Emotional IntelligenceTeam Building Workshop


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Clarify Vision, Mission and Strategy
Develop Emotional/Social Intelligence
Improve Team Accountability Behaviors
Develop a Positive Accountability Action Plan

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Emotional IntelligenceTeam Building Workshop

  2. 2. LEARNING OBJECTIVES l Clarify Vision, Mission and Strategy l Develop Emotional/Social Intelligence l Improve T eam Accountability Behaviors l Develop a Positive Accountability Action Plan
  3. 3. MISSION. VISION, VALUES & STRATEGY l Alignment & Engagement l Focus on Results
  4. 4. EMOTIONAL INTELLIGENCE IS THE ABILITY TO… l recognize our own feelings and those of others, motivate ourselves, and manage emotions well in ourselves and in our interpersonal relationships.
  5. 5. FIVE COMPETENCIES OF EQ l Self-Awareness-Ability to recognize and understand your moods, emotions, and drives, as well as their effect on others. l Self-Regulation-Ability to control impulses and moods. l Motivation-Passion to pursue goals with energy. l Empathy-Awareness of others’ feelings. l Social Skill-Proficiency in managing relationships.
  6. 6. EMPATHY l Starts with self-awareness. l The ability to see things from the other’s point of view. l Y ou can recall some of the same feelings. l Sharing and identifying with emotional states.
  7. 7. EMPATHY QUESTIONS 1. “Can you say more about that?” 2. “Really? That’s interesting. Can you be more specific?” 3. “I wasn’t aware of that. Tell me more.” 4. “I’m curious about that…let’s discuss this in more depth.” 5. “Let me see if I understand you correctly… here is what I heard you say…” 6. “How do you feel about that? What are some of your concerns?”
  8. 8. SOCIAL INTELLIGENCE l Intelligent about and in relationships l Acting wisely in human relationships l Interpersonal “neural ballet”
  9. 9. BarOn EQi l Emotional Intelligence (EQ) Assessment
  10. 10. WIZARD of OZ VIDEO CLIP l Accountability and Team Building Lessons
  11. 11. TONY ROBBINS/AL GORE TED CONFERENCE VIDEO CLIP l http://www.youtube.com/watch?v=Cpc-t- Uwv1I
  12. 12. FIVE DYSFUNCTIONS OF A TEAM TEAM ASSESSMENT l Embracing Accountability
  14. 14. ABOVE THE LINE l Above The Line Steps to Accountability See It, Own It, Solve It, and Do It l See It means acknowledging the problem l Own It is to assume responsibility for the problem and the results l Solve It means to formulate solutions to remedy the situation l Do It commands the practical application of the solutions identified
  15. 15. BELOW THE LINE l Below The Line is where the self- professed victims play The Blame Game l Mindset of Wait and See, Confusion/Tell Me What To Do, It’s Not My Job, Ignore/Deny, Finger Pointing, and Cover Your Tail
  16. 16. SELF- SELF-MANAGEMENT QUESTION l “What else can I do to rise above my circumstances and achieve the results I want?”
  17. 17. EMBRACING ACCOUNTABILITY l The willingness of team members to remind one another when they are not living up to the standards of the group (FEEDBACK)
  18. 18. SUMMARY – EMBRACING ACCOUNTABILITY l Accountability on strong teams occurs directly among peers l Peer pressure and distaste of letting down colleagues will motivate a team player more than fear of punishment or rebuke l Team leader must demonstrate willingness to confront difficult issues
  19. 19. THE 11 COMMANDMENTS FOR AN ENTHUSIASTIC TEAM 1. Help each other be right…not wrong. 2. Look for ways to make new ideas work… not for reason’s they won’t. 3. If in doubt…check it out! Don’t make negative assumptions about each other. 4. Help each other win and take pride in each other’s victories. 5. Speak positively about each other and your organization at every opportunity. 6. Maintain a positive mental attitude no matter what the circumstances.
  20. 20. THE 11 COMMANDMENTS FOR AN ENTHUSIASTIC TEAM 7. Act with initiative and courage as if it all depends on you. 8. Do everything with enthusiasm… it’s contagious. 9. Whatever you want…give it away. 10. Don’t lose faith…never give up. 11. Have fun! Ian Percy 1991
  21. 21. TEAM ACCOUNTABILTY FEEDBACK EXERCISE l Behavioral Competency Contribution to Strength of Team l Behavioral Competency Contribution to Team Area for Development
  22. 22. FUNDAMENTAL ATTRIBUTION ERROR l Attribute other people’s success to their environment and our own success to our character
  23. 23. PERFORMANCE FEEDBACK l Constructive l Focused l Direct l Behavioral l Actionable
  24. 24. GROUND RULES l No pushback or defensiveness l Ask questions only for clarification l As you listen, take notes
  25. 25. ACTION PLAN: l Identify one accountable behavior to improve l Provide helpful feedback to another shareholder or employee l Coach another shareholder or employee
  26. 26. UNLEASHING OUR POTENTIAL “Our deepest fear is not that we are inadequate. Our deepest fear is that we are powerful beyond measure. It is our light, not our darkness, that frightens us.” Nelson Mandela
  27. 27. Dr. Maynard Brusman Consulting Psychologist & Executive Coach Working Resources P .O. Box 471525 San Francisco, California 94147 T el: 415-546-1252 E-mail: mbrusman@workingresources.com Web Site: http://www.workingresources.com Subscribe to Working Resources Newsletter: http://www.workingresources.com Visit Maynard's Blog: http://www.workingresourcesblog.com