Emotional intelligence (ei)


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Emotional intelligence (ei)

  1. 1. Emotional Intelligence (EI)Let your emotions work for you, not against you
  2. 2. Emotional Intelligence“the subset of social intelligence that involves ability tomonitor one’s own and other’s feelings and emotions, todiscriminate among them and to use this information toguide one’s thinking and actions.”-- Salovey and Mayer “the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and in our relationships.”-- Daniel Goleman
  3. 3. Managing your emotions – is what we call as Emotional Intelligence (EI)
  4. 4. Emotional Intelligence• Emotional Intelligence is the ability of an individual to deal successfully with other people , to manage one’s self, motivate other people, understand ones own feelings and appropriately respond to the everyday environment
  5. 5. Emotional Intelligence• Emotional Intelligence doesnt mean being soft – it means being intelligent about emotions – a different way of being smart. Emotional intelligence is your ability to acquire and apply knowledge from your emotions and the emotions of others in order to be more successful and lead a more fulfilling life.
  6. 6. NeedEmotional Intelligence is very important formanagers as it is one of the importantdeciding factor for relationshipmanagement resulting in motivation,retention , self management & managingothers.
  7. 7. Have you come across these situations??… Relationship Problems – when you fail to communicate what you need; when you lose the confidence of your team members; when you are acknowledged as – “never approachable” Rage in the Workplace – Outburst of emotions Failure to advance in career – losing track of the actual purpose! Poor decision making capability – Pre-occupied with frustrated thoughts High rate of attrition in your team (healthy or bad!) – People start leaving you…not the job. Think! They start moving away from your vision Lack of complete delegation – Lack of trust leading to micromanaging, when it actually can be avoidedThis happens when we neglect to manage our emotions…
  8. 8. What happens when we manage our emotions??Personal mastery over our life’s purpose & intentionEmpathy ApproachablePersonal influence that enable us to Problem solver Leaderadvance our purpose Drives the Vision Ignites the bestA tenacity to face and resolve both internal performanceand external conflictSolve issues related to morale at workBe more approachableAdvance in decision making and logicalthinking under any amount of pressureBe the most wanted Manager anyone wouldwant to work for..
  9. 9. Components of Emotional Intelligence Definition Hallmark The ability to recognize and understand your Self-confidenceSelf moods, emotions and drives as well as their effects Realistic Self developmentAwareness on others Self-deprecating sense of humor The ability to control or redirect disruptive impulses Trustworthiness & integritySelf- and moods. The propensity to suspend judgement Comfort with ambiguityRegulation to think before acting Openness to change A passion to work for reasons that go beyond Strong drive to achieveMotivation money or status Optimism, even in the face of The propensity to suspend judgement –to think failure before acting Organizational commitment The ability to understand the emotional makeup of Expertise in building andEmpathy other people retaining talent Skill in treating people according to their emotional Cross-cultural sensitivity reactions Service to clients and Proficiency in managing relationships and building customers Effectiveness in leading changeSocial Skills networks Persuasiveness An ability to find common group & build rapport Expertise in building & leading teams
  10. 10. How then can one improve emotional intelligence?• Pay attention to self and other’s body language• Listen more; speak less- develops empathy• Get curious, not furious- Watch what you say especially when frustrated or annoyed. Reframe negative emotions into curiosity - " ... this makes absolutely no sense to me" can be replaced with, "Do you see something in this that I must be missing”• Elicit pride in others – Reason for working together• Remember that emotions are contagious - A dominant persons emotions (negative or positive) always influences others. Leaders should be careful to show only those emotions, which they want to see in others
  11. 11. Checklist – for building an Emotionally intelligent teamSelf Awareness Relationship Self- Motivation Relationship awareness Management ManagementDoes the team Is the team able Does bullying Does the team Do teamknow it’s to accept each occur? have a sense of members feelpurpose? other? purpose? valued and listened to?Importance of Is the team What Do they know Would theyachieving the aware of it’s mechanisms are how their job fits recommend youpurpose? shortcomings? in place to resolve into the big as a good boss team conflict? picture? to work for?Team Solicits Is the team What is the Do you know Do they takehonest taking measures emotional tone set what motivates efforts to referfeedback? to correct by your leadership each member? people from themselves? (negative/positive) outside?Does the team What are you How Is EI Do they What is the tonelearn from doing to help reinforced, contribute above of ourmistakes? your team encouraged or and beyond the communication advance? rewarded? expected? with your team?Any serious How long does it How is work-life Does each Do they take theissues within the take a new balance member often extra effortteam, you are entrant to be encouraged? get feedback? required to getnot aware of productive? the work done?
  12. 12. Emotional Intelligence • In Working with Emotional Intelligence, author Daniel Goleman defines EI in the workplace as the ability of employees to recognise: • Their own feelings • The feelings of others • What motivates them • How to manage their emotions, both in themselves and in relationships with others
  13. 13. Leaders with empathy are able to understand their employees’ needsand provide them with constructive feedback, he says
  14. 14. Why Emotional Intelligence is necessary for managers Helps managers handle Teaches managers cope when change & adversity & setback uncertainty hits organisation or their personal lives.
  15. 15. Why Emotional Intelligence is necessary for managers Help them being focussed and stayHelp them manage effective relationship. on track by remembering purpose & vision.
  16. 16. EQ & Managers• Emotional Intelligence is very important for managers as their behaviour & treatment of their people determine turnover and retention of the company.Managers & supervisors are the direct line of contact for the employees.They interact daily with individuals who have distinct needs, wants & expectations.They significantly influence the attitudes, performance & satisfaction of employees within their departments & other departments.
  17. 17. EQ is very important for managers asthey are direct line of contact & theirbehaviour & treatment determinesretention & turnover
  18. 18. EQ & Managers• The stress of trying to lead and satisfy so many peoples changing needs and expectations can be overwhelming, to say nothing of the demands from upper management. Being both firm and caring at the same time 85 % percent of turnover is causes many to feel reportedly due to an inadequate inadequate for the role.. relationship between the employee and their direct supervisor
  19. 19. EQ & ManagersEnhancing EI skills enables Supervisors and Managers to regulate their emotions andmotivate themselves more effectively – allowing them to manage their own emotionalturmoil effectively and demonstrate compassion and empathy for their employees.
  20. 20. All employees want a supportive,IT also provides them with the courage to push against caring Supervisor or Manager who hasthe system to make necessary changes for their people. their best interests at heart
  21. 21. Example to illustrate how EQ can positively or negatively impact ones career and the organization:• Debra Benton reports in her book, Lions Dont Need to Roar, "I was stunned ... college courses had not addressed the importance of people skills or being a team player. That lack of knowledge cost me my job." She thought work was all about producing results. While working with an outplacement firm, Debra met other high producers who had lost their jobs for the same reason. That lack of people management cost her job
  22. 22. The number one-factor that sets high-poweredprofessionals apart from the pack is a high level ofemotional intelligence, compassion and energy tofunction in a team environment Debra soon learned that shooting stars have a short life cycle if they are unable to relate to and understand others.
  23. 23. An Example of EQ Suppose that the morning of a big presentation you have a fight with any of your family member. Not a big argument— maybe just one of those unnerving spats about who forgot to pick up the dry cleaning—so your morning doesn’t get off on the right foot. Then you car is punctured upping your stress level a bit more. When you arrive at work, there’s a problem with the elevators, causing more delay. Arriving at the conference room for your presentation, you find that the sound system doesn’t work and the caterer hasn’t shown up with refreshments. Your junior associate—who was supposed to call the caterer—bears the brunt of your anger that has been building since you left the house.
  24. 24. Types of EQ
  25. 25. Developing EI in the workplace• Developing emotional intelligence in the workplace means acknowledging that emotions are always present, and doing something intelligent with them. People vary enormously in the skill with which they use their own emotions and react to the emotions of others —and that can make the difference between a good manager and a bad one.
  26. 26. Importance of Emotional IntelligencePeople derail because of classicemotional failings, not the lackof technical skills –Developingemotional intelligence can helpcompanies generate productive& profitable outcome.Themanager who knows how tostay motivated understress ,motivate others, navigatecomplex interpersonalrelationships, inspire othersand build teams who is anunchallenged expert on aproduct or service will getsuperior results
  27. 27. Components of Emotional Intelligence• There are five parts to it. One is knowing what youre feeling. The second is managing your feelings, especially distressing feelings. The third is self- motivation, the fourth is empathy and the fifth is managing relationships
  28. 28. Rage in the workplaceRelationship Problems
  29. 29. Poor decision making capability
  30. 30. failure to advance in career
  31. 31. EQ versus IQ
  32. 32. EQ verses IQ• In the business world so much of emphasis has been placed on intellect.Intellect has proven invaluable invaluable to drive our success in business.Process and procedures based on analysis,logic,strategies are critically important• However to get the higher level of competence in business we must blend the progress that we have made in using intellect & IQ with the invaluable competencies of EQ.
  33. 33. COMPARING IQ EQNear cortex. Inners of Cortex .Individual’s analytical, Ability to perceive ,access,logical, rational abilities. generate emotions to assist to understand emotions and emotional meanings.Measure of individuals Measure of the personal andpersonal information bank social intelligence of overall(one’s memory, vocabulary, intelligence.visual coordination).Pretty much set Not fixed.
  34. 34. SIGNS OF HIGH EQAbility to read non verbal communication Intrinsically motivated No dominance of negative emotions.Expresses feelings freely Does not internalize failure Ability to identify concurrent feelings Ability to balance feelings Is optimistic/realistic Empathizes Acts out of desire SIGNS OF LOW EQ Avoids responsibility Avoids socialization Substitute relationships Inability to express feelings Lays guilt trips on you Emotional dishonesty Poor listener Lacks empathy Carries grudges Exaggerates/ minimizes feelings Lacks integrity, sense of conscienceInsecure and defensive Over pessimistic/optimistic Rigid/inflexible