeting, take the colleague aside and tell her [B] 5 Points - After the meeting, take the colleague aside and tell her that that you would appreciate in the future that she credits you when you would appreciate in the future that she credits you when speaking about your speaking about your work.work.[C] 0 Points - Nothing, it's not a good idea to embarrass colleagues in [C] 0 Points - Nothing, it's not a good idea to embarrass colleagues in public.public.[D] 10 Points - After the colleague speaks, publicly thank her for [D] 10 Points - After the colleague speaks, publicly thank her for referencing your referencing your work and give the group more specific detail work and give the group more specific detail about what you were trying to about what you were trying to accomplish. accomplish.


3. The angry client:3. The angry client:

The most emotionally intelligent answer is D. Empathizing with the The most emotionally intelligent answer is D. Empathizing with the customer will help calm him down and focusing back on a solution will customer will help calm him down and focusing back on a solution will ultimately help the customer attain his needs. Confronting a customer ultimately help the customer attain his needs. Confronting a customer or becoming defensive tends to anger the customer even more.or becoming defensive tends to anger the customer even more.

[A] 0 Points - Hang-up. It doesn't pay to take abuse from anyone.[A] 0 Points - Hang-up. It doesn't pay to take abuse from anyone.

[B] 5 Points - Listen to the client and rephrase what you gather he is [B] 5 Points - Listen to the client and rephrase what you gather he is feeling.feeling.

[C] 0 Points - Explain to the client that he is being unfair, that you are [C] 0 Points - Explain to the client that he is being unfair, that you are only trying to only trying to do your job, and you would appreciate it if he wouldn't do your job, and you would appreciate it if he wouldn't get in the way of this.get in the way of this.

[D] 10 Points - Tell the client you understand how frustrating this must [D] 10 Points - Tell the client you understand how frustrating this must be for him, be for him, and offer a specific thing you can do to help him get his and offer a specific thing you can do to help him get his problem resolved.problem resolved.

Scoring your AnswersScoring your Answers


Scoring your AnswersScoring your Answers4. The 'C' Midterm:4. The 'C' Midterm:

The most emotionally intelligent answer is A. A key indicator of self-The most emotionally intelligent answer is A. A key indicator of self-motivation, also known as achievement motivation, is your ability to form a motivation, also known as achievement motivation, is your ability to form a plan for overcoming obstacles to achieve long-term goals. While focusing plan for overcoming obstacles to achieve long-term goals. While focusing efforts on classes where you have a better opportunity may sometimes be efforts on classes where you have a better opportunity may sometimes be productive, if the goal was to learn the content of the course to help your productive, if the goal was to learn the content of the course to help your long-term career objectives, you are unlikely to achieve.long-term career objectives, you are unlikely to achieve.

[A] 10 Points - Sketch out a specific plan for ways to improve your grade [A] 10 Points - Sketch out a specific plan for ways to improve your grade and resolve and resolve to follow through.to follow through.

[B] 0 Points - Decide you do not have what it takes to make it in that [B] 0 Points - Decide you do not have what it takes to make it in that career.career.

[C] 5 Points - Tell yourself it really doesn't matter how much you do in the [C] 5 Points - Tell yourself it really doesn't matter how much you do in the course, concentrate instead on other classes where your grades are higher.course, concentrate instead on other classes where your grades are higher.

[D] 0 Points - Go see the professor and try to talk her into giving you a [D] 0 Points - Go see the professor and try to talk her into giving you a better gradebetter grade


Scoring your AnswersScoring your Answers5. The racist joke:5. The racist joke:

The most emotionally intelligent answer is C. The most effective way to The most emotionally intelligent answer is C. The most effective way to create an atmosphere that welcomes diversity is to make clear in public create an atmosphere that welcomes diversity is to make clear in public that the social norms of your organization do not tolerate such expressions. that the social norms of your organization do not tolerate such expressions. Confronting the behavior privately lets the individual know the behavior is Confronting the behavior privately lets the individual know the behavior is unacceptable, but does not communicate it to the team. Instead of trying to unacceptable, but does not communicate it to the team. Instead of trying to change prejudices (a much harder task), keep people from acting on them.change prejudices (a much harder task), keep people from acting on them.

[A] 0 Points - Ignore it - the best way to deal with these things is not to [A] 0 Points - Ignore it - the best way to deal with these things is not to react.react.

[B] 5 Points - Call the person into your office and explain that their [B] 5 Points - Call the person into your office and explain that their behavior is behavior is inappropriate and is grounds for disciplinary action if inappropriate and is grounds for disciplinary action if repeated.repeated.

[C] 10 Points - Speak up on the spot, saying that such jokes are [C] 10 Points - Speak up on the spot, saying that such jokes are inappropriate and will not be tolerated in your organization.inappropriate and will not be tolerated in your organization.

[D] 5 Points - Suggest to the person telling the joke he go through a [D] 5 Points - Suggest to the person telling the joke he go through a diversity diversity training program.training program.


Scoring your AnswersScoring your Answers6. The setback of a salesman:6. The setback of a salesman:

The most emotionally intelligent answer is B. Optimism and taking The most emotionally intelligent answer is B. Optimism and taking the initiative, both indicators of emotional intelligence, lead people the initiative, both indicators of emotional intelligence, lead people to see setbacks as challenges they can learn from, and to persist, to see setbacks as challenges they can learn from, and to persist, trying out new approaches rather than giving up, blaming trying out new approaches rather than giving up, blaming themselves or getting demoralized.themselves or getting demoralized.

[A] 0 Points - Call it a day and go home early to miss rush-[A] 0 Points - Call it a day and go home early to miss rush-hour traffic.hour traffic.

[B] 10 Points - Try something new in the next call, and keep [B] 10 Points - Try something new in the next call, and keep plugging away.plugging away.

[C] 5 Points - List your strengths and weaknesses to identify [C] 5 Points - List your strengths and weaknesses to identify what may be what may be undermining your ability to sell.undermining your ability to sell.

[D] 0 Points - Sharpen up your resume.[D] 0 Points - Sharpen up your resume.


Scoring your AnswersScoring your Answers7. The Road-Rage colleague:7. The Road-Rage colleague:

The most emotionally intelligent answer is D. All research shows that The most emotionally intelligent answer is D. All research shows that anger and rage seriously affect one's ability to perform effectively. anger and rage seriously affect one's ability to perform effectively. Your ability to avoid or control this emotional reaction in yourself Your ability to avoid or control this emotional reaction in yourself and others is a key indicator of emotional intelligence. and others is a key indicator of emotional intelligence.

[A] 0 Points - Tell her to forget about it-she's OK now and it is no [A] 0 Points - Tell her to forget about it-she's OK now and it is no big big deal.deal.

[B] 0 Points - Put on one of her favorite tapes and try to distract [B] 0 Points - Put on one of her favorite tapes and try to distract her.her.

[C] 5 Points - Join her in criticizing the other driver.[C] 5 Points - Join her in criticizing the other driver.

[D] 10 Points - Tell her about a time something like this happened [D] 10 Points - Tell her about a time something like this happened to you, and to you, and how angry you felt, until you saw the other driver how angry you felt, until you saw the other driver was on the was on the way to the way to the hospital.hospital.


Scoring your AnswersScoring your Answers8. The shouting match:8. The shouting match:

The most emotionally intelligent answer is A. In these circumstances, The most emotionally intelligent answer is A. In these circumstances, the most appropriate behavior is to take a 20-minute break. As the the most appropriate behavior is to take a 20-minute break. As the argument has intensified, so have the physiological responses in your argument has intensified, so have the physiological responses in your nervous system, to the point at which it will take at least 20 minutes to nervous system, to the point at which it will take at least 20 minutes to clear your body of these emotions of anger and arousal. Any other clear your body of these emotions of anger and arousal. Any other course of action is likely merely to aggravate an already tense and course of action is likely merely to aggravate an already tense and uncontrolled situation.uncontrolled situation.

[A] 10 Points - Agree to take a 20-minute break before continuing the [A] 10 Points - Agree to take a 20-minute break before continuing the discussion.discussion.

[B] 0 Points - Go silent, regardless of what your partner says.[B] 0 Points - Go silent, regardless of what your partner says.

[C] 0 Points - Say you are sorry, and ask your partner to apologize too.[C] 0 Points - Say you are sorry, and ask your partner to apologize too.

[D] 0 Points - Stop for a moment, collect your thoughts, then restate [D] 0 Points - Stop for a moment, collect your thoughts, then restate your your side of the case as precisely as possible.side of the case as precisely as possible.


Scoring your AnswersScoring your Answers99. The uninspired team:. The uninspired team:

The most emotionally intelligent answer is B. As a leader of a group of The most emotionally intelligent answer is B. As a leader of a group of individuals charged with developing a creative solution, your success individuals charged with developing a creative solution, your success will depend on the climate that you can create in your project team. will depend on the climate that you can create in your project team. Creativity is likely to by stifled by structure and formality; instead, Creativity is likely to by stifled by structure and formality; instead, creative groups perform at their peaks when rapport, harmony and creative groups perform at their peaks when rapport, harmony and comfort levels are most high. In these circumstances, people are most comfort levels are most high. In these circumstances, people are most likely to make the most positive contributions to the success of the likely to make the most positive contributions to the success of the project.project.

[A] 0 Points - Draw up an agenda, call a meeting and allot a specific [A] 0 Points - Draw up an agenda, call a meeting and allot a specific period of time period of time to discuss each item.to discuss each item.

[B] 10 Points - Organize an off-site meeting aimed specifically at [B] 10 Points - Organize an off-site meeting aimed specifically at encouraging the encouraging the team to get to know each other better.team to get to know each other better.

[C] 0 Points - Begin by asking each person individually for ideas about [C] 0 Points - Begin by asking each person individually for ideas about how to solve how to solve the problem.the problem.

[D] 5 Points - Start out with a brainstorming session, encouraging each [D] 5 Points - Start out with a brainstorming session, encouraging each person to person to say whatever comes to mind, no matter how wild.say whatever comes to mind, no matter how wild.


Scoring your AnswersScoring your Answers10. The indecisive young manager:10. The indecisive young manager:

The most emotionally intelligent answer is D. Managing others requires The most emotionally intelligent answer is D. Managing others requires high levels of emotional intelligence, particularly if you are going to be high levels of emotional intelligence, particularly if you are going to be successful in maximizing the performance of your team. Often, this means successful in maximizing the performance of your team. Often, this means that you need to tailor your approach to meets the specific needs of the that you need to tailor your approach to meets the specific needs of the individual, and provide them with support and feedback to help them individual, and provide them with support and feedback to help them grow in confidence and capability.grow in confidence and capability.

[A] 0 Points - Accept that he 'does not have what it take to succeed [A] 0 Points - Accept that he 'does not have what it take to succeed around around here' and find others in your team to take on his tasks.here' and find others in your team to take on his tasks.

[B] 5 Points - Get an HR manager to talk to him about where he sees his [B] 5 Points - Get an HR manager to talk to him about where he sees his future in the organization.future in the organization.

[C] 0 Points - Purposely give him lots of complex decisions to make so that [C] 0 Points - Purposely give him lots of complex decisions to make so that he will he will become more confident in the role.become more confident in the role.

[D] 10 Points - Engineer an ongoing series of challenging but manageable [D] 10 Points - Engineer an ongoing series of challenging but manageable experiences for him, and make yourself available to act as his mentor.experiences for him, and make yourself available to act as his mentor.


Scoring your AnswersScoring your AnswersNow add up your scores and use the Now add up your scores and use the

scale below to compare your score.scale below to compare your score.

100 -- Maximum Score100 -- Maximum Score757550 -- Average Score50 -- Average Score25250 -- Minimum Score0 -- Minimum Score


Why it is Important to Know What Why it is Important to Know What Emotional Intelligence is?Emotional Intelligence is?

Emotional intelligence is essential in effective leadership and has a Emotional intelligence is essential in effective leadership and has a direct impact on work performance. direct impact on work performance.

At Egon Zehner International, an employment search firm, analyzed At Egon Zehner International, an employment search firm, analyzed 515 senior executives and found that the executives with strong 515 senior executives and found that the executives with strong emotional intelligence test results were more likely to succeed than emotional intelligence test results were more likely to succeed than were other executives whose strength areas were in either relevant were other executives whose strength areas were in either relevant previous experience or traditional IQ scores.previous experience or traditional IQ scores.

Research at the Center for Creative Leadership has shown that the Research at the Center for Creative Leadership has shown that the primary cause of executive turnover was individual deficiency in the primary cause of executive turnover was individual deficiency in the area of emotional competence. area of emotional competence.

In another study that involved 130 executives, results showed that In another study that involved 130 executives, results showed that there is a strong correlation between how well an individual there is a strong correlation between how well an individual handled personal emotions and the willingness of others to work handled personal emotions and the willingness of others to work with that individual. with that individual.

A leader with a positive mood and attitude tends to interact with others A leader with a positive mood and attitude tends to interact with others in a way that results in a positive, helpful, and cooperative workgroup, in a way that results in a positive, helpful, and cooperative workgroup, thereby increasing workplace efficiency. thereby increasing workplace efficiency.


Four Clusters of Emotional Four Clusters of Emotional IntelligenceIntelligence

1. Self-Awareness1. Self-Awareness

2. Self-Management2. Self-Management

3. Social Awareness3. Social Awareness

4. Social Skills4. Social Skills


Self-AwarenessSelf-Awareness Self-Awareness Self-Awareness is the ability to accurately sense and identify personal is the ability to accurately sense and identify personal

feelings, along with the ability to understand and evaluate them. To be fully feelings, along with the ability to understand and evaluate them. To be fully aware of your feelings you must first identify them, and then you must aware of your feelings you must first identify them, and then you must acknowledge and accept them.acknowledge and accept them.

Self-awareness is concerned with knowing about your own internal states, Self-awareness is concerned with knowing about your own internal states, preferences, resources, and perceptions.preferences, resources, and perceptions.

As you become more self-aware, you become better able to be in touch with As you become more self-aware, you become better able to be in touch with your own feelings.your own feelings.

Self-awareness is very important to achieving success at work. Not being in Self-awareness is very important to achieving success at work. Not being in touch with your own feelings in sufficient degree can handicap your overall touch with your own feelings in sufficient degree can handicap your overall effectiveness. effectiveness.

Individuals who have high self-awareness are able to conduct accurate self-Individuals who have high self-awareness are able to conduct accurate self-appraisals, are self-confident, are authentic, welcome feedback, perceive appraisals, are self-confident, are authentic, welcome feedback, perceive situations accurately, and are willing to take risks for what they believe to be situations accurately, and are willing to take risks for what they believe to be right.right.


Three Competencies within Three Competencies within Self-AwarenessSelf-Awareness

The Self-Awareness cluster contains three The Self-Awareness cluster contains three basic competencies or subcategories:basic competencies or subcategories:

Emotional self-awarenessEmotional self-awareness

Accurate self-assessmentAccurate self-assessment

Self-confidenceSelf-confidence


Emotional Self-Emotional Self-AwarenessAwareness

Emotional self-awareness is the ability to recognize your own Emotional self-awareness is the ability to recognize your own emotions and their effects, to identify how you react to cues in emotions and their effects, to identify how you react to cues in the environment, and to understand how your emotions affect the environment, and to understand how your emotions affect your overall performance.your overall performance.

Individuals in which this competency is highly developed: Individuals in which this competency is highly developed:

Are aware of their feelingsAre aware of their feelings

Understand the connection between their own feelings and what Understand the connection between their own feelings and what they think, do, and saythey think, do, and say

Know why certain feelings occur in themselvesKnow why certain feelings occur in themselves

Recognize how their feelings affect their performanceRecognize how their feelings affect their performance

Understand the implications of their actionsUnderstand the implications of their actions

Are aware of how they are guided by their values and goalsAre aware of how they are guided by their values and goals


Accurate Self-Accurate Self-AssessmentAssessment

Accurate self-assessment is the process of identifying your Accurate self-assessment is the process of identifying your inner resources, abilities, strengths, and acknowledging and inner resources, abilities, strengths, and acknowledging and accepting your limits. It is based on the desire to receive accepting your limits. It is based on the desire to receive feedback and new perspectives about yourself and is feedback and new perspectives about yourself and is motivated by the desire for continuous learning and self-motivated by the desire for continuous learning and self-development.development.

Individuals in which this competency is highly developed:Individuals in which this competency is highly developed:

Have a sense of humor about themselvesHave a sense of humor about themselves

Are knowledgeable of their own strengths and weaknessesAre knowledgeable of their own strengths and weaknesses

Have the ability to be reflective to learn from experienceHave the ability to be reflective to learn from experience

Are receptive to candid feedback, new perspectives, continuous Are receptive to candid feedback, new perspectives, continuous learning, and self-developmentlearning, and self-development


Self-ConfidenceSelf-Confidence Self-confidence is your own belief in your capability to Self-confidence is your own belief in your capability to

accomplish a task. Self-confidence includes acknowledging accomplish a task. Self-confidence includes acknowledging and affirming that you are the best person for the job that you and affirming that you are the best person for the job that you are doing. It is also about conveying your ideas and opinions in are doing. It is also about conveying your ideas and opinions in a confident manner and having a positive impacted on others. a confident manner and having a positive impacted on others.

Individuals in which this competence is highly developed:Individuals in which this competence is highly developed:

The belief that they are the most capable person for the jobThe belief that they are the most capable person for the job

The ability to present themselves in an assured, unhesitating The ability to present themselves in an assured, unhesitating mannermanner

The courage to voice views that may be unpopular and to go out The courage to voice views that may be unpopular and to go out on a limb when following their convictionson a limb when following their convictions

The ability to be decisive and to make sound decisions despite The ability to be decisive and to make sound decisions despite uncertainties and pressuresuncertainties and pressures


How to Improve and Develop How to Improve and Develop Self-AwarenessSelf-Awareness

Increasing your self-awareness will require serious Increasing your self-awareness will require serious thought and effort. thought and effort.

You will have to be objective about yourself and You will have to be objective about yourself and your own perceptions as you examine your inner your own perceptions as you examine your inner feelings and explore your reactions to be the feelings and explore your reactions to be the people and events in your work life.people and events in your work life.

Specifically, you will have to summon the courage Specifically, you will have to summon the courage to objectively examine the ways that you make to objectively examine the ways that you make appraisals, tune in to our senses, and get in touch appraisals, tune in to our senses, and get in touch with your feelings. with your feelings.

You will have to learn how to identify your true You will have to learn how to identify your true intentions and pay close attention to your actions.intentions and pay close attention to your actions.


Tips for Developing Self-Tips for Developing Self-AwarenessAwareness

Emotional Self-AwarenessEmotional Self-Awareness Pay attention to the physical reactions aroused in your body during Pay attention to the physical reactions aroused in your body during

stressful situations.stressful situations.

Keep a journal where you write down your behaviors and inner feelings Keep a journal where you write down your behaviors and inner feelings when faced with stressful situations on a daily basis.when faced with stressful situations on a daily basis.

Accurate Self-AssessmentAccurate Self-Assessment When interacting with people with whom you feel comfortable, ask for When interacting with people with whom you feel comfortable, ask for

their constructive feedback about your actions and behaviors.their constructive feedback about your actions and behaviors.

Make a list of what you believe to be your strengths as well as any areas Make a list of what you believe to be your strengths as well as any areas where development is needed, and then compare your own list and a where development is needed, and then compare your own list and a similar list prepared by someone else.similar list prepared by someone else.

Self-ConfidenceSelf-Confidence Adjust your thinking and behaviors so that they closely match those of Adjust your thinking and behaviors so that they closely match those of

someone whose models that trait of self-confidence—with that model in someone whose models that trait of self-confidence—with that model in mind, act decisively, instead of self-consciously watching your every mind, act decisively, instead of self-consciously watching your every move.move.

Find someone you trust who would be willing to help you to objectively Find someone you trust who would be willing to help you to objectively analyze your abilities.analyze your abilities.


Self-ManagementSelf-Management

Self-ManagementSelf-Management is the ability to is the ability to understand your emotions and then understand your emotions and then use that understanding to turn use that understanding to turn situations to your benefit. situations to your benefit.

Self-management is also the ability to Self-management is also the ability to use your feelings to reason well and use your feelings to reason well and act intentionally. act intentionally.


Why is Self-Management Why is Self-Management ImportantImportant??

Self-management is important because when Self-management is important because when people are able to better managing their people are able to better managing their emotions, they do better in life. emotions, they do better in life.

The more people allow emotions to control and The more people allow emotions to control and direct their behavior, the worse they do in life. direct their behavior, the worse they do in life.

People who are good managers of their emotions People who are good managers of their emotions are open to change, effective in mood are open to change, effective in mood management, consistent in stress management, management, consistent in stress management, they are intentional, productive, and behave in a they are intentional, productive, and behave in a reasonable and rational way.reasonable and rational way.


Six Competencies within Six Competencies within Self-ManagementSelf-Management

The Self-Management cluster contains six The Self-Management cluster contains six basic competencies or subcategories:basic competencies or subcategories:

Emotional self-controlEmotional self-control TrustworthinessTrustworthiness ConsciousnessConsciousness

AdaptabilityAdaptability OptimismOptimism InitiativeInitiative


Emotional Self-ControlEmotional Self-Control Emotional self-control is the ability to keep impulsive Emotional self-control is the ability to keep impulsive

feelings and emotions under control. It is being able to feelings and emotions under control. It is being able to restrain negative actions when provoked, when faced restrain negative actions when provoked, when faced with opposition or hostility from other people, or when with opposition or hostility from other people, or when working under pressure. working under pressure.


Deal calmly with stressDeal calmly with stress

Display impulse control and restraintDisplay impulse control and restraint

Stay posed and positive, even in trying momentsStay posed and positive, even in trying moments

Think clearly and stay focused under pressureThink clearly and stay focused under pressure


TrustworthinessTrustworthiness Trustworthiness is maintaining standards of honesty Trustworthiness is maintaining standards of honesty

and integrity. It includes communicating intentions, and integrity. It includes communicating intentions, ideas, and feelings openly, and welcoming openness ideas, and feelings openly, and welcoming openness and honesty in others.and honesty in others.

Individuals in which this competency is highly Individuals in which this competency is highly developed:developed:

Act ethically and are above criticismAct ethically and are above criticism

Build trust through reliability and authenticityBuild trust through reliability and authenticity

Are authentic - what you see is what you getAre authentic - what you see is what you get

Have a tough stance, even if they are unpopularHave a tough stance, even if they are unpopular

Confront unethical action in othersConfront unethical action in others


ConscientiousnessConscientiousness Conscientiousness is about taking responsibility for Conscientiousness is about taking responsibility for

personal performance. It reflects an underlying personal performance. It reflects an underlying drive for being reliable and delivering quality work.drive for being reliable and delivering quality work.


Follow through on commitments and keep promisesFollow through on commitments and keep promises

Hold themselves accountable for meeting their objectivesHold themselves accountable for meeting their objectives

Are organized and careful in their workAre organized and careful in their work

Pay attention to detailPay attention to detail


AdaptabilityAdaptability Adaptability is the ability to be flexible and work Adaptability is the ability to be flexible and work

effectively within a variety of changing situations effectively within a variety of changing situations and with various individuals and groups.and with various individuals and groups.


Can smoothly handle multiple demands, shifting Can smoothly handle multiple demands, shifting priorities, and rapid changepriorities, and rapid change

Are flexible in how they see eventsAre flexible in how they see events

Adapt plans, behavior, or approaches to fit major Adapt plans, behavior, or approaches to fit major changes in situationschanges in situations


OptimismOptimism Optimism is about seeing the world as a glass Optimism is about seeing the world as a glass

that is “half-full” rather than “half-empty”. It is that is “half-full” rather than “half-empty”. It is the ability to see good in others and in the the ability to see good in others and in the situations at hand. Threats are viewed merely as situations at hand. Threats are viewed merely as opportunities that can be acted upon and taken opportunities that can be acted upon and taken advantage of to achieve optimal outcomes.advantage of to achieve optimal outcomes.


See opportunities rather than threatsSee opportunities rather than threats

Have mainly positive expectations about othersHave mainly positive expectations about others

Have hopes that the future will be better than the pastHave hopes that the future will be better than the past


InitiativeInitiative Initiative is the ability to identify a problem, obstacle, or Initiative is the ability to identify a problem, obstacle, or

opportunity and take action on it. People with initiative opportunity and take action on it. People with initiative are consistently striving to do better, to experience new are consistently striving to do better, to experience new challenges, and to be held accountable for their actions challenges, and to be held accountable for their actions and ideas.and ideas.


Seek out fresh ideas from a wide variety of sourcesSeek out fresh ideas from a wide variety of sources

Act rather than waitAct rather than wait

Entertain original solutions to problems, and generate new Entertain original solutions to problems, and generate new ideasideas

Take fresh perspectives and risks in their thinkingTake fresh perspectives and risks in their thinking


Tips for Improving Tips for Improving Self-ManagementSelf-Management

Emotional Self-ControlEmotional Self-Control

Make a list of all the things that trigger you to lose control. Create Make a list of all the things that trigger you to lose control. Create a strategy to prevent these triggers from causing you to lose your a strategy to prevent these triggers from causing you to lose your composure and your self-control.composure and your self-control.

Reduce your stress though physical activity, or other types of Reduce your stress though physical activity, or other types of relaxation.relaxation.

TrustworthinessTrustworthiness

Spend some time exploring the values and principals that you feel Spend some time exploring the values and principals that you feel most strongly about and write down the important ones. Next to most strongly about and write down the important ones. Next to each one examine whether your behavior is consistent with these each one examine whether your behavior is consistent with these values, and ask yourself what you would need to do differently in values, and ask yourself what you would need to do differently in order to be more genuine and be true to your beliefs.order to be more genuine and be true to your beliefs.

Consider the issues on which you are willing to act against all Consider the issues on which you are willing to act against all opposition. Clarify for yourself what is and is not worth fighting for.opposition. Clarify for yourself what is and is not worth fighting for.



ConscientiousnessConscientiousness

Keep a detailed filling system for all monthly bills, telephone, rent, Keep a detailed filling system for all monthly bills, telephone, rent, heat, etc.heat, etc.

Build routine checks into your calendar to ensure devotion to Build routine checks into your calendar to ensure devotion to deadlines, policies, and standards. In the event that you find deadlines, policies, and standards. In the event that you find something that does not reach the desired standard or that will take something that does not reach the desired standard or that will take much longer than the time frame given, work though your plan to much longer than the time frame given, work though your plan to give the task at hand more time and effort.give the task at hand more time and effort.

AdaptabilityAdaptability

Periodically review the processes you or your department has in Periodically review the processes you or your department has in place. What are the strengths and weaknesses of each? Is there a place. What are the strengths and weaknesses of each? Is there a better, more efficient way of approaching things?better, more efficient way of approaching things?

When current strategies are not working, stop what you are doing, When current strategies are not working, stop what you are doing, acknowledge that it is not working and make the necessary changes acknowledge that it is not working and make the necessary changes to your plans, activities, objectives, or behavior.to your plans, activities, objectives, or behavior.



OptimismOptimism

For two or three days, make a list of all the difficulty you For two or three days, make a list of all the difficulty you encountered, and write down the consequences next to each encountered, and write down the consequences next to each one. Note that when your feelings are pessimistic in nature, one. Note that when your feelings are pessimistic in nature, positive activity is shortened, but when your feelings are positive activity is shortened, but when your feelings are optimistic in nature, positive energy flows.optimistic in nature, positive energy flows.

Try to change your thoughts from negative to positive.Try to change your thoughts from negative to positive.

InitiativeInitiative

Volunteer to be a leader of a service organization that markets Volunteer to be a leader of a service organization that markets its information to the community and solicit funds for supportits information to the community and solicit funds for support

Make a list of all the external factors that affect your department Make a list of all the external factors that affect your department and of all the internal factors affecting the department. Then and of all the internal factors affecting the department. Then map out the steps needed to capitalize on those opportunities map out the steps needed to capitalize on those opportunities and take actions to prevent significant problems.and take actions to prevent significant problems.


Social AwarenessSocial Awareness

Social awareness Social awareness refers to how people refers to how people handle relationships and awareness of handle relationships and awareness of others’ feelings, needs, and concerns. others’ feelings, needs, and concerns.

It is the ability to recognize and It is the ability to recognize and appropriately respond to the emotions appropriately respond to the emotions and feelings of others.and feelings of others.


Three Competencies within Three Competencies within Social AwarenessSocial Awareness

The Social Awareness cluster contains The Social Awareness cluster contains three basic competencies or three basic competencies or

subcategories:subcategories:

EmpathyEmpathy

Organizational awarenessOrganizational awareness

Service orientationService orientation


EmpathyEmpathy EmpathyEmpathy is about understanding other people. It is the ability is about understanding other people. It is the ability

to hear and understand accurately unspoken or partly to hear and understand accurately unspoken or partly expressed thoughts, feelings, and concerns of others. People expressed thoughts, feelings, and concerns of others. People with empathy are able to constantly pick up on emotional cues, with empathy are able to constantly pick up on emotional cues, and they can appreciate not only what people are saying but and they can appreciate not only what people are saying but also why they are saying it. also why they are saying it.


Are attentive to emotional cues and listen wellAre attentive to emotional cues and listen well

Accurately read people’s moods or nonverbal cuesAccurately read people’s moods or nonverbal cues

Respect and relate well to people of diverse backgroundsRespect and relate well to people of diverse backgrounds

Shows sensitivity and understand of others’ perspectivesShows sensitivity and understand of others’ perspectives

Help out based on understanding other people’s needs and feelingsHelp out based on understanding other people’s needs and feelings


Organizational Organizational AwarenessAwareness

Organizational AwarenessOrganizational Awareness is the ability to understand the is the ability to understand the power relationships in one’s group or organization. This power relationships in one’s group or organization. This includes the ability to identify the real decision makers and includes the ability to identify the real decision makers and who can influence them. It is also about recognizing the who can influence them. It is also about recognizing the values and cultures of organizations and how they affect the values and cultures of organizations and how they affect the way people act and behave.way people act and behave.

Individuals in which this competency is highly developed: Individuals in which this competency is highly developed:

Understand the political forces at work in the organizationUnderstand the political forces at work in the organization

Accurately read key power relations in groups or organizationsAccurately read key power relations in groups or organizations

Understand values and culture of groups or organizationsUnderstand values and culture of groups or organizations


Service OrientationService Orientation Service orientation is anticipating, recognizing, and Service orientation is anticipating, recognizing, and

meeting other people’s needs. It means focusing ones meeting other people’s needs. It means focusing ones efforts on others, and reaction to the requests of efforts on others, and reaction to the requests of others. others.


Are attuned to providing satisfaction to othersAre attuned to providing satisfaction to others

Match their services to meet others’ needsMatch their services to meet others’ needs

Gladly offer appropriate assistanceGladly offer appropriate assistance

Makes themselves available to othersMakes themselves available to others


Why is Having Social Why is Having Social Awareness Important?Awareness Important?

Social awareness is very important for creating and Social awareness is very important for creating and maintaining good working relationships with other maintaining good working relationships with other people. people.

People high in social awareness can feel what other People high in social awareness can feel what other people are feeling and can put themselves in their people are feeling and can put themselves in their shoes. shoes.

People who are high in social awareness are able People who are high in social awareness are able to read non-verbal cues, read messages conveyed to read non-verbal cues, read messages conveyed by facial gestures, posture, eye movement, and by facial gestures, posture, eye movement, and body language. body language.


Tips for Improving Tips for Improving Social-AwarenessSocial-Awareness

EmpathyEmpathy Pay attention to critical interactions with othersPay attention to critical interactions with others Turn off the sound on the television and watch it to see if you can identify Turn off the sound on the television and watch it to see if you can identify

moods and nonverbal cues of the actors without hearing anythingmoods and nonverbal cues of the actors without hearing anything

Organizational AwarenessOrganizational Awareness Identify key people inside and outside the organization who exert influence Identify key people inside and outside the organization who exert influence

over policies and activities. Create an influence chart for your organization over policies and activities. Create an influence chart for your organization or department and compare it to the formal organization chartor department and compare it to the formal organization chart

In your discussions with others, try to get their perspective on how to get In your discussions with others, try to get their perspective on how to get things done within the department. Try to provide information about things done within the department. Try to provide information about unspoken organizational constraints that may prevent certain things from unspoken organizational constraints that may prevent certain things from happening at certain times.happening at certain times.

Service OrientationService Orientation Set a measurable goal to improve the level of service you provide to others. Set a measurable goal to improve the level of service you provide to others.

Include a needs analysis, an analysis of your service, and an analysis of the Include a needs analysis, an analysis of your service, and an analysis of the concerns and needs of others.concerns and needs of others.

Start a reading file of articles about the needs of others in your department Start a reading file of articles about the needs of others in your department or organization.or organization.

Take action to change or modify some procedures in your department that Take action to change or modify some procedures in your department that others have complained about.others have complained about.


Social SkillsSocial Skills Social Skills Social Skills refers to a proficiency at refers to a proficiency at

suggesting desirable responses in others. suggesting desirable responses in others.

People with good social skills are good business People with good social skills are good business leaders, leaders in society, and effective leaders, leaders in society, and effective parents who understand that personal success parents who understand that personal success and group or family success are inseparable. and group or family success are inseparable.

They lead by example, encouraging others in They lead by example, encouraging others in positive ways, validating them and creating positive ways, validating them and creating trust within them.trust within them.


Eight Competencies within Eight Competencies within Social SkillsSocial Skills

The Social Skills cluster contains eight basic The Social Skills cluster contains eight basic competencies or subcategories:competencies or subcategories:

Developing othersDeveloping others Inspirational leadershipInspirational leadership

InfluenceInfluence CommunicationCommunication Change catalystChange catalyst

Conflict managementConflict management Building bondsBuilding bonds

Teamwork and collaborationTeamwork and collaboration


Developing OthersDeveloping Others Developing others is the ability to promote the long-term Developing others is the ability to promote the long-term

learning or development of others. Its focus is on the learning or development of others. Its focus is on the developmental intent and effect rather than on the formal developmental intent and effect rather than on the formal role of teaching or training. Those who do this well role of teaching or training. Those who do this well spend time to help people find their own way to spend time to help people find their own way to excellence through specific feedback on current excellence through specific feedback on current performance. performance.


Acknowledge and reward people’s strengths, accomplishments, Acknowledge and reward people’s strengths, accomplishments, and developmentand development

Offer useful feedback and identify people’s needs for developmentOffer useful feedback and identify people’s needs for development

Act as a mentor by giving timely coaching, and offering Act as a mentor by giving timely coaching, and offering assignments that challenge and grow a person’s skills.assignments that challenge and grow a person’s skills.


Inspirational LeadershipInspirational Leadership Inspirational leadership is the ability to take on the role as Inspirational leadership is the ability to take on the role as

leader of a team or group. Inspirational leaders work to leader of a team or group. Inspirational leaders work to bring people together to get the job done, they build a strong bring people together to get the job done, they build a strong sense of belonging within the group leading others to feel sense of belonging within the group leading others to feel they are part of something larger than themselves. they are part of something larger than themselves.


Inspire others by articulating and arousing enthusiasm for a Inspire others by articulating and arousing enthusiasm for a shared vision and missionshared vision and mission

Step forward to lead as needed, regardless of positionStep forward to lead as needed, regardless of position

Guide the performance of others while holding them accountableGuide the performance of others while holding them accountable

Can make activities or projects engagingCan make activities or projects engaging

Lead by exampleLead by example


InfluenceInfluence Influence is the ability to persuade, convince, or impact Influence is the ability to persuade, convince, or impact

other to get them to go along with or support your agenda. other to get them to go along with or support your agenda. Influence is about grabbing someone’s attention and Influence is about grabbing someone’s attention and passing on something they want to hear.passing on something they want to hear.


Are skilled at persuasionAre skilled at persuasion

Can fine-tune presentations to appeal to the listenerCan fine-tune presentations to appeal to the listener

Use complex strategies like indirect influence to build Use complex strategies like indirect influence to build consensus and supportconsensus and support

Anticipate how people will respond to an argument and adapts Anticipate how people will respond to an argument and adapts their approach accordinglytheir approach accordingly


CommunicationCommunication Communication is the ability to send clear and convincing Communication is the ability to send clear and convincing

messages to an audience in open and effective way. People messages to an audience in open and effective way. People high in communication make their presentations engaging high in communication make their presentations engaging and are open to dialogue with the audience.and are open to dialogue with the audience.


Use nonverbal cues, like tone of voice, to express feelings that Use nonverbal cues, like tone of voice, to express feelings that reinforce messages in presentationsreinforce messages in presentations

Deal with difficult issues easilyDeal with difficult issues easily

Listen well, seek mutual understanding, and welcome sharing Listen well, seek mutual understanding, and welcome sharing of informationof information

Promote open communication and stays receptive to bad news Promote open communication and stays receptive to bad news as well as goodas well as good


Change CatalystChange Catalyst Change catalyst is having the ability to alert, energize and Change catalyst is having the ability to alert, energize and

lead groups to bring about specific changes in the way lead groups to bring about specific changes in the way things are done. things are done.

This competency is about recognizing the need for change This competency is about recognizing the need for change and taking ownership of change initiatives in order to and taking ownership of change initiatives in order to move the group or department forward.move the group or department forward.


Recognize the need for change and removes barriersRecognize the need for change and removes barriers

Challenge the status quo to acknowledge the need for changeChallenge the status quo to acknowledge the need for change

Champion the change and enlist others in its pursuitChampion the change and enlist others in its pursuit


Conflict ManagementConflict Management

Conflict management is the ability to handle difficult Conflict management is the ability to handle difficult individuals, groups of people, or tense situations with individuals, groups of people, or tense situations with discretion. This involves coming face to face with the discretion. This involves coming face to face with the conflict rather than trying to avoid it. This competency conflict rather than trying to avoid it. This competency entails focusing on the issues rather than the people entails focusing on the issues rather than the people and working to de-escalate bad feelings. and working to de-escalate bad feelings.


Encourage debates and open discussionEncourage debates and open discussion

Orchestrate win-win solutionsOrchestrate win-win solutions

Communicate the positions of those involved in a conflict to all Communicate the positions of those involved in a conflict to all concernedconcerned


Building BondsBuilding Bonds Building bonds is about working to build or maintain Building bonds is about working to build or maintain

friendly, reciprocal, and warm relationships or networks friendly, reciprocal, and warm relationships or networks with people. with people.

Building bonds means developing and maintaining good Building bonds means developing and maintaining good relationships with a variety of people.relationships with a variety of people.


Develops and maintains an extensive informal networkDevelops and maintains an extensive informal network

Nurtures relationships related to activities or projectsNurtures relationships related to activities or projects

Makes and maintains personal friendships among work Makes and maintains personal friendships among work associatesassociates


Teamwork and Teamwork and CollaborationCollaboration

Teamwork and Collaboration is about working Teamwork and Collaboration is about working cooperatively with others, being part of a team and working cooperatively with others, being part of a team and working together as opposed to working separately or competitively. together as opposed to working separately or competitively. Teamwork and collaboration is enjoying shared Teamwork and collaboration is enjoying shared responsibility and rewards for accomplishments. It is responsibility and rewards for accomplishments. It is actively participating and enjoying building the capability of actively participating and enjoying building the capability of the team. the team.


Collaborates, and shares plans, information, and resourcesCollaborates, and shares plans, information, and resources

Promotes a friendly, cooperative climate in groups Promotes a friendly, cooperative climate in groups

Draws all members into active and enthusiastic participationDraws all members into active and enthusiastic participation

Builds team identity and commitmentBuilds team identity and commitment


Why are Social Skills Why are Social Skills Important?Important?

Social skills are the basic skills Social skills are the basic skills everyone needs to have in order to everyone needs to have in order to

be effective at anything they do. Not be effective at anything they do. Not having the basic social skills can having the basic social skills can severely limit the quality of work severely limit the quality of work

that you produce.that you produce.


Tips to Improve and Tips to Improve and Develop Social SkillsDevelop Social Skills

Developing OthersDeveloping Others

Regularly take time to talk to individuals about their Regularly take time to talk to individuals about their aspirations, the things they want to do better, and the aspirations, the things they want to do better, and the things they would like to try out.things they would like to try out.

Inspirational LeadershipInspirational Leadership

When launching significant new projects or initiatives, When launching significant new projects or initiatives, consider spending time with the team, create a vision for consider spending time with the team, create a vision for the work to be done, and build commitment to moving the work to be done, and build commitment to moving forward.forward.

Interview or shadow a leader whom you find Interview or shadow a leader whom you find inspirational. Ask yourself why you find this individual inspirational. Ask yourself why you find this individual inspirational, analyze their style, and ask how they view inspirational, analyze their style, and ask how they view their roles. their roles.



InfluenceInfluence

Form a study group among colleagues to talk about successful Form a study group among colleagues to talk about successful experiences and reality-test future strategies.experiences and reality-test future strategies.

Take part in a task force or committee on an important and Take part in a task force or committee on an important and timely organizational or cross-departmental problem.timely organizational or cross-departmental problem.

CommunicationCommunication

Identify and observe others who have an engaging style while Identify and observe others who have an engaging style while presenting, pay attention to their nonverbal cues, and the presenting, pay attention to their nonverbal cues, and the visual aids they use to get their meanings across.visual aids they use to get their meanings across.

When delivering information to people, encourage them to ask When delivering information to people, encourage them to ask questions and encourage them to summarize your key points questions and encourage them to summarize your key points to ensure they have understood you. to ensure they have understood you.



Change CatalystChange Catalyst

Think about the worst possible change that might happen to you and Think about the worst possible change that might happen to you and your team or department. Write a list of possible benefits from that your team or department. Write a list of possible benefits from that change and think about how you would sell those benefits to the team change and think about how you would sell those benefits to the team or department if you had to.or department if you had to.

When preparing to tell others about change, think about each person, When preparing to tell others about change, think about each person, how will the change impact this person? How has he or she responded how will the change impact this person? How has he or she responded to change in the past? What questions or comments might he or she to change in the past? What questions or comments might he or she have? Use your answers to prepare for a discussion with this person have? Use your answers to prepare for a discussion with this person about the upcoming change.about the upcoming change.

Conflict ManagementConflict Management

If you are sensing trouble brewing with an individual, take steps to If you are sensing trouble brewing with an individual, take steps to bring the disagreement or grievance into the open before it turns into bring the disagreement or grievance into the open before it turns into a conflict situation.a conflict situation.

When in a heated discussion, focus on the issues at hand and leave When in a heated discussion, focus on the issues at hand and leave personal matters aside. Ask yourself “Is what I am saying or doing personal matters aside. Ask yourself “Is what I am saying or doing productive in trying to resolve this situation?”productive in trying to resolve this situation?”



Building BondsBuilding Bonds

Take part in professional associations or appropriate social Take part in professional associations or appropriate social events to build your network and strengthen your relationships.events to build your network and strengthen your relationships.

Identify organizational dynamics. Practice thinking in terms of Identify organizational dynamics. Practice thinking in terms of these dynamics rather than simply about individuals or roles. these dynamics rather than simply about individuals or roles. What are the general relationships of people and groups within What are the general relationships of people and groups within the organization? the organization?

Teamwork and CollaborationTeamwork and Collaboration

Create a symbol for a group or team to rally around, or hold a Create a symbol for a group or team to rally around, or hold a get-together to celebrate the team’s success.get-together to celebrate the team’s success.

Avoid taking control of the agenda or being the first to make Avoid taking control of the agenda or being the first to make suggestions, share the different roles being played in a group.suggestions, share the different roles being played in a group.


Why is it Important to Develop My Why is it Important to Develop My Own Emotional Intelligence?Own Emotional Intelligence?

Recent research suggests that the competencies associated with Recent research suggests that the competencies associated with emotional intelligence are not set in stone at birth, but that the emotional intelligence are not set in stone at birth, but that the emotional competencies can indeed be learned and developed. emotional competencies can indeed be learned and developed.

There are many benefits associated with developing your own There are many benefits associated with developing your own emotional intelligence capabilities, and those benefits range emotional intelligence capabilities, and those benefits range from the personal to the organizational.from the personal to the organizational.

The higher your emotional intelligence, the more likely you are to The higher your emotional intelligence, the more likely you are to succeed in personal and professional relationships.succeed in personal and professional relationships.

There is a strong correlation between well-developed emotional There is a strong correlation between well-developed emotional intelligence and personal self-satisfaction and overall self-intelligence and personal self-satisfaction and overall self-confidence.confidence.

Having a good understanding of yourself, your strengths, and your Having a good understanding of yourself, your strengths, and your weaknesses is essential to superior performance when on the job.weaknesses is essential to superior performance when on the job.

When your emotional intelligence is fully developed, it is easier to When your emotional intelligence is fully developed, it is easier to work well under constantly changing circumstances and to act on work well under constantly changing circumstances and to act on your ideas in ways that benefit the organizationyour ideas in ways that benefit the organization..


How Does Emotional How Does Emotional Intelligence Help Us?Intelligence Help Us?

Identifying emotions provides awareness of emotions and the ability to Identifying emotions provides awareness of emotions and the ability to accurately read other peopleaccurately read other people’’s emotions. Using emotions provides a s emotions. Using emotions provides a means to generate ideas, a feeling, or a team spirit. Understanding means to generate ideas, a feeling, or a team spirit. Understanding emotions offers insights into what motivates people and othersemotions offers insights into what motivates people and others’’ points of points of view. Finally, managing emotions allows you to stay open to your view. Finally, managing emotions allows you to stay open to your emotions, which have valuable information, and use them constructively. emotions, which have valuable information, and use them constructively.

There is evidence to suggest that emotionally intelligent leadership is the There is evidence to suggest that emotionally intelligent leadership is the key to creating a work climate in which employees are nurtured and key to creating a work climate in which employees are nurtured and encouraged to do their best. encouraged to do their best.

In a study at Johnson & Johnson, high performing managers had higher In a study at Johnson & Johnson, high performing managers had higher levels of self-awareness, self, management capability, social skills, and levels of self-awareness, self, management capability, social skills, and organizational savvy which are all considered part of emotional organizational savvy which are all considered part of emotional intelligence and are learned responses that are needed for superior intelligence and are learned responses that are needed for superior leadership.leadership.

Several researchers have successfully demonstrated that emotions are Several researchers have successfully demonstrated that emotions are

related to several of the key issues in leadership. Several quantitative and related to several of the key issues in leadership. Several quantitative and qualitative studies have provided evidence that empathy is an important qualitative studies have provided evidence that empathy is an important trait that predicts and plays a role in leadership emergence. trait that predicts and plays a role in leadership emergence.

Other studies have concluded that the management of group membersOther studies have concluded that the management of group members’’ emotions is an important part of the leadership process, emotional emotions is an important part of the leadership process, emotional displays have large effects on perceptions of leaders, and leaders who displays have large effects on perceptions of leaders, and leaders who successfully manage group processes can substantially influence successfully manage group processes can substantially influence performance.performance.


ConclusionsConclusions From the information that I have presented From the information that I have presented

here today, it should be clear that it is very here today, it should be clear that it is very helpful to know what EI is and to be able to helpful to know what EI is and to be able to use in various circumstances (especially at use in various circumstances (especially at home and at work).home and at work).

Not convinced this really is a good thing – Not convinced this really is a good thing – you can check out some of the books I have you can check out some of the books I have put on my reference list, they should do a put on my reference list, they should do a better job of convincing you!better job of convincing you!

OR – check out Primal Leadership, by Goleman, OR – check out Primal Leadership, by Goleman, Boyatzis, and McKee, 2002.Boyatzis, and McKee, 2002.


Questions?Questions?


Thank You!!Thank You!!


WebsitesWebsites http://www.eiconsortium.org/

This site is the Consortium for Research on Emotional Intelligence This site is the Consortium for Research on Emotional Intelligence in Organizations and the goal of the site is to promote high quality in Organizations and the goal of the site is to promote high quality research on the application of emotional intelligence in research on the application of emotional intelligence in organizations. organizations.

http://ei.haygroup.com This site has information and resources on Emotional Intelligence, This site has information and resources on Emotional Intelligence,

and has a short 10-item EI test.and has a short 10-item EI test.

http://trochim.human.cornell.edu/gallery/young/emotion.htm This page is an on-line bibliography in the area of emotions and This page is an on-line bibliography in the area of emotions and

emotional intelligence, describing current research findings and emotional intelligence, describing current research findings and notes of interest. The main areas covered are: emotional notes of interest. The main areas covered are: emotional intelligence, emotions, and methods for researching emotions.intelligence, emotions, and methods for researching emotions.

http://www.6seconds.org/ Six Seconds Emotional Intelligence Network is a nonprofit Six Seconds Emotional Intelligence Network is a nonprofit

organization dedicated to improving relationships by teaching EQ organization dedicated to improving relationships by teaching EQ in schools, organizations, and communities around the globe. in schools, organizations, and communities around the globe.

http://www.eiconsortium.org/

http://ei.haygroup.com/

http://trochim.human.cornell.edu/gallery/young/emotion.htm

http://www.6seconds.org/


ReferencesReferencesCasper, Christine M. (2001). Casper, Christine M. (2001). From Now on with Passion: A Guide to Emotional From Now on with Passion: A Guide to Emotional

Intelligence.Intelligence. California: Cypress House. California: Cypress House.

Cherniss, Cary. (2003). Cherniss, Cary. (2003). The Business Case for Emotional IntelligenceThe Business Case for Emotional Intelligence. A technical . A technical report issued by the Consortium for Research on Emotional Intelligence in report issued by the Consortium for Research on Emotional Intelligence in Organizations. Available on-line at Organizations. Available on-line at http://www.eiconsortium.org/..

Goleman, Daniel. (1995). Goleman, Daniel. (1995). Emotional Intelligence: Why it Can Matter More than IQEmotional Intelligence: Why it Can Matter More than IQ. . New York: Bantam Books.New York: Bantam Books.

Goleman, Daniel. (1998). Goleman, Daniel. (1998). Working with Emotional IntelligenceWorking with Emotional Intelligence. New York: Bantam . New York: Bantam Books.Books.

Goleman, Daniel (2001). An EI-Based Theory of Performance. In C. Cherniss and D. Goleman, Daniel (2001). An EI-Based Theory of Performance. In C. Cherniss and D. Goleman (Eds). Goleman (Eds). The Emotionally Intelligent Workplace.The Emotionally Intelligent Workplace. (pp. 27-44). San (pp. 27-44). San Francisco, California: Jossey-Bass.Francisco, California: Jossey-Bass.

Humphrey, R. H. (2002). The many faces of emotional leadership. Humphrey, R. H. (2002). The many faces of emotional leadership. Leadership Leadership Quarterly, 13Quarterly, 13, 493, 493––504.504.

Walter V. Clarke Associates. (1996). Walter V. Clarke Associates. (1996). Activity vector analysis: Some Applications to the Activity vector analysis: Some Applications to the Concept of Emotional IntelligenceConcept of Emotional Intelligence. Pittsburgh, PA: Walter V. Clarke . Pittsburgh, PA: Walter V. Clarke Associates.Associates.

Weisinger, Hendrie. (1998). Weisinger, Hendrie. (1998). Emotional Intelligence at Work. Emotional Intelligence at Work. California: Jossey - California: Jossey - Bass.Bass.

http://www.eiconsortium.org/

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Emotional Intelligence Presentation Ppt[1]