1. Rationality versus emotionality: Perspective taking through mindmapping Dr Peter J. Jordan Griffith University Professor Neal M Ashkanasy University of Queensland

2. Leadership Lounge 10 September 2002 Overview t Emotions in Organisations t Bounded Emotionality t Operationalising Bounded Emotionality t Perspective Taking through Mind Mapping

3. Leadership Lounge 10 September 2002 Types of emotions in organizations t Positive Emotions – Affective Commitment (Loyalty) – Enthusiasm – Organizational Citizenship Behaviours t Negative Emotions – Withdrawal – Lethargy – Antisocial Behaviours

4. Leadership Lounge 10 September 2002 Emotionality vs Rationality t Bounded Rationality – Human beings have limitations in information processing – Satisficing t Bounded Emotionality – Emotions are bounded voluntarily to protect relationships

5. Leadership Lounge 10 September 2002 Why Bounded Emotionality ? t To build interpersonal relationships at work t To facilitate strong feelings of community among organisational members t Increase tolerance of ambiguity t Decrease dysfunctional conflict

6. Leadership Lounge 10 September 2002 How do we operationalise Bounded Emotionality t Social Intelligence (Thorndike, 1920s) t Multiple Intelligences (Gardner, 1980s) t Emotional Intelligence (Mayer & Salovey (1990s) t Why EQ matter more than IQ (Goleman, 1995) t The EQ Explosion

7. Leadership Lounge 10 September 2002 Peter J Jordan Emotional Intelligence operationalised t Ability to be aware of your emotions t Ability to control your emotions t Ability to use emotions to facilitate thinking t Ability to recognise others emotions t Ability to manage others emotions

8. Leadership Lounge 10 September 2002 Peter J Jordan What is related to emotional intelligence t Organisational Citizenship Behaviours t Creative Thinking t Empathetic Concern t Self Monitoring (Impression Management) t Emotional Control t Emotional Repair t Team Performance

9. Leadership Lounge 10 September 2002 Skills Required t DEALING WITH OWN EMOTIONS t Emotional Self Awareness –Reflection on Experience –Feedback –Psychometric Instruments t Emotional Management –Controlling emotions –Displaying appropriate emotions t DEALING WITH OTHERS EMOTIONS t Perspective Taking –Mindmapping t Reading Others Emotions –Recognising Emotional Displays –Detecting False Displays t Managing Ors Emotions –Emotional Knowledge –Interpersonal Skills

10. Leadership Lounge 10 September 2002 SituationSituation Behaviour Performance Behavioural Responses Situational Features Skills links to drawing out possible thought processes Ability to Generate Emotions in Problem Solving Awareness of Own Emotions Ability to Recognise Others Emotions Ability to Regulate Others Emotions Ability to Detect False Displays of Emotions Emotional Knowledg e of Self Ability to Regulate Own Emotions Emotional Knowledg e of Others Ability to Express Own Emotions Ability to Discuss Own Emotions Ability to Discuss Others Emotions Ability to use Emotions to Facilitate Thinking Ability to adopt Multiple perspectives Ability to Understand Complex Emotions Ability to recognise transition s between Emotions Ability to Analyse Emotion s Own Emotions Others Emotions Emotions and Thinking PersonalityPersonality Outline for Mindmapping

11. Leadership Lounge 10 September 2002 Different possible thought processes Behavioural Responses Situational Features Rumours of job cuts Media reports of increasing outsourcing Perception of personal ability Others get better performance appraisals than me If I lose my job I will not be able to meet my current financial commitments Outsourcing is inevitable in my current job Anybody could do my job If others in the organisation believe that job cuts will be made it is true Outsourcing is an increasing fact of life The organisation could find a better worker than me I need to start looking for another job I am worried about losing my job The organisation does not care about its workers Shareholders want better value for money Cheape r is better I don't get along with management Others work longer hours than me Where there is smoke there is fire Lower Organisation Commitment Higher Levels of Stress Perspective Taking and Mind Mapping

12. Leadership Lounge 10 September 2002 Observations from the sideline t Diversity is good t Bounded Emotionality may be situationally specific t Leaders do matter t Synergies matter

13. Leadership Lounge 10 September 2002 Conclusion t Bounded Emotionality as a new method of increasing performance t Touched on some skills t Success will be a combination of – Experience – Skills – Luck – Ability

14. Leadership Lounge 10 September 2002 Where to from here t Case Studies t Individual and Group Reflection t Use some of the skills we have discussed –Perspective taking through mindmapping –Emotional Awareness –Managing others emotions –Managing your own emotions t Back to a plenary to discuss findings