Emotional Intelligence: The Missing Link in Leadership Development Programs Renee Tonioni, Ed.D. 15th Annual Institute for Emotional Intelligence April 20, 2018

Evidence of…. Emotionally-Intelligent Organizations

Learning Objectives By the end of this session you will be able to: Discuss the tenets of emotional intelligence. Define leadership within the context of the Essential Elements. Explain the benefits of an emotionally-intelligent organization. Describe a work environment that fosters and rewards emotional intelligence.

“We do not exist for ourselves.” ―Merton

Emotional Intelligence Defined “…learned and developed ability to think constructively and behave effectively and wisely.” ―Nelson & Low, 2011

Emotional Intelligence Models Foundational EI Models Ability Model – Salovey & Mayer (1990) Competency Model – Goleman (1995) revised (2004) Trait Model – Bar-On (2006) Emerging EI Models Transformative Model – Nelson & Low (2011)

Emerging Emotional Intelligence Models Transformative Model Know and value self Build and maintain a variety of strong, productive and healthy relationships Get along and work well with others in achieving positive results Effectively deal with the pressures and demands of daily life

“Leadership is a highly sought-after and highly valued commodity “Leadership is a highly sought-after and highly valued commodity.”―Northouse

Leadership Defined Leadership is the influence a person has to inspire a shared vision for the good of all. Three Essential Elements The leader must inspire a shared vision of future possibilities and the leader’s values must align with that of the followers The leader’s ability to influence others to follow freely and enthusiastically The ethical behavior of the leader to ensure that the vision and method of achieving the goal is accomplished with the good of all in mind ―Tonioni, 2015

“Great leaders move us. They ignite our passion and inspire the best in us. When we try to explain why they are so effective, we speak of strategy, vision, or powerful ideas. But the reality is much more primal: Great leadership works through emotions.”―Goleman et al.

Emotionally-Intelligent Leadership Development Factors to Consider Aligns with organizational mission/vision Mesh with organizational culture Organic in nature, inspires personal and organizational ownership Focus on the whole person Fluid, dynamic, and responsive Intentional, purposeful, and focus on desired outcomes Link formal with informal learning (20/80) Provide self-directed learning (SDL) opportunities Celebrate those values that are most important to organization

Leadership Academy Tier 1 Tier 2 Tier 3 Foundational Workshops Complimentary Sessions Tier 2 Leadership Academy Orientation Inspiring Insights Speakers/Private Audience Service Learning Project Leadership Philosophy Tier 3 Leadership Academy Capstone Project/Mentorship Organizational Celebration

“We do not exist for ourselves.”―Merton