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Princeton Merchants Association Princeton Library
RU EQ? Emotional Intelligence
(EQ/EI)
STEVE BOWLINGJUST 4 YOU HR CONSULTING LLC
April 23rd 2013
ObjectivesUnderstand concept of Emotional Intelligence (EQ)
Understand relevance to your success
Know the competencies involvedRecent Developments in EQ
Identify the relationship and impact of EQ skills on others within and outside the organization.
Determine one’s own strengths and opportunities in the EQ skills
Develop a personal action plan
What is Emotional Intelligence?
What is Emotional Intelligence?The capacity for:recognizing our own and others’
feelings
motivating ourselves
managing emotions well in ourselves and our relationships
Daniel Goleman
EQ - Common Misperceptions.
It’s not:
All about being nice - the warm fuzzies
Giving free range to feelings – letting it all hang out
Fixed like IQ
EQ/EI ModelsCONSORTIUM EI GOLEMAN EQi - BARON
PERSONAL Self AwarenessSelf RegulationSelf Motivation
4 Dimensions: 1/ Self Awareness2/ Self Management3/ Social Awareness4/ Relationship Mgt
5 Dimensions: 1/ INTRApersonal EQ2/ INTERpersonal EQ3/ Stress Mgt EQ4/ Adaptability5/ General Mood
SOCIAL Social AwarenessSocial Skills
6 Leadership Styles: 1/ Visionary2/ Coaching3/ Affiliative4/ Democratic5/ Pacesetting*6/ Commanding*
15 Sub Scales of 5 Dimensions:
1 = Self-Regard, Emotional Self Awareness, Assertiveness, Independence & Self Actualization.2 = Empathy, Social Responsibility & Interpersonal Relationships3= Stress Tolerance & Impulse Control4= Reality Testing, Flexibility & Problem Solving.5= Optimism & Happiness
Exercise Think about someone who influenced you very
positively or very negatively:
- What was it they did? - What specific capabilities/behaviors were exhibited?- How did you feel?
Share/Discuss your experience in groups of 3 or 4.
Steve Bowling – Just 4 You HR Consulting
The Business Case
WARREN BENNIS Distinguished Professor of Business Administration at the University of Southern California, founding chairman of USC’s Leadership Institute
Emotional Intelligence
capabilities
are star
qualities
Cognitive
skills and
technical
capabilities
are
THRESHOLD
requirements
The Business CaseFor star performers in all jobs, in every field, emotional competence is twice as important as purely cognitive abilities.
For success at the highest levels, in leadership positions, emotional
competence accounts for virtually the entire advantage.”
Daniel Goleman
The Business CaseEQ is responsible for 58% of performance in all
types of jobs90% of High Performers are high in EQ and
only 20% of Low performers are high in EQ2003 Public accounting study: high EQ skills
added 390% incremental profit; while high analytical reasoning contributed only 50% more incremental profit
TalentSmart tested 500,000 people – only 36% are able to accurately identify their emotions as they happen!
TEAM EQ/EIThe success of teams can be influenced by the
emotions of team members. Teams can improve their EQ by understanding their group tendencies and managing them effectively. The team EQ is largely based on the standards for behavior that the team accepts as a whole. High performing teams will define and choose what actions it will take as a group
A 2001 research study by TalentSmart Inc. shows emotionally intelligent teams perform better than the teams with low EQ. Teams who scored lower in EQ typically did not focus well on the task at hand and did not achieve goals as well as their counterparts.Steve Bowling – Just 4 You HR Consulting
Judged by a New Yardstick
“We are all being judged by a newyardstick – not just how smart we are,
or by our training and expertise – but also by how well we handle
ourselvesand each other.”
Daniel GolemanWorking with Emotional Intelligence
EQ/EI - 4 Fundamental Capabilities
WHAT I SEE WHAT I DO
WITH ME
Self - Awareness
Self - Management
WITH OTHERS
Social Awareness
Social Skill
EI Model adapted from Emotional Intelligence Appraisal, ©2001-2004 TalentSmart Inc.
EQ/EI Four FundamentalsSelf-Awareness – perceiving your own emotions
in the momentSelf Management – what happens when you act
or do not act. Be aware of how your emotions direct your behavior
Social Awareness – perceiving what others are thinking and feeling. Listening & observing are key skills.
Social Skill – managing interactions with others, relationship management and handling conflict. Note the impact of stress on relationships.
Prevent ECD -Executive Control Deficit
Understand How your Brain Works
Amygdala
Manage Your Emotions!Stop the Amygdala Hijack!
Self- Awareness Know your body - what are your emotional triggers?
Observe yourself
Monitor your thoughts and feelings
Discover why you react this way
Track/ record trends you see in your behavior
Identify negative behaviors you fall victim toIncreasing awareness decreases emotional mistakesNote the impact on your team & team members
Manage Your Emotions!Stop the Amygdala Hijack!
Self-Management Observe when your emotions are getting the best of you
Slow down and think before actingConsider deep breathing, exercise, meditation and
visualization
Practice skills such as calming or centering yourself before dealing with stress
Never respond in writing when you are emotionally charged
Remember the “Godfather’s” advice to never act when in an emotional state
Manage Your Emotions!
“We catch feelings from one another as if it were a
virus.”
“We unconsciously imitate the emotions we see displayed by
others.”
Daniel Goleman
New Developments in EQEvolution of EQ
1G – Recognition, Awareness and Control of Emotions
2G – Goleman/Boyatzis – Competency Approach
3G – Recognition of Behavioral Impact – Behavioral EQ (BEQ)
Exercise What do you need to work on?
Review the Emotional Intelligence Fundamentals
Ask yourself what do I need to be better at? Why is that important?
Select one competency from each of the capabilities for development
Take 10 minutes and reflect on what you could do to improve in this area.
Then, share your ideas with a colleague for review and other ideas.
Commit to do those things after this Workshop!
Education ResourcesKey Books by Goleman:
Emotional Intelligence Working with EI Primal Leadership Social Intelligence
Neuro Leadership Institute – SCARF Model
SCARF Model *The SCARF model involves five domains of human social experience:
Status - relative importance to othersCertainty - being able to predict the futureAutonomy - sense of control over eventsRelatedness - sense of safety with others, of friend rather than
foeFairness - perception of fair exchanges between people
These five domains activate either the ‘primary reward’or ‘primary threat’ circuitry (and associated networks) ofthe brain.
*David Rock – Neuro Leadership Institute
Tools for EQBaron EQi *MBTI *SHL OPQ 32 *Hay – Goleman EQ ToolBarnes & Noble!!Talent Smart Book - Emotional Intelligence
2.0BEQ Workshop – via TRACOM
ANY QUESTIONS or OBSERVATIONS?
