Social + Emotional Intelligence:  <br />An Overview<br />Laura A Belsten, PhD and The Institute for Social + Emotional Int...
Before We Start …<br />Grab Tab– Arrows – click to open/close control panel<br />Audio Pane– Choose between using Mic & Sp...
Today’sSpeaker<br />Laura Belsten, PhD, MCC, CEC<br />Founder of the Institute for Social + Emotional Intelligence<br />Ex...
Objectives for Today’s Session<br />1) Overview of Social +  Emotional Intelligence<br />What is it & why do we care?<br /...
Quick Poll<br />Tell us a little about you . . .   What best represents your role?<br />
The business of developing leaders . . .<br />“Emotional intelligence is much more powerful than IQ in determining who eme...
How does social + emotional intelligence enhance the HR function, leadership development, and the practice of coaching?<br...
An important skillset for HR leaders and coaches to use and model
Vastly expands our toolkit
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  • The Institute for Social &amp; Emotional Intelligence (ISEI) is an international learning and research organization supporting life coaches, executive coaches and HR professionals as they bring social and emotional intelligence into the workplace and life beyond work. The Institute for Social &amp; Emotional Intelligence provides certification in the use of the Social &amp; Emotional Intelligence Profile (SEIP), the most comprehensive, fully-validated and statistically reliable social and emotional intelligence assessment instrument on the market today. Based on the latest research models of social and emotional intelligence, and the ones in use by over 75 percent of Fortune 500 Companies, the SEIP is being used by coaches around the globe.
  • We want this to be as interactive as possible, so we are giving you the control to mute &amp; unmute yourself. So please get familiar with the little green mic under the orange arrow on the GrabTab if you are on VOIP. Click that on and off to mute, but we prefer telephone. VOIP can have echo due to the speaker volume on your computer. If you are on a telephone then * 6 mutes and unmutes. I will communicate via the chat box at the bottom of your control panel with anyone who I notice is causing feedback and will do my best to keep them live. But, if it’s too distracting I will have to mute that person and ask that they communicate via the chat box.
  • Tell them how the webinar works. Given the number of people on the webinar, we are going to ask that you keep your lines muted unless you are speaking. If you have a question, please raise your hand in the question box on the right side of your screen, and we will unmute your line so you can ask your question. To mute your line, press *6 on your telephone keypad. To unmute, press*6 again. Our intent with this webinar is two-fold: first, we want to provide you with solid content and practical tools you can take away today and use in your coaching or HR work immediately after the call. We want to provide you a sample of what we have available, and we want to provide you with good value in return for your spending an hour of your valuable time with us. Second, we’d like to tell you about the full 8-week program which begins January 18. We will have a special offer for everyone participating in this one-hour webinar. We will also be providing you an opportunity to take the Social &amp; Emotional Intelligence Profile (SEIP) for free, a $75 value, and we will be providing you with the instructions on how to take that at the end of this call.
  • Tell them how the webinar works. Given the number of people on the webinar, we are going to ask that you keep your lines muted unless you are speaking. If you have a question, please raise your hand in the question box on the right side of your screen, and we will unmute your line so you can ask your question. To mute your line, press *6 on your telephone keypad. To unmute, press*6 again. Our intent with this webinar is two-fold: first, we want to provide you with solid content and practical tools you can take away today and use in your coaching or HR work immediately after the call. We want to provide you a sample of what we have available, and we want to provide you with good value in return for your spending an hour of your valuable time with us. Second, we’d like to tell you about the full 8-week program which begins January 18. We will have a special offer for everyone participating in this one-hour webinar. We will also be providing you an opportunity to take the Social &amp; Emotional Intelligence Profile (SEIP) for free, a $75 value, and we will be providing you with the instructions on how to take that at the end of this call.
  • We all know people like this – people who are off-the-charts brilliant, very high IQ, but very little EQ. Some of you may remember the author Robert Fulghum who wrote Everything I Needed to Know I Learned in Kindergarten. Lessons like “play fair,” and “don’t hit people,” and “Say you’re sorry when you hurt somebody,” and “Life a balanced life.” These are all really good lessons, and somehow, as we grow up and get caught up in a world going 90 million miles around us, we sometimes forget these simple, but important things. BTW, you will sometimes see emotional intelligence expressed as “EQ.” Whenever you see “Q,” this means “quotient” which is really a measure of intelligence, usually expressed as a number. So IQ is a measure of cognitive intelligence, usually a measure of our verbal and mathematical skills, and generally an IQ of 100 is considered about average. Similarly, EQ is a measure of emotional intelligence, and can also be expressed as a number. We’ll get into this more later. Just so you know for now, we will be referring to social and emotional intelligence as S&amp;EI, as EI and as EQ throughout the presentation. The primary take-away from this slide is that we DO have some really smart, really brilliant people in the world who are not in touch with their own emotions or the emotions of others, and who may be lacking some skills in how to manage themselves or manage their relationships with others.“
  • This four-quadrant model is based on the work of Daniel Goleman, and is in use in 75% of Fortune 500 companies today. I prefer this model over the others because people can readily grasp it, and it speaks to the social intelligence aspect of SEI (through the relationship management quadrant) as well as the emotional intelligence aspect.
  • S&amp;EI is about behavior. If this diagram represents a person, we are all made up of certain elements. At our core, we have a certain genetic makeup, something we are born with, our facial features, how tall we become, our eye color (I used to say hair color). Our genetic makeup is established from conception. It doesn’t change all that much over the course of a lifetime, if at all, really. The circle surrounding the inner core circle is our personality, and psychologists tell us our personality is pretty much formed by the time a child reaches the age of 6 or 7. Then we have certain behavioral preferences (the circle that surrounds the other two). And a person exists within a certain environment. Our behavior is a choice. Our behavior is driven by both the environment (click) and by our personality (click), but unlike our genetics and our personality, our behavior can change, and we are the ones who can change our behavior. Our behavior is a choice.
  • The term social intelligence was first used in 1920 by psychologist Edward Thorndike who defined it as “the ability to understand and manage men and women, boys and girls – to act wisely in human relations.” The term has evolved over the years to mean “the ability to get along with people in general, social technique or ease in society, knowledge of social matters, susceptibility to stimuli from other members of a group, as well as insight into the temporary moods or underlying personality traits of strangers” (Moss &amp; Hunt, 1927, Vernon, 1933). Wechsler defined intelligence as &quot;The global capacity of a person to act purposefully, to think rationally, and to deal effectively with his/her environment.”[ The Wechsler-Bellevue tests were innovative in the 1930s because they gathered tasks created for nonclinical purposes. The original WAIS (Form I) was published in February 1955 by David Wechsler, as a revision of the Wechsler-Bellevue Intelligence Scale.Howard Gardner, Theory of Multiple Intelligences, including intra-personal and inter-personal (which led to EI).John Mayer, University of New Hampshire and Peter Salovey, Yale, first researchers to really begin to examine the concept which has become emotional intelligence in a scientifically valid manner. The published the first academic definition of EI, and have continued to be the leading researchers in the field.Reuven Bar-on, the first to use the term EQ and started working on the first assessment or “test” of EI.Goleman, PhD psychologist and science writer for the NYT, wrote the book “Emotional Intelligence” which took the extended the concept beyond the university setting and made it accessible to the lay public. Went on to write additional books including Working With EI, EI in Organizations, Primal Leadership, Resonant Leadership and many more.
  • The five key EI skills? Personal Power (Assertiveness), Empathy, Optimism (Happiness), Emotional Self Awareness, and Initiative and Bias for Action.
  • Ed Diener coined the term “subjective well-being” because as a researcher, he was afraid he wouldn’t be promoted to a tenured position by studying something so nebulous and fuzzy as “happiness.”There is growing evidence that positive emotions such as happiness, optimism, and self-esteem are linked to good health and increased longevity. According to a 10-year research study authored by Sheldon Cohen and Robert Doherty at Carnegie Mellon University, people with positive emotions are healthier, experience lower rates of chronic illness, and when they DO fall ill, they experience fewer symptoms and less pain. They also live longer. Drs. Cohen and Doherty followed people for three or four months, gauging their happiness and subjective feelings of well-being at several intervals over those months. They then deliberately injected rhinovirus (and later flu virus) into volunteers and compared their susceptibility to illness. Those individuals who had high levels of happiness and positive well-being were significantly less likely to catch the cold and flu than those individuals who did not score high on the positive emotions of optimism, happiness, a sense of purpose in life and self-esteem. Based on the study reported in the journal Social Indicators Research, students were tested for their level of happiness as freshmen. Diener followed up with these students 16 years later, when they were in their mid-30s, and found that those individuals who were happier as freshmen were earning significantly more in their mid-30s than their less happy counterparts.In another study, expressions of positive emotions in college students suggested that those with positive emotions had happier, more satisfying marriages at age 52.
  • $5 million study funded by NIH at the University of MN, with the School Sisters of Notre Dame in Mankato, MN, a kind of retirement community for nuns. The most surprising finding of this longitudinal study (which is still going on), is that the way we express ourselves in language, even at an early age, can foretell how long we’ll live and how vulnerable we’ll be to Alzheimer’s decades down the road. The researchers analyzed short autobiographies of 200 nuns, written when they first took holy orders, and found that the sisters who had expressed the most positive emotions in their writing as girls ended up living longest, and that those on the road to Alzheimer’s expressed fewer and fewer positive emotions as their mental functions declined. This is a great group to study because their relatively uniform religious backgrounds means that their economic status, health care, diet and living conditions were relatively similar. Those who expressed the most positive words (deemed the “most cheerful”) live on average 7 additional years than those who did not express positivity in their autobiographies. Those who used the most positive emotion words lived on average 9.5 years longer and those who use the most variety of positive words live on average 10.5 years longer. 
  • Ed Diener coined the term “subjective well-being” because as a researcher, he was afraid he wouldn’t be promoted to a tenured position by studying something so nebulous and fuzzy as “happiness.”There is growing evidence that positive emotions such as happiness, optimism, and self-esteem are linked to good health and increased longevity. According to a 10-year research study authored by Sheldon Cohen and Robert Doherty at Carnegie Mellon University, people with positive emotions are healthier, experience lower rates of chronic illness, and experience fewer symptoms and less pain. They also live longer. Drs. Cohen and Doherty followed people for three or four months, gauging their happiness and subjective feelings of well-being at several intervals over those months. They then deliberately injected rhinovirus (and later flu virus) into volunteers and compared their susceptibility to illness. Those individuals who had high levels of happiness and positive well-being were significantly less likely to catch the cold and flu than those individuals who did not score high on the positive emotions of optimism, happiness, a sense of purpose in life and self-esteem. Based on the study reported in the journal Social Indicators Research, students were tested for their level of happiness as freshmen. Diener followed up with these students 16 years later, when they were in their mid-30s, and found that those individuals who were happier as freshmen were earning significantly more in their mid-30s than their less happy counterparts.In another study, expressions of positive emotions in college students suggested that those with positive emotions had happier, more satisfying marriages at age 52.
  • Ed Diener coined the term “subjective well-being” because as a researcher, he was afraid he wouldn’t be promoted to a tenured position by studying something so nebulous and fuzzy as “happiness.”There is growing evidence that positive emotions such as happiness, optimism, and self-esteem are linked to good health and increased longevity. According to a 10-year research study authored by Sheldon Cohen and Robert Doherty at Carnegie Mellon University, people with positive emotions are healthier, experience lower rates of chronic illness, and experience fewer symptoms and less pain. They also live longer. Drs. Cohen and Doherty followed people for three or four months, gauging their happiness and subjective feelings of well-being at several intervals over those months. They then deliberately injected rhinovirus (and later flu virus) into volunteers and compared their susceptibility to illness. Those individuals who had high levels of happiness and positive well-being were significantly less likely to catch the cold and flu than those individuals who did not score high on the positive emotions of optimism, happiness, a sense of purpose in life and self-esteem. Based on the study reported in the journal Social Indicators Research, students were tested for their level of happiness as freshmen. Diener followed up with these students 16 years later, when they were in their mid-30s, and found that those individuals who were happier as freshmen were earning significantly more in their mid-30s than their less happy counterparts.In another study, expressions of positive emotions in college students suggested that those with positive emotions had happier, more satisfying marriages at age 52.
  • I promised you some brain science. This is it! This is really important. So important, there will be a test on this in 5 minutes. Make sure you get the equation at the bottom. Okay. Got it?Anyone feel a little concern at the sight of this? Maybe your heart beat a bit faster at the thought of a test on it? That was your limbic system automatically responding to the threat, in this case, brain science. And the reason no one has jumped out of their chair and strangled me to death for showing such a slide is because of the prefrontal cortex. At least I think most of you have one
  • George Soros, one of Wall Street’s top investors, learned to recognize that a backache signaled that it was time to sell, even before he was consciously aware he had made a bad investment.Stories: hunting in the back country, psychologist stopping at McDonald’s for coffeeAccurate self assessment: knowing one’s strengths and limitsPersonal power: a combination of self-confidence and assertiveness
  • The Marshmallow study – 4 year olds were brought into a room and were shown a marshmallow. They were told that the adult had to leave the room for 15 minutes, and they could either eat the marshamallow while the adult was away, or they could wait the 15 minutes until the adult returned, and then they would get two marshmallows. Obviously, this is a test of impulse control or self-management at a very young age. They followed all the kids for 10 years, and found that those who waited for the two marshmallows did an average of 210 points better on their SAT’s more than 10 years later.Jack Welch was chairman and CEO of General Electric (GE) between 1981 and 2001. Early in his career, in the early 60s, he actually, literally, blew the roof off a factory at GE and thought he would be fired. He went on to become CEO, and during his tenure was the subject of criticism over the years for an apparent lack of compassion for working people and the middle class.
  • StorylineOn December 11, 1995 a fire burned most of Malden Mills to the ground and put 3,000 people out of work. Most of the 3,000 thought they were out of work permanently. A few employees were with the CEO in the parking lot during the fire and heard him say “This is not the end.” With these words began a saga that has made Aaron Feuerstein a legend among American leaders and a hero to his employees. Quotes are from Parade Magazine 9/8/96,pp. 4-5Aaron Feuerstein owned the Malden Mills Polartec factory in ?? A fire destroyed the factory in 1995, and he personally paid the salaries of 2,000 workers for three months while the factory was rebuilt. Situational or organizational awareness: reading a group’s emotional current and power relationships.Service orientation: anticipating, recognizing, and meeting customers’ or clients’ needs
  • Storyline (picture of the movie cover for “The Last Castle”)When three star General Irwin is transferred to a maximum security military prison, its warden, Colonel Winter, can&apos;t hide his admiration towards the highly decorated and experienced soldier. Irwin has been stripped of his rank for disobedience in a mission, but not of fame. Colonel Winter, who runs the prison with an iron fist, deeply admires the General, but works with completely different methods in order to keep up discipline. After a short while, Irwin can feel Winter&apos;s unjust treatment of the inmates. He decides to teach Winter a lesson by taking over command of the facility and thus depriving him of his smug attitude. When Winter decides to participate in what he still thinks of as a game, it may already be too late to win
  • Reliability by FactorReliability by Total SEIPExploratory AnalysisConfirmatory Factor Analysis
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  • Cs 3

    1. 1. Social + Emotional Intelligence: <br />An Overview<br />Laura A Belsten, PhD and The Institute for Social + Emotional Intelligence<br />
    2. 2. Before We Start …<br />Grab Tab– Arrows – click to open/close control panel<br />Audio Pane– Choose between using Mic & Speakers (VoIP) or Telephone (preferred). <br />Telephone - *6 to mute<br />VOIP – Green Mic<br />Your questions & comments are most welcome! To interact with us, please either: <br />Use the Questions Pane– Type your question and click Send to submit it to the organizer <br />OR<br />Raise Your Hand- If you prefer to speak your question (rather than type it), please raise your hand, and we will unmute you.<br />
    3. 3. Today’sSpeaker<br />Laura Belsten, PhD, MCC, CEC<br />Founder of the Institute for Social + Emotional Intelligence<br />Executive Coach, CEO Partnership, 15 years<br />Clients include Symantec, Verizon, T-Mobile, Western Union, Hewlett Packard, Chevron<br />Professor, University of Denver, 21 years <br />Author of the Social + Emotional Intelligence Profile (SEIP) <br />
    4. 4. Objectives for Today’s Session<br />1) Overview of Social + Emotional Intelligence<br />What is it & why do we care?<br />The business case (ROI) and the health & wellness case<br />The 26 distinct competencies<br />How to measure S+EI<br />2) Overview of Our 8-Week Program<br /> - tools, PPt, 8-week certification program<br />
    5. 5. Quick Poll<br />Tell us a little about you . . . What best represents your role?<br />
    6. 6. The business of developing leaders . . .<br />“Emotional intelligence is much more powerful than IQ in determining who emerges as a leader. IQ is a threshold competence. You need it, but it doesn’t make you a star. Emotional intelligence can.”<br />- Warren Bennis, author of On Becoming a Leader.<br />
    7. 7. How does social + emotional intelligence enhance the HR function, leadership development, and the practice of coaching?<br /><ul><li>It provides a language and framework for understanding
    8. 8. An important skillset for HR leaders and coaches to use and model
    9. 9. Vastly expands our toolkit
    10. 10. S+EI = Better Leadership (and greater productivity, employee engagement, customer satisfaction, and profitability)</li></ul>“Leaders with higher S+EI produce more powerful business results and greater profitability.”<br />-- Emotional Intelligence of Leaders: A Profile of Top Executives, Steven Stein, Leadership & Organization Development Journal, 2009<br />
    11. 11. EQ: 0<br />Too much college, too little kindergarten<br />IQ: 167<br />
    12. 12. Quick Poll<br />Has anyone ever had to deal with a person like this -- a difficult person in the workplace or in life generally?<br />
    13. 13. What is S+EI?<br />A Working Definition<br />Social and emotional intelligence is the ability to be aware of our own emotions and those of others, in the moment, and to use that information to manage ourselves and manage our relationships.<br /> <br />
    14. 14. S+EI Four-Quadrant Model<br />Self<br />Other<br />Awareness<br />Management<br />
    15. 15. S+EI is About Behavior and Behaviors Can Be Changed<br />Environment<br />
    16. 16. Building Blocks of Behavior<br />
    17. 17. Our concept of intelligence has evolved over the past 100 years<br />1900 – Alfred Binet – IQ<br />1930 – 1955 – David Wechsler - IQ<br />1983 – Howard Gardner – Multiple Intelligence<br />1986 – John Mayer and Peter Salovey - EI<br />1988 – Reuven Bar-on - EQ<br />1995 – Daniel Goleman – Emotional Intelligence<br />2006 – Daniel Goleman – Social Intelligence<br />
    18. 18. Howard Gardner: Frames of Mind (1983)<br />7 new categories of intelligence<br />Verbal/linguistic<br />Logical/mathematical<br />Visual/spatial<br />Musical<br />Bodily/kinesthetic<br />Interpersonal<br />Intrapersonal<br />
    19. 19. So what ???Hard evidence that the soft skills count . . .<br />In Life – Individuals<br />Are healthier<br />Live longer<br />Enjoy more satisfying marriages<br />Have larger, deeper and more fulfilling social networks<br />In Business – Greater<br />Productivity<br />Retention of top performers<br />Employee satisfaction & engagement<br />Profitability<br />
    20. 20. “ 80 – 90% of the competencies that differentiate top performance are in the domain of EI.”<br />Daniel Goleman in Working With Emotional Intelligence, 1998<br />“EI is more than twice as predictive of business performance than purely cognitive intelligence.”<br />Gerald Mount in The Role of Emotional Intelligence in Developing International Business Capability, 2006<br />“Leaders with higher social & emotional intelligence produce more powerful business results and greater profitability.”<br />Steven Stein in Emotional Intelligence of Leaders: A Profile of Top Executives, Leadership & Organization Development Journal, 2009<br />S+EI<br />
    21. 21. S+EI Coaching, Training & Assessments Embraced by Many Organizations<br />McDonnell Douglas<br />
    22. 22. TheBusiness Case<br />Copyright 2011 Laura A Belsten, PhD Institute for Social + Emotional Intelligence<br />19<br />
    23. 23. Social + Emotional Intelligence Programs in the Workplace<br />Build better leaders<br />Increase employee engagement <br />Improve productivity<br />Increase sales and profits<br />Improve customer service<br />Reduce sick days and even health care costs!<br />
    24. 24. Sheraton Hotels & Resorts<br />Introduced social + emotional intelligence training and coaching<br />Increased market share by 24 percent<br />6Seconds White Paper, 2010<br />
    25. 25. Sanofi-Aventis Pharmaceutical Company<br /><ul><li>EI increased in development group 18% compared with control group
    26. 26. EI trained sales reps outsold the control group by an average of 12% or $55,200 each per month
    27. 27. X 40 reps = $2,208,000 per MONTH better
    28. 28. ROI = 600%($6 for every dollar invested in EI training and coaching)</li></ul> - Cherniss, Emotional Intelligence in Organizations, 2003<br />
    29. 29. Ameriprise Financial Services<br /><ul><li>High EI skills lead to increased client returns (i.e. soft skills equal hard results)
    30. 30. Financial advisors with high EQ delivered 24.7% returns over 4-year period significantly higher than the S&P (14.3% over same period)
    31. 31. Key S+EI competencies: integrity, teamwork, self-confidence, achievement drive, initiative, and interpersonal understanding</li></ul> -Spencer, Emmerling & Petersen, 2005<br />
    32. 32. S+EI Coaching and Training<br />The results at Avon<br />More robust, vigorous organization<br />Competitive advantage<br />Greater performance & productivity<br />Higher profits<br />Cost savings due to reduced turnover, absenteeism, lowered performance and productivity<br />Overall more positive work climate<br />“Emotional Intelligence is in our DNA here at Avon because relationships are critical at every stage of our business.”<br />-Andrea Jung, Chair & CEO of Avon Products<br />
    33. 33. S+EI and the Bottom Line at Pepsi<br />At Pepsico, S+EI programs generated:<br /><ul><li>10% increase in productivity
    34. 34. 87% decrease in executive turnover (saving $4M)
    35. 35. Over 1000% ROI</li></ul>-Dr. David McClelland, Journal of Psychological Science, 2008<br />
    36. 36. US Air Force<br />Turnover among US Air Force recruiters = 50% per year<br />Cost $30,000 to replace each recruiter who left<br />Emotional Intelligence assessment instruments used in selection process for new recruiters<br />USAF created competency model of successful recruiters<br />Finding: successful recruiters strong in 5 EI skills<br />Screened new recruiters for 5 skills<br />Trained incumbents in the 5 skills<br />
    37. 37. Air Force Results<br />Retention of recruiters went from 50% to 96% the first year<br />Immediate savings of $3 million annually<br />-(GAO Report on Military Recruiting, 1998 - 2008)<br />
    38. 38. Other Quick Examples<br />MetLife’s S+EI programs with selected groups resulted in S+EI trained and coached sales people outselling their control group counterparts by 37%.<br />At L’Oreal, S+EI programs brought in $2.5 million more in sales in the first year.<br />At Sheraton, S+EI programs helped increase market share by 24%.<br /> -SixSeconds White Paper, October 1, 2010<br />
    39. 39. Research shows . . .<br />Top reasons for losing customers: 70% are related to lack of S+EI (The Forum Corporation on Manufacturing and Service Companies, 2004)<br />50% of time wasted in business is due to lack of trust, a key S+EI competency (John O. Whitney, Director, Deming Center for Quality Management, 2002)<br />The top reasons careers are derailed are related to a lack of S+EI (Center for Creative Leadership, 2005; Stanford University, 2001)<br />
    40. 40. Inability to work with a team <br />Being disrespectful <br />Being uncooperative<br />Not sharing information, plans or credit.<br />- Center for Creative Leadership, 2005<br />Poor interpersonal relationships <br />Single most common factor – being too harshly critical<br />Insensitive or demanding<br />Alienating co-workers and direct-reports.<br />Rigidity <br />Inability to accept feedback about traits they need to change or improve<br />Inability to listen, learn and change.<br />Top Reasons for Executive Derailment:<br />
    41. 41. Quick Poll<br />So tell us, is having the business case presented helpful? Is it compelling?<br />
    42. 42. Healthy Emotions<br />People with positive emotions are:<br />Healthier & have lower disease risks<br />Experience lower rates of chronic illness (diabetes, stroke, high blood pressure<br />Have fewer symptoms and less pain when they do fall ill<br />Scientists have confirmed that positivity predicts longevity – positive people live longer<br /> - Dr. B. Fredrickson, University of North Carolina, Positivity, 2009<br /> - Cohen, S. & Doherty, R., Psychological Bulletin, 2005<br />
    43. 43. The Health & Wellness Case<br /><ul><li>Have lower disease risks
    44. 44. Fewer disease risks & less pain when they do fall ill
    45. 45. Live longer!
    46. 46. Dr. B. Fredrickson, Distinguished Professor, University of North Carolina, Positivity, 2009
    47. 47. Cohen, S. & Doherty, R., Psychological Bulletin, 2005</li></ul>Copyright 2011 Laura A Belsten, PhD Institute for Social + Emotional Intelligence<br />33<br />
    48. 48.
    49. 49. People with positive emotions earn more over the course of their lifetimes.*<br /> - Diener, E., Social Indicators Research, 2002<br />*About 33% more !!<br />
    50. 50. People with positive emotions have more satisfying marriages*<br />- Harker, L. & Keltner, D., Journal of Personality and Social Psychology, 2001<br />*And enjoy more satisfying social networks, a key factor in longevity.<br />
    51. 51. Other Personal Benefits<br /><ul><li>Improved performance and achievement
    52. 52. More creativity and innovative problem-solving
    53. 53. Better decision-making
    54. 54. More flexible thought processes
    55. 55. Improved memory</li></ul>Copyright 2011 Laura A Belsten, PhD Institute for Social + Emotional Intelligence<br />37<br />
    56. 56. Why?<br />What happens in the body that creates this connection between emotions and health?<br />Changes in body chemistry . . . <br />
    57. 57. Heart Rate Variability in Positive & Negative Emotional States<br />Frustration<br />Appreciation<br /> - Institute of Heart Math, 2006<br />
    58. 58. Triggers “fight or flight” – blood (and oxygen) flows to extremities, and away from the brain<br />Long term:<br />Elevates blood sugar levels<br />Increases bone loss<br />Compromises immune function<br />Decreases skin repair and regeneration<br />Increases fat accumulation<br />Destroys brain cells<br />Cortisol: The Stress Hormone<br />
    59. 59. Questions?<br />
    60. 60. So what’s going on in our brains when it comes to logic and emotion?<br />
    61. 61. Pars triangularis<br />Gyrus praecentralis <br />Posterior cingulate cortex<br />Entorhinal cortex<br />Pre-frontal cortex<br />Inferior frontal gyrus<br />Corpus callosum<br />Hypothalamus<br />Septum pellucidum<br />Gyri occipitales<br />Limbic System<br />Thalamus<br />Lobulus parietalis inferior<br />Cerebullum<br />Corpus amygdaloideum<br />
    62. 62. Our THREE brains ???<br />Prefrontal Cortex/Cortex <br />Brain stem – autonomic<br />Limbic system/Amygdala – reptile brain (emotion) <br />Pre-frontal cortex (integrates logic and emotion into judgment)<br />Limbic System/Amygdala<br />Brain Stem<br />
    63. 63. Prefrontal Cortex<br />Social & emotional intelligence combines two parts of the brain<br />Limbic System/ Amygdala<br />Self-Mastery<br />
    64. 64. Questions?<br />
    65. 65. So What Does All This Mean?<br />Self<br />Other<br />Awareness<br />Management<br />
    66. 66. Self-Awareness<br />Emotional Self Awareness<br />Accurate Self Assessment<br />Personal Power<br />
    67. 67. Self Management<br />Behavioral Self Control<br />Integrity<br />Innovation & Creativity<br />Initiative & Bias for Action<br />Achievement Drive<br />Realistic Optimism<br />Resilience<br />Stress Management<br />Personal Agility<br />Intentionality<br />
    68. 68. Other Awareness<br />Empathy<br />Situational/ Organizational Awareness<br />Service Ethic<br />- Aaron Feuerstein <br />
    69. 69. Relationship Management<br />Communication<br />Interpersonal Effectiveness<br />Powerful Influencing Skills<br />Conflict Management<br />Inspirational Leadership<br />Catalyzing Change<br />Building Bonds<br />Teamwork & Collaboration<br />Coaching & Mentoring Others<br />Building Trust<br />
    70. 70. Stickies<br />
    71. 71. Questions?<br />
    72. 72. Albert Einstein<br />“We should take care<br />not to make the intellect <br />our god. It has, of <br />course, powerful <br />muscles, but no <br />personality. <br />It cannot lead, <br />it can only serve.”<br />
    73. 73. Social + Emotional Intelligence<br />Competencies are measurable and learnable<br />Best learned through coaching (and to some extent, training)<br />Grounded in science<br />Proven ROI<br />S+EI is a core skill-set<br />Starts with awareness<br />
    74. 74. 26 competencies – most comprehensive<br />Available in self-scoring version & 360<br />Adult, Youth, and Work versions<br />Excellent Validity & Reliability <br />Cronbach’salpha = .96<br />For reference, MBTI is .56<br />Translations underway<br /><ul><li>Russian, Chinese, Portuguese
    75. 75. Spanish, Italian, French, and</li></ul>German coming Fall 2011.<br />In January, 2010, an independent, third party statistical analysis firm found the Emotional Intelligence Profile (EIP) one of the most valid and statistically reliable assessments they had seen in 6 years of doing this work. <br />Social + Emotional Intelligence Profile (SEIP)<br />
    76. 76. Quick Poll<br />Are you currently using an EI or S+EI assessment tool in your work?<br />
    77. 77. Copyright 2011 Laura A Belsten, PhD Institute for Social + Emotional Intelligence<br />58<br />
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    87. 87. Tools You Can Use<br />Name it to Tame it: <br />Building Emotional Self-Awareness<br />Copyright 2011 Laura A Belsten, PhD Institute for Social + Emotional Intelligence<br />68<br />
    88. 88. Name It Worksheet<br />When I woke up this morning I was feeling ______________ and _______________ and _____________.<br />As I was getting ready for the day I was feeling __________________ and<br /> _________________ and _____________________.<br /> <br />While I was commuting to work/school I was feeling ________________ and<br /> ___________________ and ___________________.<br />When I first got to work/school I was feeling _______________________ and<br /> ____________________________.<br /> <br />By mid-morning I was feeling ________________ and _____________________.<br /> <br />At lunch time I was feeling __________________ and _____________________.<br />Copyright 2011 Laura A Belsten, PhD Institute for Social + Emotional Intelligence<br />69<br />
    89. 89. My Trigger ListA Worksheet for Behavioral Self Control<br />Copyright 2011 Laura A Belsten, PhD Institute for Social + Emotional Intelligence<br />70<br />
    90. 90. Quick Poll<br />Would having an assessment tool such as this be helpful in your discussions with your employees or clients?<br />
    91. 91. Social + Emotional Intelligence Certification Program<br />Eight (8) week online course<br />90 minutes once a week<br />12 CEUs from HRCI & ICF<br />Highly interactive, practical, experiential, and hands-on<br />Full certification to use the Social/Emotional Intelligence Profile (self & 360 versions) and toolkit<br />Complete Training & Coaching Toolkit: <br /><ul><li>PowerPoint presentation you can brand with your logo, name and contact info
    92. 92. 200-page course manual
    93. 93. Worksheets, tip sheets, and exercises on all 26 S+EI competencies</li></li></ul><li>What others are saying . . .<br />“The  real beauty about what Dr. Laura Belsten's program offers is a wealth of valuable insights, materials and masterful direction on how to manage people more effectively as well as compassionately.   Her tireless research I believe is helping make a difference in the ways people come together in business.  Her program helped me assist our CEO, team leaders and individuals alike, create a plan empowering a solid foundation for growth.  Every CEO, team leader, HR professional and coach needs to know the benefits of this incredible course.”  <br />Dr. Joy Malumphy, SVP/HR, Medtronics Corporation<br />
    94. 94. What others are saying . . .<br />The SEIP course was educational, well-paced, and worth much more than the cost. Dr. Belsten’s knowledge and experience in the field of social and emotional intelligence was evident and she kept the course interesting while managing to keep everyone on the weekly calls engaged and involved. <br />I found the course to be extremely informative and very valuable in my work and personal life. I am using the Profiles with the people that work with me and it’s become invaluable in helping them not only evaluate their social and emotional intelligence competencies, and also create detailed development plans for improving the competencies they choose. I would think this profile would be a requirement for anyone in the coaching and HR field. <br /> Bill Kelley<br /> Executive Vice President - Banking<br />
    95. 95. What others are saying . . .<br />“Laura,   As a long-standing MCC in the ICF, I have taken many classes, seminars and workshops and your S+EI workshop is truly the best I’ve ever taken.  Your material is great.  Your command of the subject tremendous, and your generosity in sharing your great depth and breadth of knowledge is remarkable.   Since completing your program last month, I’ve taken my current coaching clients to a whole new level, and my coaching business has more than doubled!<br /> Thank you so much!”    Mimi Peak, MCC<br />
    96. 96. 8 week online group coaching series<br />26 competencies, most comprehensive program available<br />ICF & HRCI certified, earn 12 CCEUs/HRCI re-certification credits<br />If you need to grow your coaching practice, this series can help!<br />Create new clients, expand your offerings to current clients<br />Exclusive New Coaching Series<br />
    97. 97. Register today!<br />Next class starts September 1 (and another starts October 4)<br />Cost for the complete course, including tool kit and all materials is $1,595.<br />Class size limited to 15 people<br />Register at http://www.The-ISEI.com<br />Save $100 - enter discount code SHRM100<br />Questions? Contact Laura Belsten atLaura@The-ISEI.com or (303) 325-5176<br />
    98. 98. TWITTER: http://twitter.com/InstituteSEI<br />FACEBOOK: http://facebook.com/TheISEI<br />LINKEDIN: http://www.linkedin.com/in/laurabelsten<br />EMAIL: Laura@The-ISEI.com<br />We want to keep you informed on Social + Emotional Intelligence so watch for our LinkedIn invite!<br />Let’s connect!<br />
    99. 99. Thank you for joining us today! <br />Questions ???<br />
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