1. Emotional Intelligence for Leadership Effectiveness
Most fortune 500 organizations employ the services of an E coach, there has been over 660 peer reviewed article on EI. What does this suggest to us? Attention, change, utilization.
Nmuta David Mbamalu Consulting
A Presentation Made at LBSAA Lecture
Lagos Business School, Lagos, Nigeria.
28th August, 2014

2. Quote….
“In a very real sense we have two minds, one that thinks and one that feels”  ― Daniel Goleman, Emotional Intelligence: Why It Can Matter More Than IQ
Cognitive and emotional, strive to develop both also to create the right balance

3. What kind of leader would you like to follow, and are you that leader?
The Teaser….
What kind of leader would you like to follow, and are you that leader?
Integrity, sacrifice, true, frank, supportive, understanding, listening, observing, firm, trustworthy, enthusiastic, fun, happy,

4. Leadership is about Influence
Northouse, Sacrifice , sets the pace,

5. Why Should YOU care about EI
You will begin to be more aware of your strengths and weaknesses.
You can self- regulate and stand out consistently.
You will naturally motivate every one around you.
You will begin to feel what your followers feel and so understand them.
You will be a natural at networking
At the end of this presentation… Purpose, Amplify, not recognise

6. Emotional Intelligence in a Nutshell
Thorndike in 1920 introduced the idea that there exist other human intelligences aside the general/traditional intelligence (IQ) and cognitive abilities.
IQ accounts for only 4% of work effectiveness (Rosete and Ciarrochi, 2005)
Howard Garner presented the seven human intelligence; linguistics, musical, logical mathematical, spatial, bodily-kinaesthetic, intrapersonal and interpersonal intelligence.
Interpersonal and intrapersonal intelligence relates with emotional intelligence (Abraham, 2007). Leadership is about influence (Northouse, 2013)
Job performance and leadership effectiveness
Events leading to EI development. Conceptual, technical and human skills. Individualism. Getting to the top and staying their. Influence

7. Leadership is about People
North house, Transformational, Transactional Authouritarian, Authocratic……its all about Influence…….eavesdrop!!!!

8. Always Ahead!!!!

9. Emotional Intelligence

10. What is Emotional Intelligence?
Mayer and Salovey (2000) whose definition for EI is presently the most accepted, defined it as …
“ the ability to perceive and express emotion, assimilate emotion in thought, understand and reason with emotion and regulate emotion in self and others”
It about what we do with what we perceive and how we can regulate emotions in self and others

11. Main Proponents of EI
Mayer , Salovey and Caruso : Coined the Word EI in 1990, created MSCEIT v 2.0
Reuven BarOn : Emotional Intelligence Quotient Inventory (BarOn EQ-i)
Daniel Goleman : Emotional Intelligence (1995) and Work Place with Emotional Intelligence(1998)
Baron: Test of emotional and social functioning and emotional intelligence measure indicated effective EI/S functioning, above means enriched and below 90 means there is need for development of EI/S functioning.
Importantly it should have incremental predictability.

12. Constituents of EI By Goleman, D. (1985)
Awareness: “the ability to be aware of, understand, accept, and respect oneself,“
Self Regulation
Motivation
Empathy
Social Skills
The main thing objective of awareness is realization of self and others.
The main point with SR is control
Main point on Motivation meaning

13. Learning New Behaviour
Driving and anger or other behaviour management

14. Characteristics of EI by Mayer & Salovey, (1997)
Perceiving
Using
Understanding
Managing Emotions
This helps with studying and understanding individual differences in processing emotional information, this in several studies and practice environment help to predict success in work environment and personal relationships.

15. Measuring EI
Assessments: MBTI, BarOn EI Quotient, MCSEIT, 360degree feedback etc.
Academic records
Behavioural observation
Direct Interaction with Coachee
BarOn: assessment tool consist of these scales ranging from ; Intrapersonal adeptness, Interpersonal, stress management, adaptability, general mood. It is self report but correlated

16. Positive Emotions
Positive : Gratitude, Forgiveness, Awe, Joy, Hope, Optimism, Savouring, love, Sharing good news, Calm, Humour, and Fun

17. Negative Emotions
Anger!!!!

18. Developing EI for Specific Leadership Situation
Negative emotions:
Anger, frustration, annoyed, anxious, apprehensive, distracted depression, sadness, grief, doubt, fear, jealousy, guilt, shame, envy

19. Developing Emotional Intelligences specific for effective leadership.
Verbal none verbal, calm, firm, persuasive, listening   confidence, aptness,  At what point should EI (Emotional Intelligence) be a prerequisite for employment, or a requirement to step up the leadership ladder?
-          How EI attributes should be measured and developed
-          Developing Emotional Intelligences specific for effective leadership.

20. Anger…

21. Hurt, Frustration, Fear, Anxiety, Shame, Sadness, Jealousy, Envy, Worry, Disappointment, Arrogance, Guilt

22. Benefits of EI positive attitudes greater adaptability
improved relationships and increased
orientation towards positive values
(Kristin and Elisabeth, 2007).

23. Questions…
How do you understand your emotions and that of others in your work environment to propagate accomplishment of goals?
Can that smart, young and upward moving executive with uncanny abilities and target oriented attitude become an effective leader?
Can that expert who is so technically skilled develop human skills and become an effective leader?
Can a brilliant executive with unregulated negative and uncontrolled emotions, take charge and ascend the career ladder?
Great man’s theory on leadership by trait. Is EI the panacea for work place ineffectiveness? but we taught them how to use what they have more efficiently, and better.

24. Reflections… What is the negative emotional state you struggle with?
What are you doing about it?
How can you improve on what you are currently doing?
At the end of this session, what change do you want to see in you?
Let say anger is the emotional state in question. If you have a choice will you make one with uncontrolled temper a leader? Did you feel good? threatened , encouraged, understood, expectant of future voluntary relationship?

25. Intervention By EI Coaching
Intrapersonal and interpersonal adeptness could be mindful, strategic and tailored to support Leadership
An executive coach, OPD, HR and Mentors

26. More about EI Consciously developed (Goleman, 2001) EI is not ethical
EI is a universal currency
Comes with maturity (Experience and age)
Situation specific
It’s a journey not a destination