“ Emotional intelligence is twice as important as cognitive abilities in predicting employee performance and accounts for ...
Self-Awareness The ability to recognize and understand your moods, emotions, and drivers, as well as their effects on othe...
Hallmarks of Self-Awareness <ul><ul><li>Self-confidence </li></ul></ul><ul><ul><li>Realistic self-assessment </li></ul></u...
Energy Follows Focus “ In all my years of analyzing organization the greatest benefits seem to come from making small impr...
Self-Management/Regulation The ability to control or redirect disruptive impulses and moods. The propensity to suspend jud...
Hallmarks of Self-Management <ul><ul><li>Trustworthiness and integrity </li></ul></ul><ul><ul><li>Comfort with ambiguity <...
“ We need to learn how to point to problems without having to solve them. It is a misuse of our power to take responsibili...
Motivation A passion to work for reasons that go beyond money and status A propensity to pursue goals with energy and pers...
Hallmarks of Motivation <ul><ul><li>Strong drive to achieve </li></ul></ul><ul><ul><li>Optimism, even in the face of failu...
The Real Role of Leadership “ There is a possibility underemphasized in leadership research - that the only thing of real ...
Empathy The ability to understand the emotional make up of other people Skill in treating people according to their emotio...
Hallmarks of Empathy <ul><ul><li>Expertise in building and retaining talent </li></ul></ul><ul><ul><li>Cross-cultural sens...
Social Skill Proficiency in managing relationship and building networks An ability to find common ground and build rapport
Hallmarks of Social Skills <ul><ul><li>Effectiveness in leading change </li></ul></ul><ul><ul><li>Persuasiveness </li></ul...
Can Emotional Intelligence be learned? The nature vs. nurture debate
It is a matter of the brain… “ Emotional Intelligence is born largely in the neurotransmitters of the brain’s limbic syste...
“ First, the ineffective behavior must be brought into  awareness . Next, a new or more effective behavior must be  identi...
3 Keys to Learning Emotional Intelligence <ul><ul><li>Motivation </li></ul></ul><ul><ul><li>Extended practice </li></ul></...
What should leaders do? Get Results that benefit  Stakeholders in Trust !!
Understanding Climate “ Climate” refers to six key factors that influence an organizations working environment Flexibility...
The Five Components of EI <ul><ul><li>Self-Awareness </li></ul></ul><ul><ul><li>Self-Management/Regulation </li></ul></ul>...
“ it’s  flexibility -that is how free employees feel to innovate unencumbered by red tape;  their sense of  responsibility...
Six Basic Leadership Styles <ul><ul><li>The coercive style -  “Do what I tell you” </li></ul></ul><ul><ul><li>The authorit...
Flexibility is Power Think of the leadership styles as the clubs in a golf bag. In the hands of a professional each is use...
Emotional Intelligence
Upcoming SlideShare
Loading in...5
×

Emotional Intelligence

1,151

Published on

public-sector-lists.com
Key Government Audiences Delivered ®
tel: 416 630-3679

Published in: Career, Technology, Business
1 Comment
2 Likes
Statistics
Notes
  • Very interesting ... And so true. Thank you for sharing. Congratulations
    NB : I'd like to invite you to join the HUMAN RESOURCES, WELL BEING, PERSONAL DEVELOPMENT' This group aims to reference all slide shows with or without sound on psychology, positive thinking, creative thinking, human potential, effectiveness, human resources, personal development, motivation, success, success, happiness, etc. ... In short, everything that can contribute to the well-being (in his body, mind, spirit), a healthy mind in a healthy body. to achieve peace, harmony, happiness, etc.. ...But also of course the joy they bring... Feel free to join us. Thank you in advance for your participation and sharing your favorites. Good day. Bernard
    http://www.slideshare.net/group/human-resources-well-being-personal-development
    - Feel free to visit our other groups and join us. (If not already) You're welcome. If you wish, you can view a list of all our groups here: http://www.slideshare.net/Bern7/list-of-all-our-groups-slideshare
       Reply 
    Are you sure you want to  Yes  No
    Your message goes here
No Downloads
Views
Total Views
1,151
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
25
Comments
1
Likes
2
Embeds 0
No embeds

No notes for slide
  • Return on Equity Retention and recruitment Closing the gap with the Private sector
  • Leaders with this critical mass of skills 87% placed in the top third Average division performance was 15-20% higher At this level intelligence and analytical ability is about equal
  • Delphic Oracle “Know Thyself” A deep understanding of one’s emotions, strengths, weaknesses, needs and drives High over estimate in one category Low over estimate in four or more
  • They are neither overly critical or unrealistically hopeful basically they are honest with themselves and other Tight deadlines brings out the worst in him so he plans time careful and gets his work done in advance Understand the impact of demanding people on their moods Candor - accurately and openly “ It is hard for me to get behind this because I was not selected, bear with me while I deal with it” Confident because they know what they can do - Don’t really overstretch on assignments
  • There is a gap between stimulus and response Very much like an ongoing inner conversation - frees you from the prison of our feelings A botched negotiation with union - come back pound the table kick a chair or scream
  • People in control are “reasonable” and create an environment of trust and fairness This skill has a strong trickle down effect as does its opposite Integrity is not a personal virtue it is an organizational strength - many problems in organizations are a function of impulsive behavior Advantage - propensity for reflection and thoughtfulness Lack of “Fire” is often seen as a negative - Good to Great Collins level five leader The higher up the organization the more damaging impulsiveness is.
  • The motivation is to achieve results - not external things like status and a great salary Energy follow focus Passion for the work itself - take on challenges and learn
  • Unfailing energy Want to track performance public scoreboard “ The best things that ever happened to me, I learned so much from it” Build teams of managers with similar drive
  • Of all the dimensions of EI, this is the most easy to recognize Rarely in the work place Not a kind of “i’m OK your OK
  • This is not adopting other peoples emotions as your own or trying to please everyone. It is considering others in the process of decision making Cultural Arts Program two different people Encorporation of a city redundant positions Cross culture - attune to body language and hear between the words IT is the skill necessary to be a good coach or mentor More than sympathize - use their knowledge to improve organization in sublte but important ways Husband and wife
  • The first three skills of EI are self-management the last two concern a persons ability to manager relationships with others It’s not just friendly - it is friendliness with a purpose: moving people in the direction you desire
  • They tend to have a wide circle of acquaintances and a knack for developing rapport or common ground with all types of people This skill a culmination of the other dimensions of EI Idly smooshing Joking in the hallways - talking with people not connected the their “real job” They do not arbitarily limit the scope of their relationships there moto is “go wide”
  • Neocortex
  • Neocortex learning is analytical and technical Use a computer or make a sales call be reading a book Most training targets this type of learning Why coaching is so valuable Executive Subordinates terrified Family confirmed Went to europe
  • Transcript of "Emotional Intelligence"

    1. 1. Practicing  Emotional Intelligence in the Public Sector National Government Marketing Services Western Region Conference http://www.ipma-hr.org/
    2. 3. “ Emotional intelligence is twice as important as cognitive abilities in predicting employee performance and accounts for more than 85% of star performance in top leaders Daniel Goleman, Harvard Business Review
    3. 4. Self-Awareness The ability to recognize and understand your moods, emotions, and drivers, as well as their effects on others.
    4. 5. Hallmarks of Self-Awareness <ul><ul><li>Self-confidence </li></ul></ul><ul><ul><li>Realistic self-assessment </li></ul></ul><ul><ul><li>Self-deprecating sense of humor </li></ul></ul>
    5. 6. Energy Follows Focus “ In all my years of analyzing organization the greatest benefits seem to come from making small improvements in those activities we do most often, rather than one time breakthroughs in peripheral areas of the organization.” Henry B. Eyring, Ph.D . Professor of Business Management , Stanford University
    6. 7. Self-Management/Regulation The ability to control or redirect disruptive impulses and moods. The propensity to suspend judgment - to think before acting
    7. 8. Hallmarks of Self-Management <ul><ul><li>Trustworthiness and integrity </li></ul></ul><ul><ul><li>Comfort with ambiguity </li></ul></ul><ul><ul><li>Openness to change </li></ul></ul>
    8. 9. “ We need to learn how to point to problems without having to solve them. It is a misuse of our power to take responsibility for solving problems that belong to other. Our task is to keep a constant dialogue going about the problems and ask people to diagnose and solve them. The key issue is to tell the truth about difficult issues.” Peter Block, “ Stewardship ”
    9. 10. Motivation A passion to work for reasons that go beyond money and status A propensity to pursue goals with energy and persistence
    10. 11. Hallmarks of Motivation <ul><ul><li>Strong drive to achieve </li></ul></ul><ul><ul><li>Optimism, even in the face of failure </li></ul></ul><ul><ul><li>Organizational commitment </li></ul></ul>
    11. 12. The Real Role of Leadership “ There is a possibility underemphasized in leadership research - that the only thing of real importance that leaders do is create and manage culture.” Edgar Schein
    12. 13. Empathy The ability to understand the emotional make up of other people Skill in treating people according to their emotional reactions
    13. 14. Hallmarks of Empathy <ul><ul><li>Expertise in building and retaining talent </li></ul></ul><ul><ul><li>Cross-cultural sensitivity </li></ul></ul><ul><ul><li>Service to clients and customers </li></ul></ul>
    14. 15. Social Skill Proficiency in managing relationship and building networks An ability to find common ground and build rapport
    15. 16. Hallmarks of Social Skills <ul><ul><li>Effectiveness in leading change </li></ul></ul><ul><ul><li>Persuasiveness </li></ul></ul><ul><ul><li>Expertise in building and leading teams </li></ul></ul>
    16. 17. Can Emotional Intelligence be learned? The nature vs. nurture debate
    17. 18. It is a matter of the brain… “ Emotional Intelligence is born largely in the neurotransmitters of the brain’s limbic system, which governs feelings, impulses and drives” Daniel Goleman,” Can emotional intelligence be learned ”
    18. 19. “ First, the ineffective behavior must be brought into awareness . Next, a new or more effective behavior must be identified and finally the new behavior must be consciously rehearsed over and over until it is mastered and becomes unconscious” Daniel Goleman,” Can emotional intelligence be learned ”
    19. 20. 3 Keys to Learning Emotional Intelligence <ul><ul><li>Motivation </li></ul></ul><ul><ul><li>Extended practice </li></ul></ul><ul><ul><li>Feedback </li></ul></ul>
    20. 21. What should leaders do? Get Results that benefit  Stakeholders in Trust !!
    21. 22. Understanding Climate “ Climate” refers to six key factors that influence an organizations working environment Flexibility Responsibility Standards Rewards Clarity Commitment
    22. 23. The Five Components of EI <ul><ul><li>Self-Awareness </li></ul></ul><ul><ul><li>Self-Management/Regulation </li></ul></ul><ul><ul><li>Motivation </li></ul></ul><ul><ul><li>Empathy </li></ul></ul><ul><ul><li>Social Skills </li></ul></ul>
    23. 24. “ it’s flexibility -that is how free employees feel to innovate unencumbered by red tape; their sense of responsibility to the organization; the level of standards that people set; the sense of accuracy about performance feedback and aptness of rewards ; the clarity people have about mission, vision and values; and finally the level of commitment to a common purpose How Climate Feels
    24. 25. Six Basic Leadership Styles <ul><ul><li>The coercive style - “Do what I tell you” </li></ul></ul><ul><ul><li>The authoritative style - “Come with me” </li></ul></ul><ul><ul><li>The affiliative style - “People come first” </li></ul></ul><ul><ul><li>The democratic style - “What do you think?” </li></ul></ul><ul><ul><li>The pacesetter style - “Do as I do now” </li></ul></ul><ul><ul><li>The coaching style - “Try this” </li></ul></ul>
    25. 26. Flexibility is Power Think of the leadership styles as the clubs in a golf bag. In the hands of a professional each is used in the right place and circumstance, often with unconscious competence. Credit IPMA-HR Western Region Conference  

    ×