Presenter: Dr. Maynard Brusman
l Discuss a workable definition of Emotional
Intelligence in leadership.
l Understand the five domains of Emotional
l “EI” Exercise to explore personal strengths and
vulnerabilities related to EI.
l Develop an EI Action Plan resulting in improved
self-management & career transition success.
is the ability to…
l recognize our own feelings and those of
others, motivate ourselves, and manage
emotions well in ourselves and in our
l Up to 90% of the difference between
outstanding and average leaders is linked to
emotional intelligence. EI is twice as important
as IQ and technical expertise combined, and is
four times as important in overall success.
l Research by the Center for Creative
Leadership found the primary cause of
derailment in executives involves deficits in
1. Change 2. Teamwork 3. Interpersonal
l More than 50% of employees lack the
motivation to keep learning and improving.
l Four in 10 people cannot work cooperatively.
l 70% of all change initiatives fail because of
people issues – inability to lead, lack of
teamwork, unwillingness to take initiative, and
inability to deal with change.
EI vs. IQ
EI key to success in the
l EI is the ability to bring people together and
l EI is the trust to build productive relationships.
l EI is the resilience to perform under pressure.
l EI is the courage to make decisions.
l EI is the strength to persevere through
EI vs. IQ
l Ei is the vision to create the future.
l EI is a skill. Skills can be learned.
l Employees in an emotionally intelligent
company empowered to contribute fully.
l Emotionally intelligent organization
creates innovative products & services,
and exceptional customer loyalty.
Five Competencies of Emotional
Intelligence at Work
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
l Motivation-Passion to pursue goals with energy.
l Empathy-Awareness of others’ feelings.
l Social Skill-Proficiency in managing
SECOND THAT EMOTION
l Relationships determine who owns the
l Successful organizations hire based on EI
The Peter Principle and EI
l People are frequently promoted to their
level of incompetence.
l Individuals are often promoted because
of their technical expertise, when the
needed skills are managing people.
l The technical expert can become a poor
l Avoid Conflict and Challenge
l Negative Internal Dialogue
l Unrealistic Expectations
l Blaming Others
l Recognize which emotions you are
l Become aware of the connection between
your feelings, thoughts and actions.
l Recognize how feelings affect
l Guided by values.
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
l According to Goleman, empathy represents
the foundation skill for all the social
competencies important for work.
1. Understanding others
2. Service orientation
3. Developing others
4. Leveraging diversity
5. Political awareness
1. “Can you say more about that?”
2. “Really? That’s interesting. Can you be more
3. “I wasn’t aware of that. Tell me more.”
4. “I’m curious about that…let’s discuss this in
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?”
l Aware of strengths and weakness
l Reflective, learn from experience
l Open to feedback
l Seek continuous learning and self-
l What is a current challenge that leads to
l What feelings does that situation trigger?
l What thoughts trigger those feelings?
l What are some new ways to build
relationship in this situation?
l What positive outcome can be generated?
l Identify 3 strengths
l Identify 3 growth areas
l Develop a plan to improve specific skill
l Move action forward with a coach
“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.”
Dr. Maynard Brusman
Consulting Psychologist & Executive Coach
P .O. Box 471525 San Francisco, California 94147
T el: 415-546-1252
Web Site: http://www.workingresources.com
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