Napoleon said that the only permanent conquests that leave no regrets are those over ourselves. The document then provides an introduction to emotional intelligence, defining it as the capacity to understand our own feelings and those of others to motivate ourselves and manage emotions in relationships. It discusses four clusters of emotional intelligence: self-awareness, self-management, social awareness, and relationship management.

1.  Napoleon say that “The only conquests which are
permanent and leave no regrets are our
conquest over our selves.”

2. Session Objectives
 After completion of this session, students will be able to:
Define what is emotional intelligence
Discuss why is it important to know about emotional
intelligence
Describe four clusters of emotional intelligence
Explain how does EI help us at home and at work
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3. Discussion points
 Would you like to be more effective in your work and in your personal life?
 Would you like to be able to better understand what you are feeling and why?
 Would you like to be able to participate more consciously in what you feel and
how you respond, rather than just reacting in the same old patterns that you
always have?
 Would you like to have more friends or be able to be closer and more open with
the friends you have now?
 Would you like to be able to better monitor and motivate your progress toward
your short- and long-term goals?

4. Discussion points
4
• What emotions have
you experienced in
the past 48 hours?
How you responded
for that emotions?
How you evaluate
your response it?
Good/bad?
• What emotions do
you experience most
often and how do you
express them?
• How your emotions
influence your life at
work and at home?
• What triggers your
emotional
reactions?
- People? -
Places?
- Times? -
Words?
• What you want to
avoid or amend
regarding it?
• How you evaluate
emotion of your

5. Introduction
 In most managerial situations, we try to be
rational and logical about our management
responsibilities.
 Few managers in today’s workplaces understand
much about Emotional Intelligence
 Emotional intelligence also plays a critical role
in conflict resolution.

6. Introduction
 It is important for every body to manage emotions
 Everyone can profit from enhancing his or her emotional
intelligence,
 Because it important construct has a positive impact on human
performance, leading to personal effectiveness and eventually to
overall well-being.
 Good leader know when to display emotion and when to delay
them.
 The bottom line in managing your emotions is that you should
put other – not your self –first in how you handle and process
them.

7. Introduction
 Management experts say that there are personal
characteristics called emotional intelligence which are
responsible for the ways how we behave, how we feel,
how we relate to others, how well we do at our jobs,
and how healthy we are.
 The twenty-first century leaders will be those who can
demonstrate a greater empathy and concern for people
issues and those who do not rely on position or rank for
their status.

8. Introduction
 The emotionally intelligent manager prepares and plans
for important social interactions
 Emotional intelligence is well established as a critical
aspect of successful leadership.
 The greater the leadership responsibility, the more
important our emotional intelligence competencies.
 Emotional Intelligence can move you from management
to leadership,
 Our emotions directly affect our day-to-day life.

9. What is Emotional Intelligence
Emotional intelligence (EI) is the capacity for
understanding our own feelings and the feelings of
others, for motivating ourselves, and for managing
our emotions effectively in our relationships.
 knowing what feels good, what feels bad, and
how to get from bad to good.
 It refers to emotional management skills which
provide competency to balance emotions and
reason so as to maximize long term happiness.
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10. What is Emotional Intelligence…
 “Emotional intelligence is the ability of an
individual to appropriately and successfully
respond to a vast variety of emotional inputs
being elicited from inner self and immediate
environment.
 Emotional Intelligence refers to the array of
personal-management and social skills that allows
one to succeed in the workplace and life in
general.
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11. What is Emotional Intelligence…
 Emotional intelligence constitutes three
psychological dimensions such as emotional
competency, emotional maturity and emotional
sensitivity, which motivate an individual to
recognize truthfully, interpret honestly and
handle tactfully the dynamics of human
behaviour”.
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12. What is Emotional Intelligence?
• Emotional intelligence is not about being nice all the
time. It is about being honest.
• Emotional intelligence is not about being “touchy-
feely.” It is about being aware of your feelings, and
those of others.
• Emotional intelligence is not about being emotional.
It is about being smart with your emotions.

13. Skills of Emotional Intelligence
 The Emotionally Intelligent Manager is organized
around an ability based approach to emotional
competencies
 These intelligent approaches are the four emotional skills
around which The Emotionally Intelligent Manager
should build them selves :

14. Skills of Emotional Intelligence
1. Read People: Identifying Emotions. We must accurately
identify emotions in others and be able to convey and express
emotions accurately to others in order to communicate
effectively.
2. Get in the Mood: Using Emotions.
 How we feel influences how we think and what we think about.
 Emotions direct our attention to important events; they ready
us for a certain action, and they help guide our thought
processes as we solve problems

15. Skills of Emotional Intelligence
3. Predict the Emotional Future: Understanding
Emotions.
 Emotions are not random events.
They have underlying causes; they change according
to a set of rules, and can be understood.
Knowledge of emotions is reflected by our emotion
vocabulary and our ability to conduct emotional
what-if analyses.

16. Skills of Emotional Intelligence
4. Do It with Feeling: Managing Emotions.
 Because emotions contain information and influence
thinking, we need to incorporate intelligently into
our reasoning, problem solving, judging, and
behaving.
 This requires us to stay open to emotions, whether
they are welcome or not, and to choose strategies
that include the wisdom of our feelings.

17. Skills of Emotional Intelligence

18.  Emotional intelligence, then, consists of these four
abilities:
 To identify how people feel,
 To use emotions to help you think,
 To understand the causes of emotions, and
 To include and manage emotions in your decision
making to make optimal choices in life.

19. Six Principles of Emotional Intelligence
 Our approach to emotional intelligence begins with these
six principles:
1. Emotion is information.
2. We try to ignore emotion, but it doesn’t work.
3. We try to hide emotions, but we are not as good at it as
we think.
4. Decisions must incorporate emotion to be effective.
5. Emotions follow logical patterns.
6. Emotional universals exist, but so do specifics.

20. 20
What is Emotional Intelligence?...
 Emotional intelligence consists of two dimensions, intrapersonal
intelligence and interpersonal intelligence.
 Intrapersonal intelligence – “being intelligent in identifying our
own thoughts and feelings (self awareness) and being effective
at dealing with those thoughts and feelings (self management)”.
 Interpersonal intelligence – “being intelligent in identifying the
thoughts and feelings of others and between others (other
awareness) and being effective in how we tailor our actions to
work with others most appropriately (relationship management)”.
 Intrapersonal intelligence + Interpersonal Intelligence =
Emotional Intelligence

22. Want to Master your emotional
intelligence?
Understanding the four skills
Self-
Awareness
Self-
Management
Social
Awareness
Relationship
Management
Personal
Competence
Social
Competence
What I See What I Do

23. Self-
Awareness
Self-
Management
Social
Awareness
Relationship
Management
Personal
Competence
Social
Competence
Personal Competence
Personal Competence- Your
ability to stay aware of your
emotions and manage your
behavior and tendencies.
Self-awareness- Your ability to
accurately perceive your own
emotions and understand your
tendencies across situations.
Self-management- Your ability
to use your awareness of your
emotions to stay flexible and direct
your behavior positively.

24. Self-
Awareness
Self-
Management
Social
Awareness
Relationship
Management
Personal
Competence
Social
Competence
Social Competence
Social Competence- Your
ability to understand other people’s
moods, behaviors, and motives in
order to improve the quality of
your relationships.
Social awareness- Your
ability to accurately pick up on
emotions in other people and
understand what is really going on
with them.
Relationship management-
Your ability to use your awareness
of your emotions and the emotions
of others to manage interactions
successfully.

25. 1- Self-Awareness
 Self-Awareness is the ability to accurately sense and identify
personal feelings, along with the ability to understand and
evaluate them.
 To be fully aware of your feelings you must first identify
them, and then you must acknowledge and accept them.
 Self-awareness is concerned with knowing about your own
internal states, preferences, resources, and perceptions.
 As you become more self-aware, you become better able to
be in touch with your own feelings.
 It is the ability to think about your very thought process
 It enable us to examine even the way we see our self –
paradigm , the most fundamental paradigm of effectiveness
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26. 1- Self-Awareness…
 Self-awareness is very important to achieving success at
work.
 Not being in touch with your own feelings in sufficient
degree can handicap your overall effectiveness.
 Individuals who have high self-awareness are able to
conduct accurate self-appraisals, are self-confident, are
reliable, welcome feedback, perceive situations
accurately, and are willing to take risks for what they
believe to be right.
 Emotional self-awareness is the ability to recognize your
own emotions and their effects, to identify how you
react to signals in the environment, and to understand
how your emotions affect your overall performance.
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27.  Independent will : our ability to act based on our
self awareness , free of all other influences.
 Imagination . The ability to create in our minds
beyond our present reality
 We have conscience- the inner awareness of the
right and wrong

28. 1.1. Accurate Self-Assessment
 Accurate self-assessment is the process of
identifying your inner resources, abilities,
strengths, and acknowledging and accepting
your limits.
 It is based on the desire to receive feedback and
new standpoints about yourself and is motivated
by the desire for continuous learning and self-
development.
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29. 1.2. Self-Confidence
 Self-confidence is a positive and balanced attitude
having to do with the Self dimension.
 Self-confidence is your own belief in your capability to
accomplish a task.
 Self-confidence includes acknowledging and confirming
that you are the best person for the job that you are doing.
 It is also about conveying your ideas and opinions in a
confident manner and having a positive impacted on
others.
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30. Confidence or Arrogance?
 Low self-confidence affects job performance, but
another kind of self-confidence problem is
equally incompatible with EI: arrogance.
 Over-confidence or pseudo-confidence is
destructive, and does not belong in today’s
organization
 Low Self-Confidence OR True self confidence

31. 2 - Self-Management
 Self-Management is the ability to understand your emotions and
then use that understanding to turn situations to your benefit.
 Self-management is also the ability to use your feelings to reason
well and act intentionally.
 Self-management is important because when people are able to
better managing their emotions, they do better in life.
 People who are good managers of their emotions are open to
change, effective in mood management, consistent in stress
management, they are intentional, productive, and behave in a
reasonable and rational way.
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32. Six Competencies within Self-Management
 The Self-Management cluster contains six
basic competencies or subcategories:
1. Emotional self-control
2. Trustworthiness
3. Consciousness
4. Adaptability
5. Optimism
6. Initiative
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33. 2.1. Emotional Self-Control
 People have two choices when it come to their emotion : they can master
their emotion or mastered by them.
 Emotional self-control is the ability to keep impulsive feelings and
emotions under control.
 Self-control is based on our having a positive self-attitude and
enough self-knowledge to make the right decision about what to
do with an emotion.
 Self-control means balancing our emotions — not too little
control of emotions, and not too much.
 It is being able to restrain negative actions when provoked, when faced
with opposition or hostility from other people, or when working under
pressure.
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34. 2.1. Emotional Self-Control
 Individuals in which this competency is highly developed:
◦ Deal calmly with stress
◦ Display impulse control and restraint
◦ Stay posed and positive, even in trying moments
◦ Think clearly and stay focused under pressure
 Lack of Self-Control
 There are two ways in which lack of emotional self-control
canget us in trouble: (1) not controlling our emotions enough,
and (2) over-controlling our emotions,
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35. 2.2. Trustworthiness
 Trustworthiness is maintaining standards of honesty and
integrity.
 It includes communicating intentions, ideas, and feelings
openly, and welcoming openness and honesty in others.
 Trust is the single most important factor in building
personal and professional r/ships .
 It is the glue that binds followers and leaders together
 More than any thing else followers want to believe in and
trust their leaders
 People first must believe in you before they will follow
your leadership.
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36.  Integrity is the glue that holds our way of life
together.
 Images are is what people think we are .but
integrity is what we really are .
 We must constantly strive to keep our integrity
intact.
 Integrity builds a solid reputation

37. 2.3. Conscientiousness
Conscientiousness is about taking responsibility for
personal performance.
 It reflects an underlying drive for being reliable and
delivering quality work
 I know of no more encouraging facts than the
unquestionable ability of man to elevate his life by
conscious endeavor .
 Conscience –a deep awareness of right and wrong
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38. 2.4. Adaptability
 Adaptability is the ability to be flexible and
work effectively within a variety of changing
situations and with various individuals and
groups.
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39. 2.5. Optimism
 Optimism is about seeing the world as a glass that is
“half-full” rather than “half-empty”.
 It is the ability to see good in others and in the situations
at hand.
 Threats are viewed merely as opportunities that can be
acted upon and taken advantage of to achieve optimal
outcomes.
 Optimism is an emotional competence that leads to
increased productivity
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40. 2.6. Initiative
 Initiative is the ability to identify a problem,
obstacle, or opportunity and take action on it.
 Planned actions to achieve objectives
 People with initiative are consistently striving to
do better, to experience new challenges, and to
be held accountable for their actions and ideas.
 Take fresh perspectives and risks in their thinking
 Discernment : described as the ability to find the root of the
matter and it relies on intuition as well as rational thought .
 Management consultant Robert Heller has this advice . ‘ Never
ignore a gut feeling , but never believe that is enough . It enables
you to use both your gut and your head to find the best option.
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41. 3 - Social Awareness
 Social awareness refers to how people
handle relationships and awareness of
others’ feelings, needs, and concerns.
 It is the ability to recognize and
appropriately respond to the emotions and
feelings of others.
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42. Three Competencies within Social
Awareness
 The Social Awareness cluster contains
three basic competencies or subcategories:
Empathy
Organizational awareness
 Service orientation
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43. Empathy
 Empathy is about understanding other people.
 It is the ability to hear and understand accurately
unspoken or partly expressed thoughts, feelings, and
concerns of others.
 People with empathy are able to constantly pick up on
emotional cues, and they can appreciate not only what
people are saying but also why they are saying it.
 Individuals in which this competency is highly developed:
◦ Are attentive to emotional cues and listen well
◦ Accurately read people’s moods or nonverbal cues
◦ Respect and relate well to people of diverse
backgrounds
◦ Shows sensitivity and understand of others’
perspectives
◦ Help out based on understanding other people’s
needs and feelings 43

44. Organizational Awareness
 It is the ability to understand the power relationships in one’s group
or organization.
 This includes the ability to identify the real decision makers and
who can influence them. It is also about recognizing the values and
cultures of organizations and how they affect the way people act
and behave.
 Individuals in which this competency is highly developed:
◦ Understand the political forces at work in the
organization
◦ Accurately read key power relations in groups or
organizations
◦ Understand values and culture of groups or
organizations
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45. Service Orientation
 It is anticipating, recognizing, and meeting
other people’s needs.
 It means focusing ones efforts on others, and
reaction to the requests of others.
 Individuals in which this competency is highly
developed:
◦ Are in harmony to providing satisfaction to
others
◦ Match their services to meet others’ needs
◦ Gladly offer appropriate assistance
◦ Makes themselves available to others
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46. Why is Having Social Awareness
Important?
 Social awareness is very important for
creating and maintaining good working
relationships with other people.
 People high in social awareness can feel what
other people are feeling and can put
themselves in their shoes.
 People who are high in social awareness are
able to read non-verbal cues, read messages
conveyed by facial gestures, posture, eye
movement, and body language.
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47. 47
Emotional Skills Managers Should
Learn
I. Emotional competency
II. Emotional maturity
III. Emotional sensitivity
I. Emotional competency
 Tackling Emotional Upsets
 High Self-esteem
 Handling Egoism
 Handling Inferiority Complex

48. 48
Emotional Skills Managers Should
Learn…
II. Emotional Maturity
◦ Self-Awareness
◦ Developing Others
◦ Delaying Gratification
◦ Adaptability and Flexibility
III. Emotional Sensitivity
◦ Understanding Threshold of Emotional Arousal
◦ Empathy
◦ Improving Inter-personal Relations
◦ Communicability of Emotions

49. 49
IQ v/s EQ (Intelligence Quotient
v/s Emotional Quotient)…
 The research shows that IQ can help you to
be successful to the extent of 20 percent
only in life. The rest of 80 percent success
depends on your EQ.
 Intelligence does not correlate highly with
success on the job.
 In other words, being highly intelligent and
using your cognitive skills do not guarantee
success.

50.  A good manager can get by with an average IQ,
but needs a higher than average EQ.
 IQ is required for performing a job.
 EQ is required from the performer to remain
stable always and to continue his/her
performance at the same level and or to increase
it progressively
 An efficient use of both IQ and EQ contribute
towards the success of an organization.
 It is all about what we call the qualities of both
head and heart.
50
IQ v/s EQ (Intelligence Quotient v/s
Emotional Quotient)…

51. 51
CAN EQ BE DEVELOPED?
YES. You can develop your EQ by upgrading your
emotional skills. The popular thinking that EQ is
entirely inherited is incorrect.
 Emotional Intelligence is not fixed at birth.
There is no emotional intelligence genes as such
that we know of today.
It is something one has learned.

52. Can EQ be developed at any stage/age of
personal or professional life.
 YES. You can upgrade your emotional skills
at any stage of your life.
 In fact, age and maturity are positively
correlated with the EQ.
 Same is not true about IQ which is more or
less static.
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53. Strengths of Leaders who are
Emotional Intelligent
 Emotional intelligence is essential in effective
leadership and has a direct impact on work
performance.
 Empathy and sensitivity to people’s feelings.
 Self-aware and able to control their impatience
or anger so they do not short-circuit
conversations.
 Ability to react well to change are good at
building relationships.

54. Strengths of Emotional Intelligent leaders
• Participative
Management
• Putting people at ease
• Self-Awareness
• Straightforwardness
and composure
• Building and mending
relationships
• Easy flow of
communication
• Creates a low stress
work environment
• Having everyone on
the same page.
Working toward the
same goal
• Able to react quickly to
unforeseen problems
and find solutions
Benefits of
Emotional
Intelligent Leaders
Benefits to
organization

55. Weaknesses
Leaders who lack emotional
intelligence;
 Tend to have difficulty in building
relationships.
 Typically poor communicators, and not able
to handle hardship or change.
 Tend to not be self-aware: little control over
their composure and unaware how their

56. Weaknesses of non Emotional Intelligent
leaders
• Not self aware
• Have problems
communicating with
team members
• Not good at
developing
relationships
• Have trouble
controlling emotions
and are seen as
• Creates stressful work
environment
• Disconnect with
employees
• Lack of communication,
no clear direction
• Seen as incompetent
by other employees
• Have trouble adapting
to change and handling
Detriments to
individual
Detriments to
organization

57. Why is it Important to Develop My
Own Emotional Intelligence?
 Recent research suggests that the competencies
associated with emotional intelligence are not
set at birth, but that the emotional
competencies can indeed be learned and
developed.
 There are many benefits associated with
developing your own emotional intelligence
capabilities, and those benefits range from the
personal to the organizational.
◦ The higher your emotional intelligence, the more
likely you are to succeed in personal and
professional relationships.
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58. Why is it Important to Develop My Own
Emotional Intelligence ?...
◦ There is a strong correlation between well-
developed emotional intelligence and personal
self-satisfaction and overall self-confidence.
◦ Having a good understanding of yourself, your
strengths, and your weaknesses is essential to
superior performance when on the job.
◦ When your emotional intelligence is fully
developed, it is easier to work well under
constantly changing circumstances and to act on
your ideas in ways that benefit the organization.
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59. How Does Emotional Intelligence Help
Us?
 Understanding emotions offers insights into
what motivates people and others’ points of
view.
 There is evidence to suggest that emotionally
intelligent leadership is the key to creating a
work climate in which employees are nurtured
and encouraged to do their best.
 High performing managers had higher levels of
self-awareness, self-management capability,
social skills, and organizational knowledge which
are all considered part of emotional intelligence
and are learned responses that are needed for
superior leadership.
59

60. How Does Emotional Intelligence
Help Us?...
 A high emotional quotient (EQ) has been
identified as a key factor in leadership
success.
 Other studies have concluded that the
management of group members’ emotions is
an important part of the leadership process,
emotional displays have large effects on
perceptions of leaders, and leaders who
successfully manage group processes can
substantially influence performance
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61. Personal Benefits of
Emotional Intelligence
 Greater career success
 Stronger personal relationships
 Increased optimism and confidence
 Better health
Professional Benefits of Emotional
Intelligence
 Effective leadership skills
 Improved communication
 Less workplace conflict
 Better problem solving skills
 Increased likelihood of promotion

63. Aristotle’s Challenge
“Anyone can become angry - that is
easy. But to be angry with the right
person, to the right degree, at the
right time, for the right purpose, and
in the right way- that is not easy.” -
Aristotle

64. Questions?
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