2. (BY – AKSHAT GOYAL )
TRAINING & DEVELOPMENT PROGRAM:
KNOW YOURSELF – Through Self Awareness & Regulation
Aim:
To help employees analyse emotions by knowing themselves through self-awareness and regulation.
Objectives:
Explains the concepts and perceptive of emotional intelligence to the employees
Demonstrates the application of emotional competencies in their personal and professional life
Describes the role of emotional intelligence and its effectiveness in the workplace.
3. Methodology/Framework:
Making employees analyse their levels of emotional intelligence via test, discussions and lectures.
Making employees understand themselves through self-awareness and regulation.
Fostering ways to understand themselves among employees.
Conducting activities to increase self-awareness and regulation.
Duration of training:
The objectives of the training will be covered in the span of two days.
4. Method of delivering training:
Through mid-level leadership series, interactive & informative sessions.
Who to attend:
Business leaders, managers, top performers & emerging leaders within the organisation.
Key learning points:
Why bother with EI?
A logarithm for organisation climate related to increased profitability.
Is it possible to keep feelings out of workplace?
Practical methods to discover yourself.
5.
6.
7. (DAY 1)
INTRODUCTORY SESSION:
•PARTICIPANTS TO INTRODUCE THEMSELVES WITH A
ADJECTIVE STARTING WITH FIRST LETTER OF THEIR NAME.
• ICE BREAKING EXERCISE- ANIMAL NOISES: EVERYONE IN
THE GROUP CHOOSES A PIECE OF PAPER WITH THE NAME
OF AN ANIMAL ON IT. THERE ARE EXACTLY TWO OF EACH
ANIMAL. EVERYONE MUST FIND THE PERSON WITH THE
SAME ANIMAL BY MAKING THE SOUND OF THE ANIMAL.
8. (SESSION 1 )
PRACTICAL APPROACH TO EI: CASE STUDY
• I SEEM TO HAVE A PROBLEM WHEN I CONGRATULATE PEOPLE FOR SOMETHING
AND THEY DON’T SAY ANYTHING IN RETURN – EVEN THOUGH I KNOW THAT
THEIR RATIONALE COULD BE ANYTHING AND IT DOES NOT NEED TO HAVE
ANYTHING TO DO WITH ME AT ALL…. YET, I SEEM TO TEND TO THINK I MUST
HAVE POSSIBLY DONE SOMETHING WRONG WHICH I AM NOT AWARE OF, AND
THEREFORE I DON’T ‘DESERVE’ A REPLY… IN THIS SITUATION I CANNOT EXPRESS
MY FEELINGS, I.E., ‘WHEN YOU DON’T DO X/I FEEL Y’ , CAN I…? AND MOST
PROBABLY I WILL NOT CONGRATULATE THEM THE YEAR AFTER, TO DO NOT
EXPOSE MYSELF TO THE SAME TREATMENT TWICE…. BUT I FEEL THIS WHOLE
SCENARIO IS FAULTY SOMEWHERE…. AND I CANNOT SEE WHAT THE GOOD
APPROACH WOULD BE, HERE. ANY THOUGHTS, PLEASE…?
GIVEN THAT WE’VE NOT DISCUSSED THIS IN ANY DETAIL, I CAN ONLY GIVE YOU A
FEW THOUGHTS THAT I MIGHT PURSUE IF A CLIENT RAISED THIS ISSUE.
9. Firstly, I would be curious whether the problem is the other person’s silence or
whether it is the denial of an expectation of being thanked for congratulating
them that is the problem. Expectations are often subconscious, but no less real for
that. When we expect something (particularly in return for doing something
good) and don’t get it, we feel disappointed – hurt even. We might seek to
rationalise that emotion logically (“I must have done something wrong and don’t
deserve a reply”). It’s the idea that you “deserve” it which makes me wonder
whether you expect it.
I suggest that, here, it is not necessarily helpful to express these feelings. The
other person may feel that you are dumping them on them – the problem with
being on the receiving end of someone’s expectation is that we perceive it as a
demand and, on the whole, people don’t like demands being made of
them. Expressing these feelings is likely to reinforce the demand in the other
person’s eyes.
10. I suggest choosing to have a different approach. If it were the case that you have an expectation
in this situation, then what would happen if you let go of that expectation? If you let go of your
need to have the reply? Letting of things can be difficult, particularly if we tell ourselves that it
will be. It isn’t – you always have a choice. Try replacing the expectation with curiosity. Be
curious what would happen if you congratulated someone. Be curious about the response you
get. What can you learn from it? How can you put it to good use?
But better, I suggest changing your attitude. At the moment, if you do have an expectation, then
you are making the congratulating be about you – not about the person who is worthy of
congratulation. If you resolve that their fitness to be congratulated is all that is important, you
will be able to communicate it without the subconscious undercurrent of
expectation. Paradoxically, you are more likely to get a favorable response because the other
person will feel that the congratulation is given with authenticity.
In any case, if you think and act as if the other person is more important than you, you will find it
much easier to give unconditionally and you will receive back so much more.
11. Understanding emotional intelligence :
EI is the ability to command respect by building relationships or the
ability to get along with people and situations.
For a very long time
IQ – sole determinant of success
EI-set of personal & social abilities of individual
EQ= (EI+IQ) can do wonders
Emotional Intelligence refers to emotional awareness and emotional
management skills which provide the ability to balance emotions
and reason so as to maximize long term happiness.
-Daniel Goleman
12. Emotional Intelligence includes components like-
Self awareness
Ability to manage moods
Motivation
Empathy
Social skills such as cooperation and leadership
Feelings with high and low EQ-
High EQ Low EQ
Motivation Frustration
Satisfaction Disappointment
Mental peace Mental disturbance
Appreciation Emptiness
Friendship Loneliness
Fulfillment Resentment
Awareness Guilt
15. USE OF EI IN ORGANIZATIONS-
MULTIPLIES ONE’S ACHIEVEMENTS BY INSPIRATIONS
MAGIC OF EMPATHY
KILLS THE SPOILING POWERS BY CONTROLLING
NEGATIVE THOUGHTS
RESOLVES THROUGH MANAGING CONFLICTS
PAYS TO CONTROL ONE’S ANGER
CONTRIBUTION IN BUILDING AND MAINTAINING
COHESIVE TEAM
16. Components of EI in work organization-
Self awareness
Self regulation
Motivation
Empathy
Social skills
17. METHODS OF MANAGING EMOTIONS
AT WORK -
SELF AWARENESS
CONTROL OF EMOTIONS
EMPATHY
COOPERATION
RESOLVING CONFLICTS
18. COPING WITH ANGER –
RESTRAIN AND CONTROL THE
ANGER,ANALYSE THE CAUSE OF ANGER,
AVOID MAJOR ACTIONS DURING ANGER,
DEVELOP SKILL TO AVOID VULNERABILITY
TO PSYCHOLOGICAL HURT BY DEVELOPING
STRONG SENSE OF SELF CONCEPT-THAT IS
WHAT ONE IS AND HOW ONE SHOULD
BEHAVE IN ABNORMAL CONDITIONS.
19. GROUP ACTIVITY-
Emotional Intelligence, Process of this training game: The participants have to be told the
meaning of each colour.
Then they pick up a hat of their choice and stand in a circle. Once each of the participants is
wearing a hat,
they are expected to describe their feeling.
If it is a positive feeling they express it and give themselves permission to enjoy it.
If it is a negative feeling, they acknowledge it, and decide to bag (bracket) it for the present.
They also decide to pick it up after the sessions are over and do something positive to deal
with it.
The objective of this training game is to replace the negative feeling with a positive one.
21. (DAY 2) LEARNING SELF AWARENESS &
REGULATION-
SELF-AWARENESS
Emotional awareness: Recognizing one's emotions and their effects. People
with this competence:
1. Know which emotions they are feeling and why
2. Realize the links between their feelings and what they think, do, and say
3. Recognize how their feelings affect their performance
4. Have a guiding awareness of their values and goals
22. Accurate self-assessment:
Knowing one's strengths and limits. People with this
competence are:
5. Aware of their strengths and weaknesses
6. Reflective, learning from experience
7. Open to candid feedback, new perspectives,
continuous learning, and self-development
8. Able to show a sense of humor and perspective about
themselves
23. Self-confidence: Sureness about one's self-worth and
capabilities. People with this competence:
9. Present themselves with self-assurance; have
'presence'
10. Can voice views that are unpopular, and go out
on a limb for what is right
11. Are decisive, able to make sound decisions
despite uncertainties and pressures
24. The three why’s.
Before acting on a decision, ask yourself “Why?”
Follow up your response with another “Why?”
And then a third. If you can find three good
reasons to pursue something, you’ll have clarity
and be more confident in your actions.
Being self-aware means knowing your motives and
determining whether they’re reasonable.
25. Expand your emotional vocabulary.
The philosopher Wittgenstein said, “The
limits of my language means the limits of
my world.”
Emotions create powerful physical and
behavioral responses that are more complex
than “happy” or “sad.” Putting your
feelings into words
26. has a therapeutic effect on your brain; if
you’re unable to articulate how you feel,
that can create stress. Here’s a great list of
“feeling words” to help with labeling your
emotions. Increase your emotional
vocabulary with one new word each day.
27. Practice saying 'no' to yourself.
The ability to say “no” to yourself to put off short-term
gratification for the long-term gain is an important life-skill. Like a
muscle, it is strengthened with exercise. The more you practice
saying “no” to small daily challenges, the better you can withstand
major temptations.
There are plenty of daily temptations -- social media, junk food,
gossiping, Youtube. Make a goal of saying “no” to five different
temptations each day.
31. (Session 4) How to improve self awareness and
regulation -
You can’t be a good leader without self-awareness.
It lies at the root of strong character, giving us the ability to lead
with a sense of purpose, authenticity, openness, and trust. It
explains our successes and our failures. And by giving us a better
understanding of who we are, self-awareness lets us better
understand what we need most from other people, to
complement our own deficiencies in leadership.
32. Break visceral reactions.
A person without self-awareness runs on auto-pilot, and responds with knee-jerk reactions.
Self-awareness allows you to assess situations objectively and rationally, without acting
on biases and stereotypes.Take a deep breath before you act, especially when a situation
triggers anger or frustration. This gives you time to re-assess whether your response will be
the best one.
Be accountable to your flaws.
Nobody is perfect. Being aware of your flaws, but failing to accept accountability, is
leaving the job half-done. We’re often critical of others, while ignorant of our own
flaws. Self-awareness helps turn the mirror on ourselves and prevents hypocritical
behavior.
Iteration and self-improvement only happens once you recognize a flaw. Create a
habit of acknowledging your mistakes, rather than making excuses.
33. Monitor your self-talk.
There is non-stop commentary in our heads that is not always helpful. A little bit
of negative self-talk can spiral into stress and depression.
Celebrate your wins, forgive your losses.
Improve your body language awareness.
Watching yourself on video can be a cringeworthy experience, but awareness of your body
language, posture, and mannerisms improves your confidence.
Slouching, or taking a “low-power-pose” increases cortisol and feeds low self-esteem,
while standing tall or taking a “high-power-pose” stimulates testosterone and improves
your performance. Using hand gestures helps with articulating your thoughts and affects
how people respond to you.
34. Know your personality type.
Knowing your personality type allows you to maximize your strengths and manage your weaknesses.
Understanding your “strengths” and “talents” can be the difference between a good choice, and
a great choice.
Start with understanding where you fall on the introvert/extrovert spectrum; know your Myers-Briggs type;
and then conduct a personal SWOT analysis (strengths, weaknesses, opportunities, threats).
Practice self-evaluation and reflection.
Keep a journal and track your progress. How would you rate your current level of self-awareness out of ten?
Think about how often you say regretful things; repeat bad habits; make absent-minded decisions; and have
erratic thoughts.
Set regular goals, break big goals down into smaller milestones. Ask yourself at the end of each day, “What
did I do well today?” And, “How can I improve on this tomorrow?”
35. Ask for constructive feedback, regularly.
We all have blind spots in our thinking patterns and behaviors. Asking for regular constructive feedback cuts
through any self-deceit or one-dimensional views you might hold. But only ask people you’d consider
mentors — those who understand you; whom you respect; and will tell you what you need to hear, not what
you want to hear.
Meditation
Meditation is a foundational practice for improving self-awareness. To focus solely on your breathing is to
focus on a key internal process. You’ll become aware of how your mind wanders, and get better at snapping
out of distractions.
For beginners, start with ten minute sessions. Find a quiet place to sit, breath in through your nose and out
through your mouth. Count your breaths silently, pulling your mind back when it wanders. See how many
breaths you can string together.
