The Importance of Emotional Intelligence in Career Guidance Erato Paraschaki, MBA Program Director 1st Career Guidance Conference – A European Dimension ALBA, 4th of November 2006

“People who possess high emotional intelligence are the people who truly succeed in work as well as play, building flourishing careers and lasting meaningful relationships” Daniel Goleman, 2002

What is Emotional Intelligence? “The capacity for recognizing our own emotions and those of others, for motivating ourselves and others, and for managing emotions well in ourselves and our relationships” Daniel Goleman, 1998 Is the foundation of relationships Provides the capacity and capability to change and grow Η ικανότητα να αναγνωρίζεις, να κατανοείς και να χειρίζεσαι αποτελεσματικά τα συναισθήματα τα δικά σου και αυτά των άλλων, και να δημιουργείς κίνητρα για τον εαυτό σου και για τους άλλους με στόχο την καλύτερη διαχείριση των σχέσεων

Why do smart people fail? Why EI is important for career guidance ? Why do smart people fail? “Of the competencies that distinguish an outstanding executive from an average one, only a small percentage are cognitive or intellectual abilities” Source: Finkelstein, 2003 “Από τις δεξιότητες που διαχωρίζουν ένα εξαιρετικό Στέλεχος από ένα μέτριο Στέλεχος, μόνο ένα μικρό ποσοστό αποδίδεται στις γνωστικές ή διανοητικές ικανότητες”

Why EI is important for career guidance ? Hay Group studies revealed that: More than 50% of employees lack the motivation to keep learning and improving 4 in 10 people cannot work cooperatively 70% of all change initiatives fail due to people issues – lack of teamwork, inability to deal with change, unwillingness to take initiative, etc. Primary derailer of top executives: lack of impulse control

Why EI is important for career guidance ? In Sales Roles: Study of 44 Fortune 500 firms shows that high-EI salespeople produce twice the revenue of average performers. In Technical Roles: Programmers in the top 10% of EI competency can develop effective software three times as fast as those lower in EI. In Leadership Roles: Study of 15 global companies attributes 85-90% of leadership success to EI. At the highest leadership levels, EI accounts for virtually the entire advantage. In All Roles: Emotional Competence is twice as important as cognitive abilities for star performers in all jobs, in every field.

The Essence of Emotional Intelligence Understanding Yourself Managing Yourself Understanding Others Managing Relationships

The EI Framework: How EI drives Performance Self Others Awareness Actions Positive impact on others Social Management Relationship

EI Competencies Framework by Daniel Goleman SELF-AWARENESS Emotional self-awareness Accurate self-assessment Self-confidence SOCIAL AWARENESS Empathy Service orientation Organizational awareness SELF-MANAGEMENT Emotional self-control Trustworthiness Conscientiousness Adaptability Achievement drive Initiative RELATIONSHIP MANAGEMENT Developing Others Influence Communication Conflict management Visionary leadership Catalyzing change Building bonds Teamwork and collaboration Αυτοεπίγνωση Συναισθηματική Αυτοεπίγνωση Ακριβής αυτοαξιολόγηση Αυτοπεποίθηση Αυτό διαχείριση Αυτοέλεγχος Διαφάνεια Προσαρμοστικότητα Επίτευξη Πρωτοβουλία Αισιοδοξία Κοινωνική Επίγνωση Ενσυναίσθηση Οργανωτική Επίγνωση Εξυπηρέτηση Διαχείριση Σχέσεων Έμπνευση Επιρροή Ανάπτυξη άλλων Καταλύτης Αλλαγών Διαχείριση Συγκρούσεων Ομαδική δουλειά και συνεργατικότητα

Your chance to effectively contribute to another person's development Coaching is.. Your chance to effectively contribute to another person's development It is a resonant relationship where two parties exchange ideas and experiences The aim is to help the coachee achieve his/her personal goals (including professional etc)

Advantages of Coaching Help analyze the feedback received Pose the right questions Stress the positive aspects Help create a thinking framework towards personal development TOWARDS ACHIEVEMENT OF GOALS

Skills for Coaching Active listening Raise the right questions Maintain eye contact Avoid destructions Pay attention to body language Listen before making conclusions Don't interrupt let the coachee conclude Summarize Raise the right questions Open questions to encourage participation Close questions to get a specific answer and verify that you have understood correctly what has been said Support your ideas Describe the situation how you see it State your opinion and thoughts Share experiences Encourage the coachee to discuss his opinions, thoughts, experiences Achieve agreement

Key Competencies of Coaches Empathy and Social Awareness Sensitive to and caring for the “other” Emotional Self-Awareness Focusing and Managing Projection Pattern Recognition

Mistakes Coaches Make Not sufficiently tapping into positive attractors Being drawn into the negative attractors too frequently or for too long Providing too much delivery, not enough listening, observing missing what the other party is really saying Using your own style to the detriment of dialogue

The role of Parents Act as Coaches to emotional upbringing Assist the child to develop emotional awareness 5 stages process Know and identify child's emotions View the emotion as an opportunity for intimacy and teaching Listen carefully, show empathy and recognize child's negative emotions Assist the child to name his/her emotions Set the boundaries of the child´s actions (NOT EMOTIONS AND DESIRES) and examine different strategies to solve the issue involved

The Role of Teachers Provide the knowledge and technical skills Assist on the development of Self-awareness Provide constant feedback and teach the students how to receive feedback

How do I provide feedback? Always tied to previously outlined goals and expectations Behavior- or skill- or problem-oriented rather than person-oriented Descriptive rather than judgmental Specific rather than general Aim at improvement rather than punishment. Target behavior for which the receiver can do something about Always use affirmative tone and language

Teach students that feedback…. Is an opportunity to learn and improve During feedback to acknowledge emotions. To avoid leaving emotions either prevent from hearing or distant from what one's hearing To avoid being defensive, explaining or justifying. To listen, ask questions to understand To ask the impact of behavior it may be different from intent To thank people who give feedback

ALBA´s Methodology Leadership and Career Potential Development Course focused on the Emotional Intelligence framework by Daniel Goleman Model course LEAD created by Richard Boyatzis at Case Western Reserve University, the Weatherhead School of Business (ESADE, ALBA)

ALBA´s Methodology Leadership & Career Potential Development Course Self-Assessment tests (360o feedback, Learning Style Inventory, etc) Developing a Personal Vision set of questions Individual Coaching Sessions Deliver a Career/Life future Scenario, Learning Plan

The role of Career Office Career Panels to provide: descriptions of professions and their potential development Industries constraints Personalized action plan for each student CV advising Interviewing Skills development Contact with the Job Market Career Forum Direct link with companies Follow up with the companies