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

2. Evidence of….
Emotionally-Intelligent Organizations

3. 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.

4. “We do not exist for ourselves.” ―Merton

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

6. 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)

7. 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

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

9. 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

10. “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.

11. 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

12. 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

13. “We do not exist for ourselves.”―Merton