1. Emotional Intelligence How it contributes to a happy work environment
Welcome to..
Emotional Intelligence
How it contributes to a happy work environment

2. The ability to:
Recognize, understand and manage your own emotions, and
Recognize, understand and influence the emotions of others

3. How does it work?
Start with understanding how the brain works..

4. Neuroscience of emotions: the amygdala and the limbic brain

5. The neuroscience of emotions
Satisfied
Meaningful
Valued
Useful
Broaden
Creative
Engage
Emotional Brain
Thinking Brain
Reward
Decisions
Event
Behavior
Threat
SAY – To help us understand the importance and application of emotional intelligence in the workplace, and indeed the activity we just did I’d like to start by providing some insight gained from recent neuroscientific research. Neuroscience is the study of the biological mechanisms of the brain. This research has shown that whenever an event around us occurs (such as the way someone spoke to us in a meeting), the first thing that happens is our Emotional Brain, that involves structures such as the Amygdala, tags that event as either a Reward or a Threat. The tag is an emotion, Reward emotions are typically positive and Threat emotions are typically negative. This emotion tag is communicated to the thinking brain that involves structures such as the pre-frontal cortex. The prefrontal cortex or thinking brain helps as determine good from bad, better from best, it helps us anticipate behaviour and determine the behavioural response to make to events. As such the first principle of this program and indeed one of the underpinings of emotional intelligence theory is that the way you feel influences the decisions you make and the behaviour you display.
Concern
Worry
Frustration
Stress
Narrow
Limit
Disengage
The way you feel can enhance or impair your decisions and behaviour!

6. Emotions rule everything
“I’ve learned that people will forget what you said, people will forget what you did, but people will never forget the way you make them feel.”
-Dr. Maya Angelou
Emotions influence everything we do-
Every thought we have
Every action we take
Every decision we make

7. Genos Emotional Intelligence Model
“Recognizes others’
hard work and achievements”
“Demonstrates awareness
of their moods
and feelings”
“Manages their
emotions effectively
in difficult situations”
“Makes others’ feel appreciated”
Which brings us to the Genos Model for EI.
Designed by Dr. Ben Palmer in the late 1990s - so there is 16 years of subsequent research invested in it.
Deric’s Notes:
About 80% of the assessments done in the first ten years were for leader development, hence the creation, from experience of coaching hundreds of leaders, of this APPLIED version of the report for leadership development specifically
Ideal for organisations who want to move from insight to action quickly
So what does emotional intelligence look like when applied to leadership? Emotionally intelligent leadership competencies reflect what leaders do with their emotional intelligence in the leadership of people. The Genos model of emotionally intelligent leadership competencies is shown here and in your workbooks on page 6. The competencies of the model help leaders “be” the productive being states on the outside of the model, as opposed to the unproductive being states, that we can all be at times, on the inside of the model. Lets go through these in turn. You can follow along in your workbooks starting on page 7
“Makes ethical decisions”
“Is open and honest
about mistakes”

8. S Status C Certainty A Autonomy R Relatedness F Fairness
What triggers emotions? Five categories of events (social domains) that can activate positive and negative emotions
S Status
C Certainty
A Autonomy
R Relatedness
F Fairness
David Rock
SAY – As it says in your workbooks, one of the best starting places or improving our Self-Other Awareness is ‘feelings’. Feelings follow logical patterns. Our capacity to identify and understand emotions is possible because these patterns exist (e.g., we might feel happy when we achieve something and disappointed when we do not). Reflecting on these patterns and their components can help us identify our ‘default’ ways of feeling, thinking and responding to events (like being criticised at work), and help us identify alternative ways of responding to them.
Recent insights gleamed from social neuroscience (the study of the biological mechanisms of the brain involved in the way humans related to each other), has shown us that there are five categories of events that can activate either positive or negative emotions in our interactions with others. By knowing these five categories we can:
Enhance our understanding of our own and others feelings and how these feelings influence thoughts and behaviour
Modify our behaviour to proactively enhance how we respond to events or other people and/or
Intelligently demonstrate behaviours associated with the five categories to help us resolve conflicts or collaborate effectively with others.
These five categories were recently conceptualised by author David Rock as a model to help people collaborate with and influence others. The five categories of Rock’s model make up a mnemonic, namely ‘SCARF’ as described on this slide
GO OVER – each of the categories and provide examples for each.

9. ‘SCARF Awareness’… Minimize danger Maximize reward
Be aware of needs in yourself as a way of understanding others.
Act to:
Minimize danger
Maximize reward

10. Workplace & Leaders Hot Spots
Scarf in the workplace
Social Domain
Reward or Threat
Approach or Avoid
Workplace & Leaders Hot Spots
Status
Relative importance to others, pecking order, and how important I feel
Performance Reviews, Positive Feedback
Certainty
Our capacity to predict the future
Expectations, Changes, Delegation
Autonomy
A sense of control over events or choice
Work Schedules, Bureaucracy Micromanaging
Relatedness
A sense of safety with others, and how we relate to each other
Respect, Trust, Diversity,
Inclusion
Fairness
Perception of fair exchanges between people
Transparency, Inequalities, Underperformance

11. Why is it important? Because it affects every aspect of our lives..
Because it has a very compelling business case..
Because it drives our ability to live well..

12. Increasing demand for EI skills
“Emotional Intelligence will become one of the top 10 job skills required by 2020.”
The Future of Jobs January 2016 Report

13. The critical role of EI in the workplace
Gallup Study - #1 reason people leave is ‘bad bosses’
Gallup research of 2MM workers – Only 26% are ‘engaged’. Engaged employees are more than 50% more likely to stay in their jobs
Google research on their own employees, (mainly engineers) states that possession of ‘soft skills’ is a greater predictor of career success than technical skills
A 3 year study of 20,000 hires by the Leadership IQ company found 89% of failures were due to lack of soft skills and 11% due to lack of technical skills.

14. How to be emotionally intelligent
Hint..
It starts with self awareness..

15. Self awareness.. ‘Perception is reality…’
How are you coming across to others?
Are you aware of your emotions?
Are you aware when you are ‘triggered’?
How well do you listen?
Do you talk too much?
Are you judgmental?
Do you ask for feedback?
When you get feedback, do you listen and pay attention?

16. Behavioral agility.. Are you aware of other’s emotions?
Are you truly open to others’ ways of thinking and being?
Are your judgements and biases getting in the way?
Do you adjust your communication stile to that of others?
Do you respect other people’s emotions?
Do you have empathy?
Are you KIND to others?

17. The ladder of conclusions

18. Authenticity
Are you honest and open with yourself and others about your emotions?
Are you transparent?
Do people trust you?
When there is an ‘issue’ with someone, do you resolve it quickly?

19. Resilience is defined as an individual’s ability to adapt to stress and adversity. Your level of resilience is defined as your capacity to bounce back from a negative experience to your normal state of functioning. Resilience is not a trait or ability you either have or don’t have. Although levels of resilience differ from person to person, everyone is resilient and can improve their level of resilience. Resilience is typically enhanced by systematically engaging in activities or techniques that help facilitate good physical and mental health. Highly resilient people do experience negative emotions and thoughts and aren’t always optimistic. They are, however, able to effectively balance negative emotions with positive ones, and make effective responses to emotions.

20. Reflective questions
What stands out from this definition of resilience to you?
What things impact individuals’ resilience in your workplace?
What things can impact your personal resilience at work?

21. Four important resilience competencies
Self-Awareness and discipline
Empathy
Authenticity/Vulnerability
Emotional management

22. Proactive Strategies

24. Reactive techniques and strategies - Creating the space
Emotional default
event
response
Default
event
response
Alternative
“the space”
“the space”
“the space”
“the space”

25. Positive influence Positive behaviors Giving praise where due..
Asking for feedback..
Listening..
Exemplifying positive values..
Respecting others’ time..
Showing commitment..
Taking responsibility..

26. What are your takeaway’s?
And how will you apply them?