Your SlideShare is downloading. ×
Emotional intelligence & leadership presentation,
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×

Saving this for later?

Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime - even offline.

Text the download link to your phone

Standard text messaging rates apply

Emotional intelligence & leadership presentation,

6,247
views

Published on

Enhancing Leadership Performance with Emotional Intelligence Coaching

Enhancing Leadership Performance with Emotional Intelligence Coaching

Published in: Business, Technology

0 Comments
6 Likes
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total Views
6,247
On Slideshare
0
From Embeds
0
Number of Embeds
7
Actions
Shares
0
Downloads
0
Comments
0
Likes
6
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide
  • This presentation concerns enhancing leadership performance by developing emotional intelligence through strategic coaching that assesses the social and emotional competencies. Understanding these concepts and raising awareness will aid in developing each competency for leadership development. Research has provided a framework of evidence that shows the value of these concepts at the leadership level. Professional coaching aids in the development and provides leverage to learning and implementing procedures for advancement. A leader faces adversity on a daily level and must convey an optimistic spirit and vision to keep associates motivated – Emotional intelligence is integral to leadership effectiveness.
  • The core abilities of emotional intelligence (EI) are the abilities to perceive, understand, utilize, and manage emotional reactions effectively which is considered pure EI (Mayer, Salovey, & Caruso, 2000). The 14 social and emotional competencies are based on our behavior in regards to utilizing our emotional intelligence when interacting with ourselves and others. These competencies of emotional intelligence mediate overall performance and drive leadership capability. Emotional and social competencies have been found to correlate with performance at .47 (Joseph & Newman, 2010). These findings suggest that emotional & social competencies of emotional intelligence are better predictors of performance when compared to core EI abilities (.18) (Joseph & Newman, 2010). Self-awareness is the driver of social and emotional competencies and fuels the development of self-management and social awareness, which in turn, fuels relationship management (Cherniss, 2011). The ways to develop emotional and social competence is to seek out experiences that help develop the required skill, observe and model others that excel in the desired competency, receive formal training, obtain a skillful executive coach, and or chart progress in a personal journal (Cherniss, 2011). The Amygdala is the oldest part of the brain which is where are emotional reactions are created (i.e. Fear). The more evolved part of our brain, the Pre-frontal cortex, inhibits our reactions by implementing a thinking process that changes our pathway to reacting.
  • The substantial impact of self-awareness is evident and this slide shows that an individual who lacks self-awareness has a much greater chance of not possessing the proper skills around self-management and social awareness. Without self-awareness, an individual has, in effect, no chance of representing self-management skills. Furthermore, an individual has an 83% chance of lacking social awareness when lacking self-awareness as opposed to a 38% chance of displaying social awareness when possessing self-awareness. The above data display was found with a .oo1 significance.
  • This emotional and social competence model includes five categories which encompass 14 competencies and these categories build off of one another which creates a positive momentum that is predictive of leadership effectiveness. The self-awareness factor is the ability that, when strengthened, provides momentum for the other areas of emotional intelligence. The Emotional & Social Competency Inventory (ESCI) is the assessment that measures emotional intelligence in the areas of self-awareness, self-management, social awareness, relationship management, and cognitive competencies. The following slides outline each ESCI category and the competencies that comprise the dimensions.
  • Self-awareness is the main factor in the social and emotional competency arena because this skill in integral for developing the following competencies. Self-awareness as defined as knowing the self behaviors as others perceive them is predictive of leadership success. An emotionally aware individual will understand their feelings in relation to others and the environment which will enable them to effectively leverage their cognitive abilities. A person is unable to think at a high cognitive level when the emotions are confused and this causes poor problem solving as well as ineffective relationship management. A leader needs to be aware of their own feelings, why they occur, and the implications associated with their emotion reactions. Becoming aware of the strengths and limitations associated with emotional behavior will provide the leader with a tool kit of actions to implement during crisis and will enhance their leadership abilities. Leaders can only lead when there are followers so it is important to be receptive to feedback in order to adapt their behaviors accordingly in order to enhance the working climate. On average, a 50% of subordinates report quitting their boss rather than their job so it is integral for leaders to control emotional reactions in order to maintain effectiveness in the workplace.
  • The dimension of self-management which is mediated by self-awareness involves emotional self-control which is the ability to control impulses, deal with stress, and staying positive in the face of negativity. Achievement orientation is about being aware of goals and the motivation involved in reaching them by way of implementing proper structures such as timing.
  • Adaptability is about being flexible enough to handle multiple tasks simultaneously and to adapt to rapid change that includes behaviors, plans, and approaches. A positive mental outlook in integral to self-management and keeping optimistic creates positive expectations that influence followers.
  • The dimension of social awareness includes empathy which is the ability to read non-verbal behaviors such as body language and tone of voice. Actively listening and providing respect in the form of empathy is important for effective communication. This ability promotes effective diverse relations and the ability to understand others enhances the ability of the leader to convey a powerful vision. Organizational awareness is important for high potentials and leaders alike because it identifies the ability to understand the human dynamics associated with the behind the scenes operations in the workplace. Aligning with key relationships is important for promoting effective partnerships and understanding reward structures help leaders reach goal successfully.
  • Leaders are in a relationship with everyone. In the workplace, there are two continuums, those are task and relationship. A leaders main purpose is to enhance relationships to create effective performance across the organization and managers will implement the tools around staying on task. Leadership needs to provide the company story through vision and inspirational leadership is optimal when approaching this concept. Followers are motivated by strong goals that aim at fulfilling a vision that everyone can relate with. The leader needs to be adept at influence across the organization and acquiring key supporters is attained through relationship management. The coach and mentor section of relationship management is based on provided actionable feedback to improve and aid performance. Additionally, a coach/mentor needs to enthuse their workers or mentees in order to strengthen their will to succeed.
  • The other element of relationship management concerns conflict management which is about identifying disagreements and effectively resolving problems that aid in further development for the organization. Furthermore, teamwork is an acronym for success in the global economy of today and no one is able to be as effective by themselves as they would be with a team for support. A leader needs to build team identity by developing relationship and by showing their emotional intelligence will encourage others to follow in this behavior.
  • Cognitive complexities concerns the ability to explain complex phenomenon is understandable ways to others which is an essential part of communication. Additionally, it is the ability to identify cause and effect relationships. Furthermore, pattern recognition measures the ability to identify patterns, trends, and similarities. This concept also includes the ability to effectively use analogies to describe patterns.
  • The above display clearly outlines the five sections of the ESCI and the social and emotional dimensions associated with them. Self-Awareness includes the emotional self-awareness component; Social awareness includes empathy and organizational awareness; Relationship management includes coach & mentor, conflict management, inspirational leadership, teamwork, and influence; Self-management includes achievement orientation, adaptability, emotional self-control, and positive outlook; and cognitive complexities includes systems thinking and pattern recognition. Development of these competencies leads to enhanced effectiveness in everything that we do.
  • The ultimate goal is to be better leaders and increase the success of the organization. On average, 50% of leadership fails because of not meeting prescribed goals due to poor communication. High self-awareness provides the ability to monitor oneself and to understand how behavior has a powerful impact on others. Self-awareness is the spring board for enhancing the other EI competencies. Developing these social skills enhances the organizational relationship with followers and motivates an improved work ethic. The assessments of the ESCI and the BarOn EQ-I are able to identify strengths and weaknesses that enable one to reflect on situations where these abilities were prevalent. Professional coaching provides a safe non-judgmental space for the client to gain a deeper understanding of their behavior as related to emotional intelligence and understand the components for positive change.
  • Resonant Leadership as defined by Goleman, Boyatzis, & McKee in their book, Primal Leadership, is the ability to express the correct social and emotional competencies in relation to emotional behaviors at the right times to leverage leadership abilities. Martin Luther King Jr. was exceptional at implementing these abilities under duress and times of conflict to unite his followers and change the way the world operates in relation to his cause. Due to MLK’s emotional intelligence leadership, the world is a better place today and his leadership style is legendary.
  • The BarOn EQ-I has five composite areas of focus which are intrapersonal emotional intelligence, interpersonal emotional intelligence, stress management in relation to emotional intelligence, adaptability in relation to emotional intelligence, and general mood in relation to emotional intelligence. The BarOn EQ-I is fundamentally different from the ESCI because it takes cognitive, behavioral, and personality traits into consideration. This assessment has test-retest reliability and is cross-culturally valid. This assessment is a wonderful choice for analyzing emotional intelligence among leaders because it takes the external environment into account.
  • The above graph is a representation of the interpersonal sub-scale of the EQ-I and includes self-regard, assertiveness, emotional self-awareness, self-actualization, and independence. These five criteria that combine to define interpersonal intelligence are based on understanding the self concerning respect, expression of feelings, understanding emotions and potential, and an awareness around the emotional dependency of self. Developing these factors are important for leadership success because leading others begins with leading and understanding yourself.
  • The interpersonal sub-scales of the EQ-I include empathy, social responsibility, and interpersonal relationships. These three categories are associated with getting along with and understanding others. Empathy is about appreciating other’s feelings and this ability enables a mirror neuron in others that enables them to return the appreciation. Being involved in group settings fosters a sense of giving and contribution which is repaid with feelings of competence. Engaging the community on a constructive level enables the self to reach out to like-minded people which will build mutually satisfying relationships that can become extremely beneficial to overall health and leveraging success.
  • The dimension of adaptability concerning the EQ-I encompasses three sub-categories called reality testing, flexibility, and problem solving. These three concepts aid in the ability to adjust and regulate in regards to the situation. Crisis occurs daily and it takes an adaptable individual to deal with the constant struggle of problem solving and recreating balance. The leader must have these competencies for success and displaying these traits sends a message to followers that they are in good hands. Additionally, this will create a need in followers to mimic these abilities in order for them to move up into leadership positions within the company so these traits play a role in succession planning as well.
  • Stress tolerance is the ability to control strong emotions associated with crisis situations and impulse control is the ability to delay gratification or temptation.
  • General mood is optimal for leaders because of the direct effect on organizational climate. If the organizational climate is perceived as negative then everyone who works for the organization will follow this contagious mood and this behavior will trickle down to the client level causing an aversive perspective of the organization in terms of marketing and performance. The product of the organization can become contaminated due to the organizational climate which is a direct reflection of leadership (i.e. Bank of America). Promoting a positive mood includes exuding optimism which is a factor for promotion within the organization and having an overall quest for happiness. Expressing your joy with others is a fun way to lift the spirit of the organizational climate. Relax and have fun!!
  • Abraham Lincoln was renowned for his calm emotions and his unique ability to deal with paradox. As a leader, it is paramount to identify environmental patterns in advance and clearly communicate your interpretation clearly for a focused uniform response. These fifteen factors measured by the BarOn EQ-I are essential to leadership effectiveness. These abilities enable a leader to create an atmosphere of trust and understanding that synergizes the input of everyone involved.
  • Professional coaching is a unique discipline that encompasses confidentiality, non-judgment, listening, powerful questions to aid in reflection – Professional coaching creates understanding, shifts perceptions to take on a positive outlook, co-actively develops solutions and/or creates calls to action while providing accountability along the journey of the coach-client relationship. Coaching is not therapy, consulting, or counseling, but rather, a unique practice that focuses on positive forward movement that develops the individual’s personal & professional development.
  • Success at the leadership position is based on meeting prescribed goals. Change and ambiguity are commonplace for a leader and developing structures to meet goals is imperative to success. Identifying underlying beliefs and associated behaviors that are toxic to successful leadership is beneficial to the organization and the work climate. This will aid in enhancing worker satisfaction which will, in turn, enhance overall effectiveness through synergism for the entire corporation. Leaders are judged by the success of their team and improved relationship management is a priority for success which is where emotional intelligence plays a major role.
  • Executive coaching for leadership development uses confidentiality within a safe space that is non-judgmental. The coach-client relationship is based on creating action and positive progress that benefits everyone involved. Active listening is employed around the goals associated with leadership and assessments such as the ESCI and/or EQ-I are provided. The results of the assessments are reviewed by both the client and the coach who co-create solutions to the criteria that is illuminated. The goal is to identify any inconsistencies between the perception of self and the perception of followers in order to align values and beliefs associated with the improvement of the organization. Proper feedback is necessary for appropriate action and empathy is required and applied during the coaching relationship.
  • The Elite Leadership Model of Development is based on a seven stage transformational process. The coach & client become acquainted and develop a rapport to create a safe environment for learning and implementation. This communication stage is where all background information is obtained and all associated concepts are brought out into conscious awareness. The second stage uses assessments to get a more scientific view of the behaviors and beliefs associated with effective leadership. The next stage of assessments includes a multi-rater feedback that receives the feedback on basic concepts involving leader behavior from different layers in the organization. All information is then compared and contrasted to find patterns and out of place assumptions or phenomenon that needs addressing. This area is based on creating self-awareness for the leader and is a special requirement of successful leadership. Restructuring of beliefs and behaviors that the leader is comfortable with is implemented at the leaders discretion with the aid and support of the professional coach which is based on the findings. Proper instillation of identified concepts will lead to enhancing leadership effectiveness and over time will lead to leadership actualization.
  • This chart is a short breakdown of the definition of each step and leveraging the effectiveness of the work team is essential to winning in a overly competitive global work environment.
  • The foundations of resonant leadership begins with emotional and social competence in the multiple areas discussed in the ESCI and the EQ-I assessments. These assessments are successful when followed up with professional coaching. The potential successful leader will become resonant over the course of the seven stage leadership development process and reach leadership actualization when effectively implementing the required behavioral change needed for successful leadership.
  • This video represents the leader who holds the power of change in their hands, and with this power, comes great responsibility. A leader has the ability to change people’s lives for the better or for the worse. Te behaviors associated with emotional intelligence are mediators to other’s behaviors within the organization and causes a ripple effect of positivity or negativity. I hope this video can inspire you to do great things because you control that power to do so.
  • Thank you for introducing these wonderful tools and the great experience of learning emotional intelligence!!!
  • Transcript

    • 1. Keith Lawrence Miller The Million Dollar Coaching Company Emotional Intelligence Workshop © 2011, Keith Lawrence Miller, The Million Dollar Coaching Company, All Rights Reserved.
    • 2. © 2011, Keith Lawrence Miller, The Million Dollar Coaching Company, All Rights Reserved.
    • 3. Images above were copied with permission from The Emotional Intelligence Workshop at Teachers College, Columbia University, Fall 2011, Dr. Ciporen, Dr. Maltbia © 2011, Keith Lawrence Miller, The Million Dollar Coaching Company, All Rights Reserved.
    • 4. © 2011, Keith Lawrence Miller, The Million Dollar Coaching Company, All Rights Reserved.
    • 5. © 2011, Keith Lawrence Miller, The Million Dollar Coaching Company, All Rights Reserved.
    • 6. © 2011, Keith Lawrence Miller, The Million Dollar Coaching Company, All Rights Reserved.
    • 7. © 2011, Keith Lawrence Miller, The Million Dollar Coaching Company, All Rights Reserved.
    • 8. © 2011, Keith Lawrence Miller, The Million Dollar Coaching Company, All Rights Reserved.
    • 9. © 2011, Keith Lawrence Miller, The Million Dollar Coaching Company, All Rights Reserved.
    • 10. © 2011, Keith Lawrence Miller, The Million Dollar Coaching Company, All Rights Reserved.
    • 11. © 2011, Keith Lawrence Miller, The Million Dollar Coaching Company, All Rights Reserved.
    • 12. © 2011, Keith Lawrence Miller, The Million Dollar Coaching Company, All Rights Reserved.
    • 13. © 2011, Keith Lawrence Miller, The Million Dollar Coaching Company, All Rights Reserved.
    • 14.
      • Ideal Leadership:
      • Self-Awareness
      • Social Awareness
      • Empathy
      • Emotional Self-Control
      • Adaptability
      • Organizational Awareness
      • Coach & Mentor
      • Inspirational Leadership
      • Achievement Orientation
      • Positive Outlook
      • Influence
      • Conflict Management
      • Teamwork
      • Systems Thinking
      • Pattern Recognition
      Martin Luther King Jr. Is the ideal Emotionally Intelligent Leader. MLK exhibited all The Social & Emotional Competency Traits © 2011, Keith Lawrence Miller, The Million Dollar Coaching Company, All Rights Reserved.
    • 15. © 2011, Keith Lawrence Miller, The Million Dollar Coaching Company, All Rights Reserved.
    • 16. © 2011, Keith Lawrence Miller, The Million Dollar Coaching Company, All Rights Reserved.
    • 17. © 2011, Keith Lawrence Miller, The Million Dollar Coaching Company, All Rights Reserved.
    • 18. © 2011, Keith Lawrence Miller, The Million Dollar Coaching Company, All Rights Reserved.
    • 19. © 2011, Keith Lawrence Miller, The Million Dollar Coaching Company, All Rights Reserved.
    • 20. © 2011, Keith Lawrence Miller, The Million Dollar Coaching Company, All Rights Reserved.
    • 21.
      • Self-Regard
      • Emotional Self-Awareness
      • Assertiveness
      • Independence
      • Self-Actualization
      • Empathy
      • Social Responsibility
      • Interpersonal Relationship
      • Stress Tolerance
      • Impulse Control
      • Reality Testing
      • Flexibility
      • Problem Solving
      • Optimism
      • Happiness
      “ Abraham Lincoln Embodies the Resonant Leader and Represents the Categories that Identify an Emotionally Intelligent Leader” “ Emotionally Intelligent Leaders are Rewarded With Admiration and Respect - They leave Behind a Legacy of Resonance Built on Values and Morals that Provide Foundation” © 2011, Keith Lawrence Miller, The Million Dollar Coaching Company, All Rights Reserved.
    • 22.
      • Focused Around Positive Psychology
      • Coaching is about creating Action
      • Develops Personal & Professional Abilities
      • Used to Develop High Potential Leaders
      • Aids client in making Positive Change
      • Expedites learning concerning Multi-Rater Feedback
      © 2011, Keith Lawrence Miller, The Million Dollar Coaching Company, All Rights Reserved.
    • 23. © 2011, Keith Lawrence Miller, The Million Dollar Coaching Company, All Rights Reserved.
    • 24. © 2011, Keith Lawrence Miller, The Million Dollar Coaching Company, All Rights Reserved.
    • 25. © 2011, Keith Lawrence Miller, The Million Dollar Coaching Company, All Rights Reserved.
    • 26. © 2011, Keith Lawrence Miller, The Million Dollar Coaching Company, All Rights Reserved.
    • 27. © 2011, Keith Lawrence Miller, The Million Dollar Coaching Company, All Rights Reserved.
    • 28. (C) 2011, Keith Lawrence Miller, The Million Dollar Coaching Company, All Rights Reserved. http://youtu.be/_IgzjgRiDTc
    • 29.
      • (Slides 15-20) Bar-On EQ-I Picture, Copyright, 2011, Multi-Health Systems Inc. Bar-On, R. (2002) Bar-On Emotional Quotient Inventory. Multi-Health Systems Inc.
      • (Slide 2, 3-12, 14) Boyatzis, R., Goleman, D. (2007) Emotional and social competency inventory university edition workbook. Hay Group Transforming Learning
      • (Slides 2-12, 15-20) Buontempo, G., Cherniss, C., Ciporen, R., & Maltbia, T. (2011) Emotional intelligence workshop. Teachers College, Columbia University
      • (Slide 14) Goleman, D., Boyatzis, R., & McKee, A. (2002) Primal Leadership : Realizing the power of emotional intelligence. Boston: Harvard Business School Press.
      • (slide 2) Joseph, D. L., Newman, D.A. (2010) Emotional intelligence: an integrative meta-analysis and cascading model. Journal of Applied Psychology , 95, 54-78. 
      • (Slide 2) Mayer, J.D., Salovey, P., & Caruso, D. R. (2000). Models of emotional intelligence. Handbook of intelligence . New York: Cambridge University Press.
      © 2011, Keith Lawrence Miller, The Million Dollar Coaching Company, All Rights Reserved.