Emotional Intelligence

1

Emotional Intelligence ( EI )By: Moustafa EL-hadidi

2

What is EI

What is IQ

EI vs IQ

EI Tests

EI Tests cross reference matrix.

Fifteen Components of EI

Building up your EI

Content

3

Is the capacity for understanding our own feelings and the feelings of others, for motivating ourselves, and for managing our emotions effectively in our relationships.

Involves the “abilities to perceive, appraise, and express emotion; to access and/or generate feelings when they facilitate thought; to understand emotion and emotional knowledge; and to regulate emotions to promote emotional and intellectual growth”

What is Emotional Intelligence ( EI )

4

EI Clusters

Self-Awarenes

s

Self-Manageme

nt

Social Awarenes

sSocial Skills

5

Kindly solve the test handed to you.

Allowed Time is 10min

EI Quick Test

6

1. The turbulent airplane:

[A] 10[B] 10 Points[C] 10 Points[D] 0 PointsD - that answer reflects a lack of awareness of your

habitual responses under stress. Actively acknowledging your stress and finding ways to calm yourself (i.e. engage in a book or read the emergency card) are healthier responses.

Scoring your answers

7

2. The credit stealing colleague

[A] 0 Points[B] 5 Points[C] 0 Points[D] 10 Points

D. By demonstrating an awareness of work-place dynamics, and an ability to control your emotional responses, publicly recognizing your own accomplishments in a non-threatening manner will disarm your colleague as well as puts you in a better light with your manager and peers


8

3. The angry client:


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


9

4. The 'C' Midterm:


A. A key indicator of self-motivation, also known as achievement motivation, is your ability to form a plan for overcoming obstacles to achieve long-term goals.


10

5. The racist joke:


C. The most effective way to create an atmosphere that welcomes diversity is to make clear in public that the social norms of your organization do not tolerate such expressions. Confronting the behavior privately lets the individual know the behavior is unacceptable, but does not communicate it to the team.


11

6. The setback of a salesman:


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


12

7. The Road-Rage colleague:


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


13

8. The shouting match:


A. In these circumstances, the most appropriate behavior is to take a 20-minute break. As the 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 clear your body of these emotions of anger and arousal


14

9. The uninspired team:


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


15

10. The indecisive young manager:


D. Managing others requires high levels of emotional intelligence, particularly if you are going to be 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 individual, and provide them with support and feedback to help them grow in confidence and capability.


16

IQ measures the intelligence of persons.

Intelligence is The ability to learn or understand or to deal with new or trying situations.

What is IQ ?

17

IQ

The ability to learn from experience

The ability to adapt to the surrounding

environment.

18

Verbal Comprehension - vocabulary, verbal analogies

Number -- mathematical operations

Space - visual-spatial and mental transformation

Associative Memory -- rote memory

Perceptual Speed -- quickness in noticing similarities and differences

Reasoning - skill in inductive, deductive, and math problems

Factors of IQ Test

19

Predict School Grades.

Predicts 6% of job success

Peaks in late teens.

Racial controversies.

Statics

Can help in getting hired.

Contributes only about 20% to success in life.

Why use IQ ?

20

High IQ High EI

Critical Poised

Condescendinghaving or showing a feeling of patronizing

superiority

Outgoing

Inhibitedunable to act in a relaxed and natural way

Committed to people and causes

Uncomfortable with sensuality Sympathetic and caring

Emotionally blandlacking strong features or characteristics

and therefore uninteresting

Comfortable with themselves

High IQ vs High EI

21

There are only 4 standardized tests that measure your EI which are applied worldwide by global company's such as P&G.

Bar-On’s EQ-i® and EQ-360

Goleman and Boyatzis’ ECI 360

Mayer, Salovey, and Caruso’s MSCEIT

Orioli and Cooper’s EQ Map

EI Tests

22

Self-report measure of social and emotional intelligence capabilities.

Utilize a 1 -5 -15 method of scoring in which there is a single overall emotional intelligence score called the “Total EQ.”

This is broken down into the five composite scales:1. Intrapersonal.2. Interpersonal.3. Stress Management.4. Adaptability.5. General Mood.

EQ-i AND EQ-360

23

Intrapersonal EQo Self-Regardo Emotional Self-Awarenesso Assertivenesso Independenceo Self-Actualization

Interpersonal EQo Empathyo Social Responsibilityo Interpersonal Relationships

EQ-i AND EQ-360

24

Stress Management EQo Stress Toleranceo Impulse Control

Adaptability EQo Reality Testingo Flexibilityo Problem Solving

General Mood EQo Optimismo Happiness

EQ-i AND EQ-360

25

The Intrapersonal scale: are the capabilities that are necessary to develop, maintain, and assert one’s self effectively within a social context.

The Interpersonal scale: looks at how effectively we interface and engage those five competencies within the social milieu.

EQ-i AND EQ-360

26

The Stress Management scale: measures how well we feel we do at coping with the tension, disappointment, and pain that come from living in a less-than perfect world. It is that discrepancy between what we desire and what we are able to obtain that constitutes the essence of stress.

Stress Management is composed of two factors: Stress Tolerance, which looks at how well we protect

ourselves from the injurious effects of stress.

Impulse Control, which looks at how likely we are to project it as anger toward others or attempt to self-medicate with tobacco, food, alcohol, and other drugs, or to distract ourselves with sex, shopping, television, and so on.

EQ-i AND EQ-360

27

The Adaptability scale: is composed of three factors that explore our relationships with reality and change.

The Reality Testing subscale tells us how well we are in touch with objective consensus reality.

Flexibility tells us how resiliently we adapt when that reality changes—especially when it does so unexpectedly.

Problem Solving evaluates how effective we are at causing that reality to change when we want something new or different.

EQ-i AND EQ-360

28

General Mood Scale: includes the factors of Optimism and Happiness.

Optimism shows us how hopeful we are about the quality of the future we expect.

Happiness shows how satisfied we feel in the present moment.

EQ-i AND EQ-360

29

Advantages of using EQ-I and EQ-360 are:

Simple.

Straightforward.

Score can be normed for age and gender.

EQ-i AND EQ-360

30

is a seventy-two-question multi-rater assessment that includes input from:

Self. Manager. Direct reports. Peers. Customers/Clients.

Its purpose is to measure the key competencies that contribute to outstanding performance in the workplace.


31

The assessment measures :

Personal competence (how people manage themselves).

Social competence (how people manage relationships).


32

Was originally composed of five domains and twenty-five competencies.

Now streamlined to include four domains and eighteen competencies.


33

Personal Competence:A. A. Self-Awareness: Emotional self-awareness Accurate self-assessment Self-confidenceB. Self-Management Emotional self-control Transparency Adaptability Achievement Initiative Optimism


34

C. Social Awareness Empathy Organizational awareness ServiceD. Relationship Management Inspirational leadership Influence Developing others Change catalyst Conflict management Teamwork and collaboration


35

Unique in that it undertakes to measure actual intelligence rather than the behavioural competencies and social skills that are associated with individual workplace success.

Test is designed as an ability measure with objective “right and wrong” answers in contrast with the more subjective competency measures that rely on self-report.

Include the ability to label emotions and understand the relationships between words and feelings, the ability to distinguish between authentic emotional expressions and those that are inauthentic or feigned, and the ability to manage emotions by strengthening positive ones and reducing negative ones.


36


38

Multidimensional guide, [which] helps you discover the many facets that make up your personal emotional intelligence and its relationship to your performance, creativity, and success. This landscape is about you and your life experiences, plotting the various twists and turns that symbolize your life events, unique strengths, work passions, pressures, and challenges

It is designed strictly for developmental purposes and not for hiring or selection.


39

The EQ Map is composed of two Current Environmental Scales, fourteen EQ Dimensions, and four Outcomes.

Part 1: Current Environment: Scale 1: Life Pressures Scale 2: Life Satisfactions

Part 2: Emotional Awareness: Scale 3: Emotional Self-Awareness Scale 4: Emotional Expression Scale 5: Emotional Awareness of Others


40

Part 3: EQ Competencies:

Scale 6: Intentionality Scale 7: Creativity Scale 8: Resilience Scale 9: Interpersonal Connections Scale 10: Constructive Discontent


41

Part 4: EQ Values and Attitudes:

Scale 11: Outlook Scale 12: Compassion Scale 13: Intuition Scale 14: Trust Radius Scale 15: Personal Power Scale 16: Integrated Self


42

10 min break

43

1. Self-Regard.2. Emotional Self-Awareness.3. Assertiveness.4. Independence.5. Self-Actualization.6. Empathy.7. Social Responsibility.8. Interpersonal Relationships.9. Stress Tolerance.10. Impulse Control.11. Reality Testing.12. Flexibility.13. Problem Solving.14. Optimism.15. Happiness

Fifteen Competencies of Emotional Intelligence

44

Indicates how good we feel about ourselves.

Also reflects our ability to accept ourselves warts and all.

Why should we care about self-regard?

Self-regard is a critical competency because, without a well-integrated identity that allows you to know and respect yourself, there is no way you can ever participate authentically in life.

1.Self-Regard

45

How can we build self-regard?

1. Stand in front of the mirror.2. Look deep in your eyes.3. Call your name out loud with authority

three times.4. be silent and feel yourself show up.5. Now clap wildly and bow.

1.Self-Regard

46

It is the ability to understand what we are feeling and why, as well as to understand what caused those feelings.

It enables us to connect with our underlying beliefs, assumptions, and values and to know what drives us.

Enables us to be more strategic and effective in interacting with our environment.

2.Emotional Self-Awareness

47

Why should we care about emotional self-awareness?

Allows us to know how we are responding to our environment and what we are feeling.

It is important for us to know when we feel happy, sad, loving, angry, ambivalent, apathetic, or impassioned.


48

How can we build Emotional Self-Awareness?

1. Check to see whether your moods shift during the course of a day.

2. Every half hour write a sentence or a phrase about how or what you are feeling.

3. At the end of the day or early the next day analyse what you recorded.

4. Identify points at which your moods shifted.5. Recall what happened to cause the shift and

how it impacted your thoughts and behaviour.


49

The ability to express feelings, beliefs, and thoughts and defend one’s rights in a non-destructive manner.

Why should i care about assertiveness?

Our ability to interact with our environment and make our voices heard.

Assertiveness empowers us and helps us define ourselves to others.

3.Assertiveness

50

Identify where you are on the assertiveness continuum.

Can shift from squirming inside because you did not speak up to stating your point of view factually and forthrightly and feeling good about it.

Stop trying to overpower or intimidate others into bending to your will and move to stating your case factually and calmly.

3.Assertiveness

51

The ability to think for oneself and not be unduly influenced by the thoughts, desires, and emotions of others.

It does not mean that one is completely insensitive to the needs of other people or to societal mores.

It means a person is able to sift through others’ input and expectations, access his or her own beliefs and values, then reach conclusions and take actions that make sense for his or her own life.

4. Independence

52

Why should we care about independence?

The ability to stand on one’s own two feet and trust one’s own judgment.

Reflects self-confidence and the willingness to take risks.

A key leadership trait that can enhance effectiveness whether one is the leader of a global company, supervisor of a small team, a parent, volunteer with a community organization, or the leader of his or her life.

4. Independence

53

How can we build independence ?

1. Explore what it is that makes you uncomfortable asserting your independence.

2. Ask yourself the following questions :

a. Are you concerned that people will not think you’re “nice”?

b. Will others be angry?c. Will someone challenge your position or conclusion?4. Assess the risk of acting independently. If there is more

to be gained (self-respect, confidence, and improved teamwork)

4. Independence

54

The process of striving to actualize one’s potential capacity, abilities, and talents.

The best predictors of self-actualization are the following eight EI factors, listed in order of importance:

1. Happiness.2. Optimism3. Self-regard4. Independence.5. Problem solving6. Social responsibility7. Assertiveness8. Emotional self-awareness

5.Self-Actualization

55

Key questions are to help achieve Self-Actualization:

1. How am I doing on this journey?

2. How am I being on this journey?

3. Am I happy about where am I now?

4. Am I pacing myself on this journey?

5. Am I motivated to be the best I can be?


56

Self-actualization is an evolutionary journey.

Be motivated to be the best you can be today.

Don’t get depressed that you haven’t accomplished everything by today.


57

Is the ability to understand, be aware of, be sensitive to, and vicariously experience the feelings, thoughts, and experiences of another.

Healthy empathy is vital to the ability to develop and maintain deep and lasting interpersonal relationships.

The heart of a well-functioning workplace, community, and family. When we engage empathically, we are motivated to pay attention to other people.

6.Empathy

58

How can we build empathy?

1. Learn to read body language.

2. Attend to a person’s facial expressions breathing, posture, and tonality.

3. Match his or her physical state in your own body and see how it feels to you.

4. Seek to understand the duties of others and the demands they face.

6.Empathy

59

Recognizing and assuming responsibility for the well-being of the larger group and for the other individuals who live and operate within it.

How can we build social responsibility?

1. learn to value it in a new way relative to our self-interest.

2. communicating honestly and working together toward common goals that will genuinely benefit all of us.

3. developing more relationships that explore and express our interdependency and strengthen our appreciation of that connection.

7.Social Responsibility

60

The ability to establish and maintain mutually satisfying relationships that are characterized by intimacy and by giving and receiving affection.

8.Interpersonal Relationships

61

How can we build interpersonal relationships?

1. Examine honestly the level of satisfaction you currently experience.

2. Consider the relationships that are central to your life and think about the most and least satisfying aspects.

3. Recognize that if you want to make new friends or improve the quality of an existing relationship, it will be you who does the changing.

4. Start working on specific behaviours, such as improving your listening, introducing yourself to others, finding areas of common interest, reading non-verbal cues, and ending conversations in a way that encourages more contact in the future.

8.Interpersonal Relationships

62

The ability to withstand adverse events and stressful situations without ‘falling apart’ by actively and positively coping with stress.

Is based on :1. a capacity to choose courses of action for coping with

stress.2. an optimistic disposition toward new experiences and

change in general and toward one’s ability to successfully overcome the specific problem at hand.

3. feeling that one can control or influence the stressful situation.

9.Stress Tolerance

63

How can we build stress tolerance?

Structured breathing, visualization, and affirmations.

Get more exercise! Reprioritizing activities and involvement. Enhance communication skills and muster

some courage. Maintain a sense of humour during difficult

situations.

9.Stress Tolerance

64

Urges that compel action that spring from our subconscious minds with persistence and intensity.

Impulses can be helpful or harmful to us.

10.Impulse Control

65

How can we build impulse control?

1. Identifying, analysing, and changing unproductive behaviour.

2. Must clarify the WIIFM (“What’s in it for me?”).

3. Create alternative solutions that also answer the question, “What’s in it for others?!”

10.Impulse Control

66

Determines how clearly we discern what is actually happening in the world around us.

We only see it through our own perceptions.

Our perceptions are learned from our experience and our society, and they give us a map of our reality, but no matter how accurate that map may be, it is never the whole territory.

11.Reality Testing

67

How can we build reality testing?

1. Be a little bit sceptical.

2. What evidence am I relying on when I believe this is as it appears to be?

3. Who wants me to believe this is reality? What are his or her motives.

11.Reality Testing

68

Example:

How is my body feeling now? Hot? Warm? Cool? Cantered? Upset? Out of balance?” What does that information tell you?

What kinds of sounds am I hearing around me? Soothing? Abrasive? Scary? Angry? Seductive? Supportive? Challenging? How accurately am I seeing the situation in which I find myself?

11.Reality Testing

69

The ability to adjust one’s feelings, thoughts, and behaviour to changing situations and conditions.

Flexible people are not dogmatic, nor always convinced they are right.

Happiness and flexibility often influence one another.

“Would you rather be happy, or would you rather be right?”

Flexible people are on the right track to choosing happiness.

12.Flexibility

70

How can we build flexibility?

1. Apply brainstorming strategies when faced with a challenge.

2. Give yourself ten minutes just to think of possibilities before you begin to look for answers.

12.Flexibility

71

The ability to identify and define problems as well as to generate and implement potentially effective solutions.

How can we build our problem solving competencies?1. Properly defined the issue.2. Gathered all the facts.3. Brainstormed all the possibilities.4. Incorporated all this into a timely solution.

You can use The Collaborative Growth Master Solve© Problem-Solving Model

13.Problem Solving

72

1. Construct your best understanding of the problem:

Decide what specifically you want to have happen.

Observe in detail what is happening instead.

Notice at what point(s) in the sequence does/did the problem appear.

The Collaborative Growth Master Solve© Problem-Solving Model.

73

2. Concretize the solution in sensory based descriptions:

When the problem is completely resolved, what difference will people :- See.- Hear.- Feel- Know


74

3. Determine what is preventing the desired result from occurring now.

4. Brainstorm and record as many possible solutions as you can in an appropriately limited amount of time.

5. Analyse and test options to find the best one and rank order them, noting possible advantages and drawbacks for each one.


75

6. Confirm that the best one will produce the sensory-based results generated in Step 2; if not, make whatever adjustments are needed.

7. Enact the chosen solution and carefully monitor what happens.

8. Re-enter the new data into this process and run it again if the desired result hasn’t yet been achieved.


76

The ability to look at the brighter side of life and to maintain a positive attitude even in the face of adversity.

Optimism assumes a measure of hope in one’s approach to life.

14.Optimism

77

How can we build optimism?

have a choice about your attitude.

Focus on the possibilities and the answer rather than on the problem.

Expand gratitude.

Take a breath, and name five things you are grateful for. Right now

14.Optimism

78

The ability to feel satisfied with one’s life, to enjoy oneself and others, and to have fun.

Combines self-satisfaction, general contentment, and the ability to enjoy life.

Three types of happiness: Pleasant Life: Simple pleasures, often physical ones. The Good Life: quest for knowledge and career

advancement. Meaningful Life: Making the world a better place for

others.

15.Happiness

79

How can we build happiness?

1. What kind of happiness do you want?

2. What is your purpose?

3. Paying attention to your “wanting.” How will you know when you have enough?

4. Sharing what you have with others in need.

5. Every day for a month notice whenever it seems like you have to be right in order to be happy. Choose to be happy and forget being right. See what happens.

15.Happiness

80

45 min Lunch Break

81

Building up EI exercises

82

EI. ACTIVITY 1

83

EI. ACTIVITY 2

84

EI. ACTIVITY 3

85

EI. ACTIVITY 4

86

EI. ACTIVITY 5

87

EI tests cross reference matrix

and its list of tests

88

58% Showed very large improvement in Influence.

72% did show improvement in Decision Making

EI Case Study FedEX

89

EI Case Study FedEX

90

EI Case Study FedEX

91

Any Questions ?

Engineering

Emotional Intelligence