How To Transform Organisational Failure Into Powerful Results Galba Bright’s 7 Laws of Emotional Intelligence In The Real World A BrightIdeas™ Presentation April 2007

Overview Galba Bright’s 7 Laws of Emotional Intelligence Organisational Background The Leader’s Dilemma : The 4 D’s The Leader’s Choices Organisational Results Summary Follow up Questions

Galba Bright’s 7 Laws of Emotional Intelligence

Organisational Background

The Leader’s Dilemma : The 4 D’s

The Leader’s Choices

Organisational Results

Summary

Follow up Questions

Galba Bright’s 7 Laws of Emotional Intelligence #1: I am responsible for my own feelings. #2: I am responsible for my own behaviour. #3: I always have choices about how I respond to situations, events and people. #4: No one can make me happy, upset, angry etc. #5: Identifying my choices empowers me to take a fresh look at my behaviour. #6: Recognising my range of choices is an excellent way to start changing my behaviour for the better. #7: I can learn and practice new and more effective behaviours.

#1: I am responsible for my own feelings.

#2: I am responsible for my own behaviour.

#3: I always have choices about how I respond to situations, events and people.

#4: No one can make me happy, upset, angry etc.

#5: Identifying my choices empowers me to take a fresh look at my behaviour.

#6: Recognising my range of choices is an excellent way to start changing my behaviour for the better.

#7: I can learn and practice new and more effective behaviours.

EQ Tip #1 Solve work problems while you’re asleep. Ask your mind a question at the end of the day and expect a meaningful answer when you wake up.

Solve work problems while you’re asleep.

Ask your mind a question at the end of the day and expect a meaningful answer when you wake up.

Concerns/Issues Review of Human Resource Development Systems and Processes. Need to establish update organisational systems. How to deal with organisational errors.

Review of Human Resource Development

Systems and Processes.

Need to establish update organisational systems.

How to deal with organisational

errors.

EQ Tip #1 Solve work problems while you’re asleep. Ask your mind a question at the end of the day and expect a meaningful answer when you wake up.

Solve work problems while you’re asleep.

Ask your mind a question at the end of the day and expect a meaningful answer when you wake up.

EQ Tip #1 Sip iced water throughout your working day. If you drink as little as 4% – 5% below your optimal water requirements, your concentration and performance can be reduced by as much as 30%.

Sip iced water throughout your working day. If you drink as little as 4% – 5% below your optimal water requirements, your concentration and

performance can be reduced by as much as 30%.

EQ Tip #1 Solve work problems while you’re asleep. Ask your mind a question at the end of the day and expect a meaningful answer when you wake up.

Solve work problems while you’re asleep.

Ask your mind a question at the end of the day and expect a meaningful answer when you wake up.

EQ Tip #1 Solve work problems while you’re asleep. Ask your mind a question at the end of the day and expect a meaningful answer when you wake up.

Solve work problems while you’re asleep.

Ask your mind a question at the end of the day and expect a meaningful answer when you wake up.

EQ Tip #1 Solve work problems while you’re asleep. Ask your mind a question at the end of the day and expect a meaningful answer when you wake up.

Solve work problems while you’re asleep.

Ask your mind a question at the end of the day and expect a meaningful answer when you wake up.

The Leader’s Dilemma: 4 Ds Denial – “everything’s fine” Defensiveness – “it wasn’t me !!!!” Deflection – “if only we had more money, resources etc.” Despair – “I give up”, “I can’t do anything”

Denial – “everything’s fine”

Defensiveness – “it wasn’t me !!!!”

Deflection – “if only we had more money, resources etc.”

Despair – “I give up”, “I can’t do anything”

The Leader’s Dilemma: 4 Ds It is understandable that leaders sometimes “shut down” and can’t get beyond the dilemma. Sadly, once this happens, individual and organisational learning is impossible. This results in even greater organisational failure.

It is understandable that leaders sometimes “shut down” and can’t get beyond the dilemma.

Sadly, once this happens, individual and organisational learning is impossible.

This results in even greater organisational failure.

When You Give In To The 4 D’s, You Break Laws #1 and #2 #1: I am responsible for my own feelings. #2: I am responsible for my own behaviour.

#1: I am responsible for my own feelings.

#2: I am responsible for my own behaviour.

The Leader’s Response #1: I will commission a study. #2: I will treat organisational failure as a learning experience. #3: I will teach my team to look at the situation in the same way. #4: I will commission a retreat. #5: I will encourage the team to be actively involved in finding solutions. #6: I will look for outside help to help us achieve our goals.

#1: I will commission a study.

#2: I will treat organisational failure as a learning experience.

#3: I will teach my team to look at the situation in the same way.

#4: I will commission a retreat.

#5: I will encourage the team to be actively involved in finding solutions.

#6: I will look for outside help to help us achieve our goals.

The Leader’s Response My behaviour is in keeping with Galba Bright’s 7 Laws of Emotional Intelligence.

My behaviour is in keeping with Galba Bright’s 7 Laws of Emotional Intelligence.

Organisational Results As of March 2007 60% of the revised organisational systems and processes have been implemented. The team has also identified additional improvements. The team has designed and recommended a new organisation structure. They are now awaiting external feedback and approval. The team has accepted the need for change. The team has reached a consensus that effective HR systems were critical if the organisation was to perform more effectively. Team members are highly committed to the proposed organisational changes.

As of March 2007 60% of the revised organisational systems and processes have been implemented.

The team has also identified additional improvements.

The team has designed and recommended a new organisation structure. They are now awaiting external feedback and approval.

The team has accepted the need for change.

The team has reached a consensus that effective HR systems were critical if the organisation was to perform more effectively.

Team members are highly committed to the proposed organisational changes.

Challenges Planning and organisational issues. Defining and formulating agendas. Aligning agendas and methodology. Financial constraints still preventing the financing of improvement projects.

Planning and organisational issues.

Defining and formulating agendas.

Aligning agendas and methodology.

Financial constraints still preventing

the financing of improvement projects.

Lessons Learnt The project sponsor set a positive, action-oriented tone. The project sponsor’s approach was authentic – she really did model her belief that mistakes are stepping stones. The project sponsor drew on management literature to educate her team e.g. the books “Good to Great” and “Caterpillars Can Fly.” Participants were willing to take responsibility and get involved. A skilled facilitator can help participants to synthesise issues and ascribe meaning to events.

The project sponsor set a positive, action-oriented tone.

The project sponsor’s approach was authentic – she really did model her belief that mistakes are stepping stones.

The project sponsor drew on management literature to educate her team e.g. the books “Good to Great” and “Caterpillars Can Fly.”

Participants were willing to take responsibility and get involved.

A skilled facilitator can help participants to synthesise issues and ascribe meaning to events.

Summary An effective leader must be aware of his/her emotions and how they affect the team. Project sponsors’ management of her emotions was a critical factor in the success of the project. By effectively managing her emotions, she was able to make better choices and inspire her team.

An effective leader must be aware of his/her emotions and how they affect the team.

Project sponsors’ management of her emotions was a critical factor in the success of the project.

By effectively managing her emotions, she was able to make better choices and inspire her team.

Galba Bright’s 7 Laws of Emotional Intelligence #1: I am responsible for my own feelings. #2: I am responsible for my own behaviour. #3: I always have choices about how I respond to situations, events and people. #4: No one can make me happy, upset, angry etc. behaviour. #5: Identifying my choices empowers me to take a fresh look at my behaviour. #6: Recognising my range of choices is an excellent way to start changing my behaviour for the better. #7: I can learn and practice new and more effective behaviours.

#1: I am responsible for my own feelings.

#2: I am responsible for my own behaviour.

#3: I always have choices about how I respond to situations, events and people.

#4: No one can make me happy, upset, angry etc. behaviour.

#5: Identifying my choices empowers me to take a fresh look at my behaviour.

#6: Recognising my range of choices is an excellent way to start changing my behaviour for the better.

#7: I can learn and practice new and more effective behaviours.

5 Questions For You Could the 7 Laws of Emotional Intelligence make you more effective at work? What are the barriers to implementing them in your work? How can you address these barriers? What will you do? When will you start?

Could the 7 Laws of Emotional Intelligence make you more effective at work?

What are the barriers to implementing them in your work?

How can you address these barriers?

What will you do?

When will you start?

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Free Quarterly Tools For Transformation Newsletter ™ . Sign Up at www.tuneupyoureq.com/tools-for-transformation/

Free Tune Up Your Emotional Intelligence Workbook ™ . Sign Up at www.tuneupyoureq.com

Learning Programmes and Coaching Services.

Tune Up Your EQ Blog.

Read what other people are saying about this presentation and other posts and add your comments at www.tuneupyoureq.com/category/blog/

Sign up for free blog updates at www.feeds.feedburner.com/tuneupyoureq