developing emotionally intelligent leaders conversations

1© 2008 Dr. Maynard Brusman

DEVELOPING EMOTIONALLY INTELLIGENT LEADERS

CONVERSATIONS

BioRad Bar-On EQ-i WORKSHOP

By Dr. Maynard Brusman

2© 2008 Dr. Maynard Brusman

LEARNING OBJECTIVES

• Discuss a workable definition of Emotional Intelligence in leadership and organizations.

• Understand the five domains of Emotional Intelligence.

• Utilize the EQ-i to explore personal strengths and vulnerabilities related to EQ.

• Develop an EQ Action Plan resulting in demonstrable and measurable change.

3© 2008 Dr. Maynard Brusman

EQ EXERCISE #1

§ How Emotionally Intelligent Savvy Are You?

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Emotional Intelligence is the ability to…

§ Recognize our own feelings and those of others, motivate ourselves, and manage emotions well in ourselves and in our interpersonal relationships.

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RESEARCH

§ Up to 90% of the difference between outstanding and average leaders is linked to emotional intelligence. EQ is twice as important as IQ and technical expertise combined, and is four times as important in overall success.

§ Research by the Center for Creative Leadership found the primary cause of derailment in executives involves deficits in emotional competence.§ Change§ Teamwork§ Interpersonal Relations

6© 2008 Dr. Maynard Brusman

WHY DEVELOP EMOTIONAL INTELIGENCE?§ More than 50% of employees lack the

motivation to keep learning and improving.

§ Four in 10 people cannot work cooperatively.

§ 70% of all change initiatives fail because of people issues – inability to lead, lack of teamwork, unwillingness to take initiative, and inability to deal with change.Hay Group

7© 2008 Dr. Maynard Brusman

EQ vs. IQEQ Key to Success in the Business World

§ EQ is the ability to bring people together and motivate them.

§ EQ is the trust to build productive relationships.

§ EQ is the resilience to perform under pressure.

§ EQ is the courage to make decisions.

§ EQ is the strength to persevere through adversity.

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EQ vs. IQ

§ EQ is the vision to create the future.§ EQ is a skill. Skills can be learned.§ Employees in an emotionally intelligent

company empowered to contribute fully.§ Emotionally intelligent organization

creates innovative products & services, and exceptional customer loyalty.

9© 2008 Dr. Maynard Brusman

Five Competencies of Emotional Intelligence at Work§ Self-Awareness - Ability to recognize and

understand your moods, emotions, and drives, as well as their effect on others.

§ Self-Regulation - Ability to control impulses and moods.

§ Motivation-Passion to pursue goals with energy.

§ Empathy-Awareness of others’ feelings.

§ Social Skill-Proficiency in managing relationships.

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SECOND THAT EMOTION

§ Relationships determine who owns the future.

§ Successful organizations hire based on EQ competencies.

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The Peter Principle and EQ

§ People are frequently promoted to their level of incompetence.§ Individuals are often promoted because

of their technical expertise, when the needed skills are managing people.§ The technical expert can become a poor

boss.

12© 2008 Dr. Maynard Brusman

EQ GREMLINS

§ Fear§ Avoid Conflict and Challenge§ Negative Internal Dialogue§ Unrealistic Expectations§ Blaming Others

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EMOTIONAL AWARENESS

§ Recognize which emotions you are feeling.§ Aware of connection between your feelings,

thoughts and actions.§ Recognize how feelings affect performance.§ Guided by values.

14© 2008 Dr. Maynard Brusman

EMPATHY

§ Starts with self-awareness§ The ability to see things from the other’s

point of view§ You can recall some of the same feelings§ Sharing and identifying with emotional

states

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EMPATHY

According to Goleman, empathy represents the foundation skill for all the social competencies important for work.

1. Understanding others2. Service orientation3. Developing others4. Leveraging diversity5. Political awareness

16© 2008 Dr. Maynard Brusman

EMPATHY QUESTIONS

1. “Can you say more about that?”2. “Really? That’s interesting. Can you be

more specific?”3. “I wasn’t aware of that. Tell me more.”4. “I’m curious about that…let’s discuss this

in more depth.”5. “Let me see if I understand you

correctly… here is what I heard you say…”

6. “How do you feel about that? What are some of your concerns?”

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SELF-ASSESSMENT

§ Aware of strengths and weakness§ Reflective, learn from experience§ Open to feedback§ Seek continuous learning and self-

development

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KNOW YOURSELF EXERCISE

§ What is a current challenge that leads to emotional tensions?§ What feelings does that situation trigger?§ What thoughts trigger those feelings?§ What are some new ways to build

relationship in this situation?§ What positive outcome can be generated?

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BUSINESS CASE FOR EQ

§ Team Building Case Study

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EQ-i Business Report

§ Examines how EQ-i scores impact an individual’s performance in the workplace.

§ Development section transfers strategies into a leadership action plan.

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Bar-On EQ-i

§ Five Composite Domains1. Intrapersonal Skills2. Interpersonal Skills3. Stress Management4. Adaptability5. General Mood

§ EQ (Emotional Quotient) scores are developed for each of these areas ( and 15 content scales)

§ Self-report and/or 360

22© 2008 Dr. Maynard Brusman

Bar-On EQ-i – 15 Skills

§ Intrapersonal:– Self-Regard – Emotional Self-Awareness– Assertiveness– Independence– Self-Actualization

§ Interpersonal:– Empathy – Social Responsibility – Interpersonal Relationship

§ Stress Management:– Stress Tolerance – Impulse Control

§ Adaptability:– Reality Testing – Flexibility – Problem Solving

§ General Mood:– Optimism – Happiness

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EQ Competencies

The 15 EQ Competencies

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Self-Regard

The ability to look at and understand oneself, respect and accept oneself, accepting one’s perceived positive and negative aspects as well asone’s limitations and possibilities.

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Emotional Self-Awareness

The ability to recognize and understand one’s feelings and emotions, differentiate between them, know what caused themand why.

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Assertiveness

The ability to express feelings, beliefs, and thoughts and defend one’s rights in a nondestructive way.

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Independence

The ability to be self-reliant and self-directed in one’s thinking and actions and to be free of emotional dependency; these people may ask for and consider the advice of others, but they rarely depend on others to make important decisions or do things for them.

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Self-Actualization

The ability to realize one’s potential capacities and to strive to do that which one wants to do and enjoys doing.

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Empathy

The ability to be attentive to, to understand, and toappreciate the feelings ofothers…it is being able to“emotionally read” otherpeople.

30© 2008 Dr. Maynard Brusman

Social Responsibility

The ability to demonstrate oneself as a cooperative, contributing, and constructive member of one’s social group.

31© 2008 Dr. Maynard Brusman

Interpersonal Relationship

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

32© 2008 Dr. Maynard Brusman

Stress Tolerance

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

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Impulse Control

The ability to resist ordelay an impulse, drive,or temptation to act.

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Reality Testing

The ability to assess thecorrespondence between what is experienced (the subjective) and what in reality exists (the objective).

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Flexibility

The ability to adjust one’semotions, thoughts, andbehavior to changingsituations and conditions.

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Problem Solving

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

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Optimism

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

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Happiness

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

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EQ-i Group Report

§ Results….

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ACTION PLAN: Using EQ-i Results

§ Identify 3 strengths.§ Identify 3 development areas.§ Develop a plan to improve specific skill.§ Move action forward with a coach.

41© 2008 Dr. Maynard Brusman

UNLEASHING OUR POTENTIAL

“Our deepest fear is not that we are inadequate. Our deepest fear is that we are powerful beyond measure. It is our light, not our darkness, that

frightens us.”

Nelson Mandela

42© 2008 Dr. Maynard Brusman

Dr. Maynard BrusmanConsulting Psychologist & Executive

Coach

Working Resources P .O. Box 471525 San Francisco, California

94147 Tel: 415-546-1252E-mail: mbrusman@workingresources.comWeb Site: http://www.workingresources.comSubscribe to Working Resources Newsletter:http://www.workingresources.comVisit Maynard's Blog:http://www.workingresourcesblog.com