© 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com What is Emotional Intelligence?

Présentation au sujet: "© 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com What is Emotional Intelligence?"— Transcription de la présentation:

1 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com What is Emotional Intelligence?

2 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com People who know their own emotions and are good at reading others' emotions may be more effective in their jobs. (Robbins & Judge, 2008, p. 116)

3 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Emotional intelligence helps promote effective functioning and well-being among employees. People differ in terms of the extent to which they know how they, themselves, are feeling, why they are feeling that way, and their ability to manage those feelings. Similarly, they differ in their ability to understand what other people are feeling and why, and their ability to influence or manage the feelings of others. Emotional intelligence describes these individual differences (George & Jones, 2008, pp. 59-60; Goleman, 1995).

4 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Emotional intelligence (the acronyms EQ or EI are used--either is acceptable) is ones ability to detect and manage emotional cues and information. Emotional intelligence is composed of five dimensions (Goleman, 2004, p. 88).

5 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com The Five Dimensions of EI Self-Awareness: the ability to recognize and understand your moods, emotions, and drives, as well as their effect on others. Self-Awareness Self-Regulation: the ability to control or redirect disruptive impulses and moods; the propensity to suspend judgment--to think before acting. Self-Regulation Motivation: a passion to work for reasons that go beyond money or status; a propensity to pursue goals with energy and persistence. Motivation Empathy: the ability to understand the emotional makeup of other people; skill in treating people according to their emotional reactions. Empathy Social Skill: proficiency in managing relationships and building networks; an ability to find common ground and build rapport. Social Skill

6 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Self-Awareness Self-Awareness: the ability to recognize and understand your moods, emotions, and drives, as well as their effect on others (Goleman, 2004, p. 88). The following are key indicators of self-awareness. – Self-confidence – Realistic self-assessment – Self-deprecating sense of humor

7 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Self-Awareness Self-awareness is the basis for the other components of emotional intelligence. It refers to a person's capacity for being aware of how they are feeling. In general, more self- awareness allows a person to more effectively guide their own lives and behaviors (Griffin & Moorhead, 2007, p. 65).

8 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Self-Awareness Being aware of emotions requires reflection. If one learns to pause, to focus inward, and to seek ones emotions, one can become more aware of them. You might begin asking yourself several times during a normal day, "What am I feeling now?" If you question yourself frequently for a week, you will probably be able to notice what you feel more readily. Then the challenge--one accepted by people with high emotional intelligence--is to manage those emotions in a more positive way. People who develop a high emotional intelligence do not yield to their emotions easily--rather they seek to manage them (Clawson, 2009, p. 176).

9 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Self-Awareness in Practice Emotional awareness: Recognizing ones emotions and their effects. People with this competence: – Know which emotions they are feeling and why – Recognize how their feelings affect their performance – Have a guiding awareness of their values and goals Accurate self-assessment: Knowing ones strengths and limits. People with this competence: – Aware of their strengths and weaknesses – Reflective, learning from experience – Open to candid feedback, new perspectives, continuous learning, and self- development – Able to show a sense of humor and perspective about themselves

10 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Self-Awareness in Practice Self-confidence: Sureness about ones self-worth and capabilities. People with this competence: – Present themselves with self-assurance; have "presence" – Can voice views that are unpopular and go out on a limb for what is right – Are decisive, able to make sound decisions despite uncertainties and pressures

11 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Self-Regulation Self-Regulation: the ability to control or redirect disruptive impulses and moods; the propensity to suspend judgment--to think before acting (Goleman, 2004, p. 88). The following are key indicators of self-regulation. – Trustworthiness and integrity – Comfort with ambiguity – Openness to change

12 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Self-Regulation Self-regulation refers to a person's capacity to balance anxiety, fear, and anger so that they do not overly interfere with getting things accomplished (Griffin & Moorhead, 2007, p. 65).

13 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Self-Regulation in Practice Self-control: Managing disruptive emotions and impulses. People with this competence: – Manage their impulsive feelings and distressing emotions well – Stay composed, positive, and unflappable even in trying moments. – Think clearly and stay focused under pressure Trustworthiness: Maintaining standards of honesty and integrity. People with this competence: – Act ethically and are above reproach – Build trust through reliability and authenticity – Admit their own mistakes and confront unethical actions in others – Take tough, principled stands even if they are unpopular

14 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Self-Regulation in Practice Conscientiousness: Taking responsibility for personal performance. People with this competence: – Meet commitments and keep promises – Hold themselves accountable for meeting their objectives – Are organized and careful in their work Adaptability: Flexibility in handling change. People with this competence: – Smoothing handle multiple demands, shifting priorities, and rapid change – Adapt their responses and tactics to fit fluid circumstances – Are flexible in how they see events

15 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Self-Regulation in Practice Innovativeness: Being comfortable with and open to novel ideas an new information. People with this competence: – Seek out fresh ideas from a wide variety of sources – Entertain original solutions to problems – Generate new ideas – Take fresh perspectives and risks in their thinking

16 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Motivation Motivation: a passion to work for reasons that go beyond money or status; a propensity to pursue goals with energy and persistence (Goleman, 2004, p. 88). The following are key indicators of motivation. – Strong drive to achieve – Optimism, even in the face of failure – Organizational commitment

17 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Motivation Motivation refers to a person's ability to remain optimistic and to continue striving in the face of setbacks, barriers, and failure (Griffin & Moorhead, 2007, p. 65).

18 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Motivation in Practice Achievement drive: Striving to improve or meet a standard of excellence. People with this competence: – Are results-oriented, with a high-drive to meet their objectives and standards – Set challenging goals and take calculated risks – Pursue information to reduce uncertainty and find ways to do better – Learn how to improve their performance

19 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Motivation in Practice Commitment: Aligning with the goals of the group or organization. People with this competence are: – Readily make personal or group sacrifices to meet a larger organizational goal – Find a sense of purpose in the larger mission – Use the group's core values in making decisions and clarifying choices – Actively seek out opportunities to fulfill the group's mission

20 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Motivation in Practice Initiative: Readiness to act on opportunities. People with this competence: – Are ready to seize opportunities – Pursue goals beyond what is required or expected of them – Cut through red tape and bend the rules when necessary to get the job done – Mobilize others through unusual, enterprising efforts Optimism: Persistence in pursuing goals despite obstacles and setbacks. People with this competence: – Persist in seeking goals despite obstacles and setbacks – Operate from hope of success rather than fear of failure – See setbacks as due to manageable circumstances rather than a personal flaw

21 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Empathy Empathy: the ability to understand the emotional makeup of other people; skill in treating people according to their emotional reactions (Goleman, 2004, p. 88). The following are key indicators of empathy. – Expertise in building and retaining talent – Cross-cultural sensitivity – Service to clients and customers

22 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Empathy Empathy refers to a person's ability to understand how others are feeling even without being explicitly told (Griffin & Moorhead, 2007, p. 65).

23 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Empathy in Practice Empathy: Sensing others' feelings and perspective, and taking an active interest in their concerns. People with this competence: – Are attentive to emotional cues and listen well – Show sensitivity and understand others' perspectives – Help out based on understanding other people's needs and feelings Service orientation: Anticipating, recognizing, and meeting customers' needs. People with this competence: – Understand customers' needs and match them to services or products – Seek ways to increase customers' satisfaction and loyalty – Gladly offer appropriate assistance – Grasp a customer's perspective, acting as a trusted advisor

24 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Empathy in Practice Developing others: Sensing what others need in order to develop, and bolstering their abilities. People with this competence: – Acknowledge and reward people's strengths, accomplishments, and development – Offer useful feedback and identify people's needs for development – Mentor, give timely coaching, and offer assignments that challenge and grow a person's skills

25 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Empathy in Practice Leveraging diversity: Cultivating opportunities through diverse people. People with this competence are: – Respect and relate well to people from varied backgrounds – Understand diverse worldviews and are sensitive to group differences – See diversity as opportunity, creating an environment where diverse people can thrive – Challenge bias and intolerance

26 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Empathy in Practice Political awareness: Reading a group's emotional currents and power relationships. People with this competence are: – Accurately read key power relationships – Detect crucial social networks – Understand the forces that shape views and actions of clients, customers, or competitors – Accurately read situations and organizational and external realities

27 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Social Skill Social Skill: proficiency in managing relationships and building networks; an ability to find common ground and build rapport (Goleman, 2004, p. 88). The following are key indicators of social skill. – Effectiveness in leading change – Persuasiveness – Expertise in building and leading teams

28 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Social Skill Social skill refers to a person's ability to get along with others and to establish positive relationships (Griffin & Moorhead, 2007, p. 65).

29 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Social Skill in Practice Influence: Wielding effective tactics for persuasion. People with this competence: – Are skilled at persuasion – Fine-tune presentations to appeal to the listener – Use complex strategies like indirect influence to build consensus and support – Orchestrate dramatic events to effectively make a point

30 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Social Skill in Practice Communication: Sending clear and convincing messages. People with this competence are: – Are effective in give-and-take, registering emotional cues in attuning their message – Deal with difficult issues straightforwardly – Listen well, seek mutual understanding, and welcome sharing of information fully – Foster open communication and stay receptive to bad news as well as good

31 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Social Skill in Practice Leadership: Inspiring and guiding groups and people. People with this competence: – Articulate and arouse enthusiasm for a shared vision and mission – Step forward to lead as needed, regardless of position – Guide the performance of others while holding them accountable – Lead by example

32 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Social Skill in Practice Conflict management: Negotiating and resolving disagreements. People with this competence are: – Handle difficult people and tense situations with diplomacy and tact – Spot potential conflict, bring disagreements into the open, and help deescalate – Encourage debate and open discussion – Orchestrate win-win solutions

33 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Social Skill in Practice Building bonds: Nurturing instrumental relationships. People with this competence are: – Cultivate and maintain extensive informal networks – Seek out relationships that are mutually beneficial – Build rapport and keep others in the loop – Make and maintain personal friendships among work associates Collaboration and cooperation: Working with others toward shared goals. People with this competence are: – Balance a focus on task with attention to relationships – Collaborate, sharing plans, information, and resources – Promote a friendly, cooperative climate – Spot and nurture opportunities for collaboration

34 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Social Skill in Practice Team capabilities: Creating group synergy in pursuing collective goals. People with this competence are: – Model team qualities like respect, helpfulness, and cooperation – Draw all members into active and enthusiastic participation – Build team identity, esprit de corps, and commitment – Protect the group and its reputation, share credit Change catalyst: Initiating or managing change. People with this competence are: – Recognize the need for change and remove barriers – Challenge the status quo to acknowledge the need for change – Champion the change and enlist others in its pursuit – Model the change expected of others

35 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com References Clawson, J. G. (2009). Level three leadership: Getting below the surface (4 th ed.). Upper Saddle River, NJ: Pearson Prentice Hall. EI framework. (n.d.). Consortium for Research on Emotional Intelligence in Organizations. Retrieved from http://bolenderinitiatives.com/organizational- behavior/emotional-intelligencehttp://bolenderinitiatives.com/organizational- behavior/emotional-intelligence George, J. M., & Jones, G. R. (2008). Understanding and managing organizational behavior (5th ed.). Upper Saddle River, NJ: Pearson Prentice Hall. Goleman, D. (1995). Emotional intelligence. New York: Bantam Books. Goleman, D. (2004, January). What makes a leader? [Electronic version]. Harvard Business Review, 82(1), 82-91. Griffin, R. W., & Moorhead, G. (2007). Organizational behavior: Managing people and organizations (8th ed.). New York: Houghton Mifflin Company. Robbins, S. P., & Judge, T. A. (2008). Essentials of organizational behavior (9th ed.). Upper Saddle River, NJ: Pearson Prentice Hall.

36 © 2011 Bolender Initiatives, LLC www.bolenderinitiatives.com Dr. Ronald Keith Bolender, Presenter Dr. Bolender' s Portfolio To contact Dr. Bolender, ronald_bolender@yahoo.comronald_bolender@yahoo.com