emotional intelligence - mapyourshow.com gsx... · emotional intelligence: building a world class...
TRANSCRIPT
OBJECTIVES
I want us to see the following today:
SECTION 01
A Proper Understanding
of EI
SECTION 04
An Emotionally Intelligent
Organizational Culture
SECTION 03
Integrating EI into your People
Strategy
SECTION 02
The Impact EI Has on a Team
valued EI in an employee over IQ
would pass up a candidate with a high IQ but low
emotional intelligence
more likely to promote a highly
emotionally intelligent worker
SURVEY OF MORE THAN 2,600 HIRING MANAGERS AND HR PROFESSIONALS:
71%75%
59%
“We should take care not to make the intellect our God; it has, of
course, powerful muscles, but no
personality.”
–Albert Einstein
DEFINITION OF EMOTIONAL INTELLIGENCE
The ability to monitor one's own and others' feelings and emotions, to discriminate among them and to use this information to guide one's thinking and actions.
Being intelligent about emotions.
Act wise in social situations.
THE TWELVE COMPETENCIES
SELF-AWARENESS
SELF-MANAGEMENT
SOCIALAWARENESS
RELATIONSHIPMANAGEMENT
Emotional self-awareness
Emotionalself-control
Empathy
Influence
Coach and mentor
AdaptabilityConflict management
Achievement orientation Organizational
awarenessTeamwork
Positive outlook Inspirationalleadership
DOMAIN #1: SELF-AWARENESSAll other emotional and social intelligence competencies are built upon emotional self-awareness.
THE TWELVE COMPETENCIES
SELF-AWARENESS
SELF-MANAGEMENT
SOCIALAWARENESS
RELATIONSHIPMANAGEMENT
Emotional self-awareness
Emotionalself-control
Empathy
Influence
Coach and mentor
AdaptabilityConflict management
Achievement orientation Organizational
awarenessTeamwork
Positive outlook Inspirationalleadership
EMOTIONAL SELF-AWARENESS
Can clearly see and even describe their feelings and the impact they have on others
DOMAIN #2: SELF-MANAGEMENTKeeps you open-minded and focused. It helps you channel your energies and contain your frustrations.
THE TWELVE COMPETENCIES
SELF-AWARENESS
SELF-MANAGEMENT
SOCIALAWARENESS
RELATIONSHIPMANAGEMENT
Emotional self-awareness
Emotionalself-control
Empathy
Influence
Coach and mentor
AdaptabilityConflict management
Achievement orientation Organizational
awarenessTeamwork
Positive outlook Inspirationalleadership
EMOTIONAL SELF-CONTROL ADAPTABILITY ACHIEVEMENT
ORIENTATIONPOSITIVE OUTLOOK
Keeping disruptive emotions and impulses in check.
Flexibility in handling change.
Striving to meet or exceed a standard of excellence.
Persistence in pursuing goals despite obstacles and setbacks.
SELF-MANAGEMENT
THE TWELVE COMPETENCIES
SELF-AWARENESS
SELF-MANAGEMENT
SOCIALAWARENESS
RELATIONSHIPMANAGEMENT
Emotional self-awareness
Emotionalself-control
Empathy
Influence
Coach and mentor
AdaptabilityConflict management
Achievement orientation Organizational
awarenessTeamwork
Positive outlook Inspirationalleadership
SOCIAL AWARENESS
Sensing others’ feelings and perspectives, and taking an active interest in their concerns.
EMPATHY
Reading a group’s emotional currents and power relationships
ORGANIZATIONAL AWARENESS
THE TWELVE COMPETENCIES
SELF-AWARENESS
SELF-MANAGEMENT
SOCIALAWARENESS
RELATIONSHIPMANAGEMENT
Emotional self-awareness
Emotionalself-control
Empathy
Influence
Coach and mentor
AdaptabilityConflict management
Achievement orientation Organizational
awarenessTeamwork
Positive outlook Inspirationalleadership
RELATIONSHIP MANAGEMENT
01 CONFLICT MANAGEMENT negotiating and resolving conflict
02 COACH AND MENTORtaking an active interest in others’ development needs and bolstering their abilities
03 INFLUENCE having a positive impact on others
04 INSPIRATIONAL LEADERSHIP inspiring and guiding individuals and groups
05 TEAMWORK working with others towards a shared goal
SELF-AWARENESS
SELF-MANAGEMENT
SOCIALAWARENESS
RELATIONSHIPMANAGEMENT
Emotional self-awareness
Emotionalself-control
Empathy
Influence
Coach and mentor
Adaptability
Conflict management
Achievement orientation
Organizationalawareness
Teamwork
Positive outlook
Inspirationalleadership
23
SELF-AWARENESS
SELF-MANAGEMENT
SOCIALAWARENESS
RELATIONSHIPMANAGEMENT
Emotional self-awareness
Emotionalself-control
Empathy
Influence
Coach and mentor
Adaptability
Conflict management
Achievement orientation
Organizationalawareness
Teamwork
Positive outlook
Inspirationalleadership
24
SELF-AWARENESS
SELF-MANAGEMENT
SOCIALAWARENESS
RELATIONSHIPMANAGEMENT
Emotional self-awareness
Emotionalself-control
Empathy
Influence
Coach and mentor
Adaptability
Conflict management
Achievement orientation
Organizationalawareness
Teamwork
Positive outlook
Inspirationalleadership
25
SELF-AWARENESS
SELF-MANAGEMENT
SOCIALAWARENESS
RELATIONSHIPMANAGEMENT
Emotional self-awareness
Emotionalself-control
Empathy
Influence
Coach and mentor
Adaptability
Conflict management
Achievement orientation
Organizationalawareness
Teamwork
Positive outlook
Inspirationalleadership
NEA VS. PEA
Fight or flight
NEGATIVE EMOTIONAL ATTRACTOR
Happiness, hope and optimism
POSITIVE EMOTIONAL ATTRACTOR
EMOTIONS ARE CONTAGIOUS
INTERVIEWING FOR EI
Effective Leadership
LEADERSHIP DEVELOPMENT
Targeted Selection
Team Development
INTEGRATING EI INTO YOUR PEOPLE STRATEGY
DEVELOPING EI
TOP REASONS FOR LEADER DERAILMENT
LEADERSHIP DEVELOPMENT
01 INSENSITIVE / ABRASIVE / INTIMIDATING BEHAVIOR
02 COLD DETACHMENT
03 IMPULSIVE DECISION-MAKING
04 ARROGANCE
SIX STYLES OF LEADERSHIP
HOW IT BUILDS RESONANCEIMPACT ON
CLIMATEWHEN APPROPRIATE
VISIONARY Move people toward shared dreams
(what could be)Highly positive
When changes require a new
vision, or when a clear direction is
needed
COACHING Connects what a person wants with
the organization’s goalsHighly positive
To help an employee improve
performance by building long-
term capabilities
AFFILIATIVE Creates harmony by connecting
people to each otherPositive
To heal rifts in a team, motivate
during stressful times, or
strengthen connections
DEMOCRATIC Values people’s input and gets
commitment through participationPositive
To build buy-in or consensus, or to
get valuable input from employees
PACESETTING Meets challenging and exciting goals
Highly negative
(Because often poorly
executed)
To get high quality results from a
motivated and competent team
COMMANDING Soothes fears by giving clear direction
in an emergency
Highly negative
(Because often misused)
In a crisis, to kick-start a
turnaround, or with problem
employees
INTERVIEWING FOR EI
THEORETIC AND HISTORICAL
“THE BEST PREDICTOR OF FUTURE BEHAVIOR IS PAST BEHAVIOR”
THE TWELVE COMPETENCIES
SELF-AWARENESS
SELF-MANAGEMENT
SOCIALAWARENESS
RELATIONSHIPMANAGEMENT
Emotional self-awareness
Emotionalself-control
Empathy
Influence
Coach and mentor
AdaptabilityConflict management
Achievement orientation Organizational
awarenessTeamwork
Positive outlook Inspirationalleadership
EMOTIONAL SELF-AWARENESS
INTERVIEWING FOR EI
“Tell me about a time you screwed up.”
Admit to a genuine mistake.
Explain what they learned from it.
ACHIEVEMENT ORIENTATION
INTERVIEWING FOR EI
"Tell me about a time you set difficult goals."
Listen for answers that describe a lofty goal.
Why this goal challenged their normal targets.
COACH/MENTORINTERVIEWING FOR EI
"In five minutes or less, explain something to me that is complicated but you know well."
Will tell you how well your candidate comprehends complex subjects.
They can articulate that subject to someone who doesn't know much about it.
Explanations that use analogies also make good answers.
TEAMWORKINTERVIEWING FOR EI
"Tell me about the relationships you've had with the people you've worked with. How would you describe the best one? The worst?"
Look for answers that explain how their colleague's work style thrived (or conflicted) with their own.
Can candidates describe how they have confronted simmering issues and helped to solve them with a team?
When talking about successes, do they acknowledge the contributions of others?
Growth occurs when your employees are provided with training, coaching and experiences.
DEVELOPING EITRAINING
EXPERIENCES
COACHING
SELF-AWARENESS
SELF-MANAGEMENT
SOCIALAWARENESS
RELATIONSHIPMANAGEMENT
Emotional self-awareness
Emotionalself-control
Empathy
Influence
Coach and mentor
AdaptabilityConflict management
Achievement orientation Organizational
awarenessTeamwork
Positive outlook Inspirationalleadership
TRAININGDEVELOPING EI
COACHING
Learning orientation or
Performance orientation
Command and control / Ask and inspire
Ideal self vs Real self
Learning plan
DEVELOPING EI
EXPERIENCES
Training as a foundation
Coaching as framework of support
New experiences will develop the muscle needed to grow
DEVELOPING EI
WORKPLACE VIOLENCE OFFENDERS LACK:
Emotional Self-Awareness
Emotional Self-Control
Conflict Management
01 SELECTION PROCESS
02 ZERO TOLERANCE
03 TRAIN & COACH
04 DEVELOP A PEA ENVIRONMENT
BUILDING CULTURE
CONCLUSION
“The ability for a group of people to do remarkable things
hinges on how well those people can pull together as a
team.”
Simon Sinek