Emotional Intelligence. What is it and why you want it. Ham chamber HR comm presentation
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This document discusses emotional intelligence and conflict management. It covers key aspects of emotional intelligence like self-awareness, self-control, empathy, and social expertise. Emotional intelligence involves managing oneself and one's relationships through understanding and regulating emotions. Research shows emotional intelligence relates to success in employment, leadership, health, and business performance. Hiring and training can develop emotional intelligence competencies which are important for workplace culture, relationships, and results.
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Semelhante a Emotional Intelligence. What is it and why you want it. Ham chamber HR comm presentation
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Emotional Intelligence. What is it and why you want it. Ham chamber HR comm presentation
- 1. Emotional Intelligence & Conflict Management Proactive vs. Reactive people understand their communication (verbal & non-verbal
- 2. What we‟ll cover Housekeeping Issues 2. Format - Group Activity, &Info Sharing 3.Informal 4.Spirit - learning & curiosity 1.
- 4. IQ Scores Measure Cognition Understand Ideas Reasoning Solving Problems
- 6. Draw A House
- 7. What EI is about? Becoming aware of your emotions Handling distressing feelings effectively 80% of our communication is nonverbal What non-verbal messages were you sending? Being aware of your impulses & taking steps to manage them effectively so they don‟t impede performance or
- 8. EI Theorists – David Wechsler described non-intellective factors on intelligent behaviour Bar-on who coined the term, EI Gardner, Payne, Greenspan, Salovey & Mayer Daniel Goleman – Working with Emotional Intelligence 1940
- 9. What is EI? Ability to manage oneself as well as one‟s relationships from an emotional
- 10. 5 Areas of EI Selfawareness Empathy Self- Control Social Expertness Mastery of Vision
- 11. Self-Awareness
- 12. Self-Control
- 13. Empathy
- 15. Mastery of Vision & Purpose
- 16. EI is not about …. “Being nice“ Being one of the gang Hanging loose with your co-workers Having a „good‟ personality
- 17. Informal Survey Think about the questions through your own lens.(work, family, community, friend, neighbourhood relationships).
- 18. What‟s your experience been in the workplace?
- 19. Results of EI Workplace Culture Someone cares trust others Everything will be alright Positive environment
- 20. EI is the glue in an organization
- 21. Research - Benefits of EI Work Home In Business
- 22. Employment Success You are more likely to be hired! National US Dept. of Labour – corporations increasing listing EI competencies as hiring criteria Graduate Management Admission Council survey: More companies are seeking MBA‟s with EI skills Daniel Goleman – analyzed 181 jobs in 121 organizations – EI competencies best indicators btwn star & typical performers
- 23. Leadership and EI Leader’s Tasks EI Skills Needed Deal More With People Deal more Problems/Challenges Collaboration, Social Expertness, Empathy Conflict Resolution, Self-Awareness, SelfControl, Empathy, Listening Self-motivation, resilience despite setbacks Model all EI Skills Be the “boss” Set „the standard‟
- 24. Less Stress at Work & Home
- 25. Business can save $ & Improve Performance Salespeople selected on the basis of emotional competence had 63% less turnover during the first year than those selected in the typical way (Spencer & Spencer, 1993; Spencer, McClelland, & Kelner, 1997). Various studies estimate EI competencies account for between 24 & 69% of performance success (Lynn, 2008)
- 26. Hiring with EI in Mind
- 27. WHY? Include EI Competencies in interview to gain… access to critical info to predict a candidate‟s effectiveness. insight into not just what candidate can accomplish, but how he/she will accomplish it insight into candidate‟s „fit‟ within the organization (align with values, culture and goals)
- 28. How to recruit for EI Competencies Organizations of all sizes can audit the competencies beyond technical skills that drive the organization‟s success (relational skills). Interview people to discover not just „what‟ people can/have accomplished, but „how‟ they accomplished those results. (strategies, actions, behaviours they employed)
- 29. Task for Hiring Manager Determine the EI competencies contribute to success in the position, eg. Customer Service – self-control & service orientation), Dept. Mgr – empathy & can resolve issues effectively. Select interview questions that represent those competencies Develop behaviour-based interview questions to examine past behaviour Example:
- 30. Good news! These skills are learnable!
- 31. Key Factors to Acquiring EI Need a model – to see what EI skills look like in action • Training, coaching & feedback can substantially improve EI • Need a lot of repetition and practice •
- 32. Resources to Check out The EQ Interview. Finding Employees with High Emotional Intelligence, Adele B. Lynn. Emotional Intelligence at Work, Daniel Goleman. “Building the Emotional Intelligence of Groups,” Harvard Business Review. 2001, V. Druskat and S. Wolff.
Notas do Editor
- I am a mediator and trainor and have been moving the development work I do more and more to helping people acquire emotional intelligence skills.Reason is that having these skills is proactive in terms of helping
- 1. HR Committee 2013 Business & Workforce Needs Survey indicated they were interested in the following topics: Building communication, EI and C. Man., fostering a pos. workplace, developing leadership qualities, addressing ‘difficult’ issues with peers, & respect in the workplace – all of these areas can be improved through developing EI competencies.Déjà vu & Jamais vu – requirement to be collaborative, our working worlds are more complex (different cultures {ethnic and occupational], generations, genders… complexity can manifest confusion and misunderstanding, pace of change is much faster … research tells us that change can manifest conflict. Need to be able to read people’s feelings and to connect with them on an emotional level is paramount.Complexity and change manifest anxiety. Anxiety leads to people thinking with their ‘primitive’ brain as opposed to our more developed brain (neo-cortex).American Dept. of LabourBullying on riseIncrease in # of people on leavesOne of the last frontiers – in terms of being competitive. We are technologically saavy, but we are NOT emotionally saavy.
- When we think of the word intelligence, we often think about IQ scores. Defined as general cognitive problem solving skillsMental ability involved in:understanding ideasReasoningperceiving relationships between thingsCalculatingforming conclusionsMaking inferences and judgments.
- What is EI? Ability to manage oneself as well as one's relationships from an emotional perspective. How self-aware we are, how well we manage our emotions, how we manage distressing feelings effectively, how empathic we are – can we ‘tune into’ the feelings of others peopleCapacity to know ourselves and then decide the appropriate volume level and expression of our emotions.Know our – values, emotional triggers, what sets us off,
- Intro to exercise: Place participants into pairs.This exercise launches into a discussion of what is EI because it taps into at least 4 of the 5 EI areas.Outline the 5 areas.Definition: EI involves the ability to manage oneself as well as one's relationships from an emotional perspective. What was that exercise like for you? There are … EI skills and several corresponding competencies.
- They all have posited that IQ scores alone fail to fully explain the breadth and depth of human intelligence.Challenge of notion of what it means to be “smart”In Goleman’s research he regards EI as important as traditional scores of IQNot a new aged notion that was baked up in someone’s basement –
- Self-Awareness - Knowing your feelings & using them as a guide. Listening to your intuition, not just to what your rational mind saysSelf-Control - Handling distressing feelings effectively – how do I handle situations that cuase angst, frustration? Do I fall apart under stress? Do I find mself saying things I regret?-Empathy – How well do we ‘tune into” other people, ability to listen respectful to feelings and situations of other people-Social Expertness – how well one deals in relationships, ability to effectively deal with conflict, influence or persuade people-Master of Vision – Understanding your values and purpose; using them as a compass to direct your activities and relationships, ability to be resilient and return to your values/purpose despite setbacks
- knowing your feelings and using them as a guidelistening to your values, intuition and using them as well as your rational mind to help you make life/work decisions
- – managing your emotions - keeping disruptive emotions & impulses in checkdo you fall apart under stress?how do you handle situations that cause you angst and frustration?Do you find yourself saying things you later regret?
- Sensing others’ feelings and perspectives, and taking an active interest in their concernsPaying attention to people’s tone of voice, body posture, facial expressionsGenuine listening
- How well you can handle relationshipsHow well you handle conflict (are you a negotiator or see things in a win-lose paradigm?)Are you the kind of person people like working with?Flexibility – adaptable to change – ability to adapt and bend to the needs of others/situations as appropriate.Service orientation – anticipating, recognizing and meeting customers’ or clients’ needs
- Understanding one’s values and purposeTaking action towards that purpose/visionSelf-motivationResilience – staying on course despite set-backsActing congruently with one’s values
- Misconception – it may mean being blunt, bringing something up that they have been avoiding, may be difficult, but it needs to be dealt with – If you do it effectively and with keeping the relationship intact -- that’s having EICapacity to know ourselves and then decide the appropriate volume level and expression of our emotions.Know our – values, emotional triggers, what sets us off,
- Have you ever been in a situation where someone said something inappropriate but didn’t have a clue about how it landed on others? What about a scenario where a boss routinely unleashes his negative feelings on his subordinates? What about a situation where you’ve been really let down, but the person close to you just blew it off? Or a case when an employee took a situation personally and it escalated into a dispute. In work situations, people may be technically skilled, but they may lack the requisite EI skills to function optimally.Provide attentive, customer serviceProblem solveCollaborate with colleagues (internally and externally)
- Informal survey – ask you some questions – think about them through your own experiences within the workplace (or at home, friends) Have you ever been in a situation where someone said something inappropriate but didn’t have a clue about how it landed on others? What about a scenario where a boss routinely unleashes his negative feelings on his subordinates? What about a situation where you’ve been really let down, but the person close to you just blew it off? Or a case when someone took a situation personally and it escalated into a dispute.
- You can have the tasks, technology, the people. When you have EI it’s like glue that holds the parts together, makes them stick and function together.
- You are more likely to be hired!You are more likely to be promotedYou are more likely to be successful in your role.
- The higher one moves up in an organization (board, company, small business, non-profit organization) the more EI you need b/c:IQ and technical skills are entry level skills – need them to do the work.Dealing more with people & less with technical side of work – need for Collaboration skillsDealing with more problems – need Conflict Resolution skills, more self-awareness, ability to manage your emotions & reactionsWhen you’re the leader – you’re the ‘boss’ – need to motivated, sustain motivation and be resilient when you have setbacks.When you’re the leader you set the standard – people will emulate the style of leadership you demonstrate.
- Strong EI capacity leads to a positive climate – home or at work. If you are able to control your emotions, listen to other people, empathize with their issues and have a clear vision for your future, your level of anxiety and stress will be lowered.
- Turnover rate can range from 120% to 200% of annual salary
- Poor fit is one of the 3 most likely causes of employee turnover.
- Example: Questions to Assess Candidates’ Ability to Sense Their Impact on Others:Q: Tell me about a situation when you sensed something was bothering a peer or a coworker. How did you know?What did you do?Q: Relate a situation in which you determined that something that you did or said didn’t go over very well. How did you know?Q for Manager: Tell me about a time when you sensed an employee was struggling?How did you know?What did you do?Did they respond empathically? Did they read non-verbal cues? Did they approach the person? Did they ignore the behaviour? Did they open dialogueKey points you are looking for here is empathy coming from the candidate. The questions can help you determine whether the candidate understands, expresses or displays empathy towards others.
- While IQ tends to fixedthrough our lives, EI skills can develop over timeYou can get better at them throughout your lifetime“emotional maturity”Key factors to learning EI”Need a model – to see what EI skills look like in action (another reason to ensure that leaders within an organization model these skills for others (EDs, CEOs, Board Chairs, Managers, Directors)Training, coaching & feedback can substantially improve EI - Need a lot of repetition and practice
- to see what EI skills look like in action (another reason to ensure that leaders within an organization model these skills for others (EDs, CEOs, Board Chairs, Managers, Directors)