Emotional Intelligence
Survive and Thrive through Change
Clare Edwards AIMM
Realistic Learning Outcomes
A high level (or further) understanding of:-
 The criticality of self-awareness and self-regu...
NNLP
LPNLP
Neuroscience
of Leadership
NLP
Emotional
Intelligence
Positive
Psychology
30 years’
Experience
How Emotionally Intelligent am I?
Candidate A
Associates with crooked politicians and consults with
astrologists. He's had...
 75% of careers are
derailed for reasons
related to emotional
competencies (lack of)
(The Centre for Creative Leadership)...
“Emotional intelligence is not the triumph of heart over
head, it is the unique intersection of both.”
David Caruso
Emotional Intelligence Framework
Emotional Self-Awareness
Accurate Self-Assessment
Self-Confidence
Empathy
Organisational ...
Self Awareness – Emotional Audit
1. What am I thinking right now?
2. What am I feeling right now?
3. What do I want in thi...
Navigating Change
Change is….
Messy
chaotic
UNSETTLING
EVERYTHING THE BRAIN HATES!
DISRUPTIVE
INCONSISTENT
PAINFUL
The Negativity Bias
Going Limbic!
 Freeze, fight, flight
 Diverts resources away
from pre frontal cortex
(executive function)
 Limits ratio...
“By the way, really
important meeting
tomorrow 8.30am –
don’t be late. Have a
great evening!”
THREAT
THREAT
THREAT
THREAT
THREAT
REWARD
Minimise threat and maximise reward
QUICK RECAP
S.C.A.R.F.
Status – relative importance to others
Certainty – ability to predict the future
Autonomy – Perception of exert...
S.C.A.R.F. – Minimising Threat &
Maximising Reward
Status – coach not tell, public
acknowledgement, self feedback
Certaint...
* Clear communication plan – NO ambiguity
* Purpose of the change – macro and micro
environment, drivers for change
* Visi...
A M.A.G.I.C. Formula for Resilience
Meaning – find and help find, reframe
Attention - mindfulness
Gratitude – 3 good thing...
From
Survive
To
Thrive
Primitive reactionary
Victim mentality
Self-protection
Avoid change
Defeatist
(Learned helplessness...
EI Resources
The Six Seconds Emotional Intelligence Assessment (SEI™)
Neuroleadership Resources
Emotional Intelligence: Survive and Thrive Through Change - AIM Open House presentation
Emotional Intelligence: Survive and Thrive Through Change - AIM Open House presentation
Emotional Intelligence: Survive and Thrive Through Change - AIM Open House presentation
Emotional Intelligence: Survive and Thrive Through Change - AIM Open House presentation
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Emotional Intelligence: Survive and Thrive Through Change - AIM Open House presentation

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Emotional Intelligence: Survive and Thrive Through Change by Clare Edwards AIMM, delivered at the Australian Institute of Management Open House in Brisbane on Wednesday 7 August 2013.

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Emotional Intelligence: Survive and Thrive Through Change - AIM Open House presentation

  1. 1. Emotional Intelligence Survive and Thrive through Change Clare Edwards AIMM
  2. 2. Realistic Learning Outcomes A high level (or further) understanding of:-  The criticality of self-awareness and self-regulation  The role that the brain plays in navigating change  The 5 social needs that drive our behaviour  How to support yourself and others through change  The M.A.G.I.C. of resilience
  3. 3. NNLP LPNLP Neuroscience of Leadership NLP Emotional Intelligence Positive Psychology 30 years’ Experience
  4. 4. How Emotionally Intelligent am I? Candidate A Associates with crooked politicians and consults with astrologists. He's had two Mistresses. He chain smokes and drinks 8 to 10 martinis a day. Candidate B He was kicked out of office twice, sleeps until noon, used opium in college and drinks a quarter bottle of whisky every evening. Candidate C He is a decorated war hero. Passionate about his cause. He's a vegetarian, doesn't smoke, drinks an occasional beer and never cheated on his wife. Franklin D. Roosevelt Winston Churchill Adolf Hitler
  5. 5.  75% of careers are derailed for reasons related to emotional competencies (lack of) (The Centre for Creative Leadership)  Cost presenteeism 2009/2010 Australian economy $34.1bn (Medibank Private)  The soft stuff is really the hard stuff – PROVEN
  6. 6. “Emotional intelligence is not the triumph of heart over head, it is the unique intersection of both.” David Caruso
  7. 7. Emotional Intelligence Framework Emotional Self-Awareness Accurate Self-Assessment Self-Confidence Empathy Organisational Awareness Service Orientation Self-Control Trust (Self & Others) Self Motivation Adaptability Optimism Resilience Influence Leading/Developing Building Bonds/Teamwork Collaboration Conflict Management Change Catalyst Self Regulation Social Skills Social Awareness Self Awareness
  8. 8. Self Awareness – Emotional Audit 1. What am I thinking right now? 2. What am I feeling right now? 3. What do I want in this situation? 4. How am I getting in my way? 5. Now I have this data, what do I need to do differently? © Relly Nadler of True North Leadership – used with permission “Know Thyself”
  9. 9. Navigating Change
  10. 10. Change is…. Messy chaotic UNSETTLING EVERYTHING THE BRAIN HATES! DISRUPTIVE INCONSISTENT PAINFUL
  11. 11. The Negativity Bias
  12. 12. Going Limbic!  Freeze, fight, flight  Diverts resources away from pre frontal cortex (executive function)  Limits rational thinking  Surges of adrenaline & cortisol = STRESSAmygdala a.k.a. ‘The Crazy Nut!’
  13. 13. “By the way, really important meeting tomorrow 8.30am – don’t be late. Have a great evening!”
  14. 14. THREAT THREAT THREAT THREAT THREAT REWARD
  15. 15. Minimise threat and maximise reward
  16. 16. QUICK RECAP
  17. 17. S.C.A.R.F. Status – relative importance to others Certainty – ability to predict the future Autonomy – Perception of exerting control over events Relatedness (Belonging) – being ‘in’ or ‘out’/safety with others Fairness – perception of fair exchange ©David Rock
  18. 18. S.C.A.R.F. – Minimising Threat & Maximising Reward Status – coach not tell, public acknowledgement, self feedback Certainty – hyper-communicate, even the non-news Autonomy – delegate and empower, offer choice Relatedness – focus on social connection, facilitate new connection Fairness – explain rationale for decisions, transparency
  19. 19. * Clear communication plan – NO ambiguity * Purpose of the change – macro and micro environment, drivers for change * Vision, direction and intended outcomes * Consequences of not changing * WHY, WHAT, WHO, WHEN, HOW of change * WHAT IF – anticipating employee questions * The more critical the change, the greater the need for face to face * Utilise technology, particularly for dispersed groups * Ensure communication is two way * Use voice over the written word (then back up for clarity) * Have a social media plan and policy Agreement on all levels – same message * What can and can’t be shared * Champion/sponsor remains that – don’t delegate dirt * Planned communication takes place – keep commitments * Consistency for all stakeholders * Put equal effort into communication plan for all stakeholders * Identify stakeholder impact * Agree timing to stakeholders * Establish media relationships * Establish who else will be affected in the wider community * Connection The 5 C’s of Communicating Change ©Clare Edwards and Anne Paterson 2013
  20. 20. A M.A.G.I.C. Formula for Resilience Meaning – find and help find, reframe Attention - mindfulness Gratitude – 3 good things Intention – goal setting Connection – social support ©Clare Edwards 2013
  21. 21. From Survive To Thrive Primitive reactionary Victim mentality Self-protection Avoid change Defeatist (Learned helplessness) Evolved responsive Accountable Collaborative Embrace change Resilient & Optimistic ©Clare Edwards 2013
  22. 22. EI Resources The Six Seconds Emotional Intelligence Assessment (SEI™)
  23. 23. Neuroleadership Resources

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