1. Emotional Intelligence
11/29/2017
Emotional Intelligence
Presented by:
Kendra Wilkins-Fontenot
Human Resource Services
Revised Jan. 2016
Template-WSU Hrz 201.ppt

2. Emotional Intelligence
What is it?
Why does it matter to me?
What can I do with it?
Emotional Intelligence(EI) is a concept that relates to how we understand and manage ourselves and how we relate to others.

3. Defined The ability to perceive and express emotion,
Assimilate emotion in thought,
Understand and reason with emotion, and
Regulate emotion in self and others…
(Mayer, Salovey and Caruso)

4. Emotional Intelligence - AKA
Executive Competencies
Interpersonal Communication
Relationship Management
Social Intelligence
Leadership Development
Salovey and Mayer 1990 coined phrase

5. IQ vs EQ IQ EQ
Cognitive, intellectual, logical, analytical, and rational abilities
Emotional, social, communicative, and relational abilities
Personal information bank-memory, vocabulary, etc.
Grasping own as well as others’ wants and needs
Gauges how well one acquires and organizes new knowledge
Gauges how well one copes with environmental demands and pressures
Technical Skills and Cognitive abilities
Achievement
Aptitude
Personality
Static-changes over time
IQ gets you in the door, EQ helps you stay

6. Relationship Management
Four EQ Skills
PERSONAL COMPETENCE
SOCIAL COMPETENCE
What I See
Self Awareness
Social Awareness
What I Do
Self Management
Relationship Management
Model: The Emotional Intelligence Competencies of High Achievers – Daniel Goleman

7. Personal Competence Self Awareness What I See
Ability to recognize your emotions as they happen and understand your general tendencies for responding to different people and situations
Emotional Awareness: Recognizing one's emotions and their effects.
Accurate Self-assessment: Knowing one's strengths and limits.
Self-confidence: A strong sense of one's self-worth and capacities.

8. Personal Competence Self Management What I Do
Using awareness of your emotions to choose what you say and do in order to positively direct your behavior
Self-Control: Keeping disruptive emotions and impulses in check.
Trustworthiness: Maintaining standards of honesty and integrity.
Conscientiousness: Taking responsibility for personal performance.
Adaptability: Flexibility in handling change.
Innovation: Being comfortable with novel ideas, approaches and new information.

9. Social Competence Social Awareness What I See
Understanding Other/Empathy: Sensing others' feelings and perspectives and taking an active interest in their concerns.
Developing others: Sensing others' development needs and encouraging their abilities.
Service orientation: Anticipating, recognizing and meeting customers' needs.
Leveraging diversity: Cultivating opportunities through different kinds of people.
Organizational awareness: Reading a group's emotional currents and power relationships.
Understanding where the other person is coming from, whether you agree or not

10. Social Competence Relationship Management What I do
Communication: Listening openly and sending convincing messages.
Conflict Management: Negotiating and resolving disagreements.
Change Catalyst: Initiating or managing change.
Building bonds: Nurturing instrumental relationships.
Collaboration and co-operation: Working with others towards shared goals.
Team capabilities: Creating group synergy in pursuing collective goals.
Influence: Wielding effective tactics for persuasion.
Leadership: Inspiring and guiding individuals and groups.
Using awareness of others emotions to choose what you say and do in order to positively direct behavior

11. Relationship Management
Four EQ Skills
PERSONAL COMPETENCE
SOCIAL COMPETENCE
What I See
Self Awareness
Social Awareness
What I Do
Self Management
Relationship Management
[Handout 4 EQ Skills] SCENARIOS
Computer Crash
You choose your attitude
You choose your responses (actively or passively) We do not have to be on autopilot
Intelligently understand, interpret and take action for emotions and thoughts that we have
EQ is the deciding factor between finding and living from our life's passion or if we just pass the time away.
EQ is the deciding factor that determines if we make lemonade when life hands us lemons, or spend our life stuck in bitterness.
Model: The Emotional Intelligence Competencies of High Achievers – Daniel Goleman

12. Impacts and Success
Helps individuals in their strive for success in living, working, learning, and social interactions with self and others.
As it happens, some of these circumscribed realms are of major importance in our lives. One that comes to mind is health, to the extent that disturbing emotions and toxic relationships have been identified as risk factors in disease. Those who can manage their emotional lives with more calm and self-awareness seem to have a distinct and measurable health advantage, as has now been confirmed by many studies.
But IQ washes out when it comes to predicting who, among a talented pool of candidates within an intellectually demanding profession, will become the strongest leader. In part this is because of the “floor effect”: everyone at the top echelons of a given profession, or at the top levels of a large organization, has already been sifted for intellect and expertise. At those lofty levels a high IQ becomes a “threshold” ability, one needed just to get into and stay in the game.

13. The Bar-On model (associated with the EQ-i assessment)
There are many different models of EQ assessment GOOD MANAGER AFTER THIS SLIDE
The Mayer-Salovey-Caruso ability model (associated with the MSCEIT assessment)
The Bar-On model (associated with the EQ-i assessment)
The Goleman model (associated with the Emotional Competence Inventory and the Emotional Intelligence Appraisal)
The Six Seconds model (associate with the SEI assessment)
the Position descriptions
So how do we figure out where we are and what we are doing? [High EQ / LOW EQ factors]
Actions exhibiting High EQ
Resilient Listening Empathetic Courageous Inclusive Consistent Confident Long term Perspective Good sense of humor Respectful, unflappable – flexible, patient problem solving
Actions exhibiting Low EQ
Blaming unforgiving defensive stonewalling judgmental exclusive

14. Exercising your EI Enhance better communication
Improve personal relations
Coach others
Manage change
Deal with conflict
Improve productivity
Build teams
Promote better work environment
Retain employees
Helps individuals build and maintain working relationships with peers, supervisors and staff
Helps in managing teams effectively for producing good results
Directly relate to organizational performance and success
Making effective decisions
Creative problem solving
Cultivating leadership skills at all levels
Managing stress
Expressing emotions appropriately
Achieving goals
Recovering faster from setbacks
Communication obstacles
Given all other things being the same . Who do you believe will get more done in a day someone with low or higher emotional intelligence . Or someone who’s manager is EI?

15. NOT Exercising EI Lack of leadership Conflict situations No team work
Decreased personal productivity
Unsatisfied workforce
Higher labor turnover
Unsatisfied customers
Helps individuals build and maintain working relationships with peers, supervisors and staff
Helps in managing teams effectively for producing good results
No learning culture
Increased stress among staff
Inability to adjust to change
Hamper innovation-
Negative attitudes
No overall focus
Manager and supervisor behavior and treatment can play a large role in employee turnover and retention.

16. Developing EI Listen to your self and your emotions
Identify and classify emotions
Note difference between having and acting on emotions
Learn to distract
Take the time to note your impact on others
Set goals – internally or written
Slow Down, Think, Act
You choose your attitude
Be open to all emotions and recognize conflicting emotions
Mindfullness
Innervoice
Other Impact
Watch non-verbals

17. The Bottom Line (Ospina and Yaroni)
Moving from Mandated to Genuine Cooperation
The new line manager must be more people oriented
Coaching and teamwork are the predominant functions

18. As we look ahead…leaders will be those who empower others.
- Bill Gates

19. This has been a WSU Training Videoconference
11/29/2017
This has been a WSU Training Videoconference
If you attended this live training session and wish to have your attendance documented in your training history, please notify Human Resource Services within 24 hours of today's date:
Template-WSU Hrz 201.ppt