Professional Documents
Culture Documents
a. Agree to take a 20-minute break before continuing the discussion. b. Go silent, regardless of what your partner has to say. c. Say you are sorry, and ask your partner to apologize too. d. Stop for a moment, collect your thoughts, then restate your side of the case as precisely as possible.
Scoring
Q-1: a: 0 points; b. 5 points; c. 0 points; d. 10 points Q-2: a. 0 points; b. 5 points; c. 10 points; d. 5 points Q-3: a. 10 points; b. 0 points; c. 0 points; d. 5 points Q-4: a. 0 points; b. 10 points; c. 0 points; d. 5 points Q-5: a 0 points; b. 5 points; c. 0 points; d. 10 points
Jack Mayer
Peter Salovey
David Caruso
Daniel Goleman
We only are going to discuss how EI can be used in the organisational context the books I
have read on the subject and the people I have worked with.)
Emotional Intelligence refers to the capacity for understanding our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and our relationships. - Daniel Goleman (1998)
Perceiving Emotions: Sensing the presence Reasoning With Emotions: Usage while thinking Understanding Emotions: What is the basis Managing Emotions: Regulation & Response
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Internal Motivation
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A travel story
A journey by air:
You are on vacation The wait at the airport The pick-up doesnt arrive on time Check-in is a messy affair Room Service is delayed & they bring the wrong stuff The cruise boat breaks down What is role of emotions in the above events?
. And the Result????
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At Work
A typical scene at the office You asked a team member for an important report He comes in late the tyre was punctured He doesnt have the data ready for compilation You are not able to submit the report on time You get a mouthful from your superior Imagine the Emotion Overload! All day an endless array of EMOTIONS are on display
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Toxic Zone!
Loses good people to Anger! Wins the argument
loses the person!
Mr. Know-all! Doesnt give credit Wont appreciate people Why? Insecurity? Insensitivity? Upbringing?
What portion of the decisions you make at work are Emotional versus Rational?
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As managers and business executives we have often asked ourselves the following questions: Why do certain employees get into accidents more often than others? Why do they violate company ethics and policies? Why do they ignore the rules of the organization? Why do they use illegal drugs while on the job? Why do different employees respond differently to challenges? Why do some people cause conflict while others are good at resolving it? Why do they put self-interest ahead of the organizational values? Why do some salespeople win new business with ease while others struggle to do so even though they seem to be putting the effort?
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Self Awareness
Knowing one's internal states, preferences, resources, and intuitions. This competency is important in the workplace for the following reasons. Emotional awareness: recognizing one's emotions and their effects and impact on those around us Accurate self-assessment: knowing one's strengths and limits Self-confidence: sureness about one's self-worth and capabilities
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Self Regulation
Managing one's internal states, impulses, and resources. This competency is important in the workplace for the following reasons. Self-control: Managing disruptive emotions and impulses Trustworthiness: Maintaining standards of honesty and integrity Conscientiousness: Taking responsibility and being accountable for personal performance Adaptability: Flexibility in handling change Innovation: Being comfortable with an openness to novel ideas, approaches, and new information
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Our adeptness at inducing desirable responses in others. This competency is important in the workplace for the following reasons. Influencing: Using effective tactics and techniques for persuasion and desired results Communication: Sending clear and convincing messages that are understood by others Leadership: Inspiring and guiding groups of people Change catalyst: Initiating and/or managing change in the workplace Conflict resolution: Negotiating and resolving disagreements with people Building bonds: Nurturing instrumental relationships for business success Collaboration and cooperation: Working with coworkers and business partners toward shared goals Team capabilities: Creating group synergy in pursuing collective goals
Proof
One study of 44 Fortune 500 companies found that salespeople with high EQ produced twice the revenue of those with average or below average scores. Technical programmers demonstrating the top 10 percent of emotional intelligence competency were developing software three times faster than those with lower competency. Another corporation measured that the productivity difference between their low scoring emotional intelligence employees and their high scoring emotional intelligence employees was 20 times.
More Proof
One other study in the construction industry yielded results showing workers with low emotional intelligence had a higher likelihood of getting injured while on the job. A large metropolitan hospital reduced their critical care nursing turnover from 65 percent to 15 percent within 18 months of implementing an emotional intelligence screening assessment.
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Know your work style. Know your feelings. Pick a time of day. Choose a place. Plan ahead. Keep it short. Be professional.
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Improved Customer Satisfaction / fewer errors Higher employee satisfaction and retention
Long term organizational success
So, its established that, in the organizational context, Managers with higher levels of Emotional Intelligence (higher EQ) ..
- Produce Consistently
Better Results!!