1. 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

2. “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

3. 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

4. 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”

5. 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

6. 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.

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

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

9. 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

10. 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)

11. 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

12. 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

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

14. 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

15. 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

16. 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

17. 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

18. 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

19. 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)

20. 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

21. 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