Emotional intelligence


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SOFT SKILLS WORLD takes pleasure in introducing itself as an experienced and competent conglomeration with more than 300 Training & Development professionals. This team represents key functional domains across industries.

We sincerely look forward to joining hands with your esteemed organization in our endeavour to create a mutually satisfying win-win proposition per se Organization Development interventions.

May we request you to visit us at http://www.softskillsworld.com/to have a glimpse of the bouquet of our offers .We have partnered with the best & promise you an excellent organizational capability building.

We firmly believe Hard Skills alone are not sufficient enough to enhance business success. Aligned with high performance organizational culture and given the right direction, Soft Skills is the best recipe for business success.

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  • Managing feelings so that they are expressed appropriately and effectively, enabling people to work together smoothly towards their common goals
  • Emotional intelligence

    2. 2. What is Intelligence?• Typically focused on – analytic reasoning – verbal skills – spatial ability – attention – memory – judgement• Murky concept with definitions by many experts...
    3. 3. What is Emotional Intelligence? EI – “Street Smarts”• Not aptitude, vocational interest, or personality• Can be improved by coaching, training and experiences A program for intra and inter personal effectiveness of the people
    4. 4. INTRAPERSONAL + INTERPERSONAL = EI This is inner intelligence we use This is outer intelligence we use to to know, understand and sense, understand & manage our motivate ourselves relationships with others1. Self-Awareness 4. Social Awareness2. Self Emotion Management 5. Empathy (Social Skills)3. Self Motivation The Core Capabilities
    5. 5. Short Clip on EI Vs IQ
    6. 6. Difference Between EQ and IQ IQ has been the traditional measure of ‘intelligence’ i.e. technical skills EQ means - how well a person can perform in a particular job. It is the capacity to recognize our own feelings and feelings of others, to motivate ourselves, and to manage our emotions and our relationship EQ has two major dimensions of competence: 1. Personal Competencies 2. Social Competencies
    7. 7. Another viewpoint for Emotional Intelligence (EI)?The capacity for recognizing our ownfeelings and those of others, for motivatingourselves, and for managing emotions wellin ourselves and in our relationships. •“Being nice” •Letting feelings hang out”
    8. 8. Personal Competence(How well we manage ourselves) There are three components of Personal Competence I. Self-Awareness II. Self-Regulation III. Motivation Know one’s own strengths and limitations
    9. 9.  Focus on professional and personal improvement Look for opportunities to improve a development area Seek feedback from staff, at all levels Acknowledge strengths, personal attributes as well as areas for improvement
    10. 10.  Capable of showing restraint when working under conditions of stress, frustration and tension Maintain a balance between one’s professional and personal lives Know when and how to say “No” Be open to candid feedback, continuous learning and self- development Thirst for constructive criticism Present oneself with self-assurance
    11. 11. Value of taking time for self- awareness requires abilities• To recognize appropriate body cues and emotions• To label cues and emotions accurately• To stay open to unpleasant as well as pleasant emotions• Includes the capacity for experiencing and recognizing multiple and conflicting emotions
    12. 12.  Manage one’s impulsive feelings and distressing emotions during stressful situations by staying calm and composed Build trust by demonstrating reliability Admit one’s own mistakes and assume responsibility for them. Take tough, principled stands, even if they are unpopular Follow through on promises and commitments Tactfully confront other colleagues, if their behavior is less than ethical
    13. 13.  A passion to reach goals with energy Maintain a result-oriented, high drive in order to meet standards and objectives Make sacrifices and contributions above and beyond the call of normal duty to meet larger organizational goals Take pride in and be passionate above your own work Deviate from established rules and procedures, when necessary, to get the job done Mobilize others, through extraordinary, enterprising efforts Persist in reaching goals, despite obstacles and setbacks
    14. 14. Social CompetenceIt has two competencies I. Social Awareness / Empathy – Understanding others’ feelings and concerns and treating them accordingly II. Social Skills – Ability to find common ground and building rapport to induce desirable responses in others
    15. 15.  Be attentive to emotional signals, listen well, be sensitive and understanding of others’ perspectives Offer to help out based on an understanding of others’ needs and feelings. Give timely and regular guidance / coaching Seek ways to increase colleagues’ satisfaction and loyalty
    16. 16.  Respect and relate well to individuals of varied backgrounds Understand diverse work views and be sensitive to group difference Generously and gladly offer appropriate assistance Challenge others’ biases and intolerances Understand a colleague’s perspectives and act as a trusted advisor
    17. 17. Developing empathy links to • Greater emotional stability • Greater interpersonal sensitivity • Better job performance Developing empathy
    18. 18.  Develop skills at influencing and winning people over Seek mutual understanding Welcome the sharing of information, plans and resources with other colleagues fully Deal with difficult issues in a straightforward manner Foster open communication, stay open-minded to negative, as well as positive news.
    19. 19. The danger of the socially nice personality • Have you ever met a nice person, but the “bells have gone off?” • Charisma draws in but not always to desired ends, e.g., Hitler, Jim Jones. • Empathy can be faked; so can other emotions. The art of social relationships--managing emotions in others
    20. 20. Some Gender Differences• More willing to • Greater need for compromise social connectedness connectedness for • Have a wider range of independence emotions• Not as good as women at • Better at reading this emotions• Less adept than women • Better at developing overall social strategies overall • Perhaps more engaged• More physiologically in marital conflict overwhelmed by marital conflict
    21. 21. The EI Framework Self Others Self Social Awareness Awareness There is only corner of universe The ways that people treat usAwareness that can be certain of improving : are reflections of the ways we that is your own self treat ourselves Self Motivation Self E-motion Social Management - Is the spirit that moves SkillsActions Managers need to get to know and trust their people as individuals instead of relying on There is nothing either good or bad systems and controls. but thinking makes It so Direct personal contact and coaching keeps managers appraised of real business challenges through a shared understanding
    22. 22. EI Competence ModelSelf Awareness Social AwarenessAbility to see ourselves to be aware of Ability to • Our Goals – Immediate & Long-term • Know boundaries of relationships • Beliefs about us and others • Check out Expectations • Things that drive us to work • Review Own perceptions • Rules we live by • Review others’ perception of you Motivation • Values we hold dear • Examine interactions • Our Inner voice • Adopt positive Self-Talk • Determine the desired outcomes • Build your “A” Team (SupportSelf Management Network) Social Skills • Find an inspirational Mentor Ability to • Create an Environment where you will feel Happy Ability to help others to• Recognize Stressful feelings• Take time out • Develop their emotional capability• Shift focus away from racing mind or disturbing • Resolve differencesemotions • Solve problems• Look for more effective response to this stressful • Communicate effectivelysituation • Become motivated• Listen to what the heart says
    23. 23. EI Importance to the Workplace• Enhance cognitive processes• Decision Making• Encouraging flexibility and change• Organizational culture management• Shift to team based workplace
    24. 24. Importance of EI in Organizations The higher you go, the more EI matters--the more SOCIAL COMPETENCE matters• Workplace EQ traits – influence, communication, leadership, change catalyst, conflict management, building bonds, collaboration and cooperation; team capabilities• Army Values – leadership, duty, respect, selfless service, honor, integrity, personal courage
    25. 25. Importance of EI to Organizations, too• 50% of work satisfaction is determined by the relationship a worker has with… his/her boss.• EI is a prerequisite for effective leadership across borders. – Requires a high level of self-mastery and people skills; ability to put yourself into the positions of others.
    26. 26. EQ Map• Developed by Esther Oriolo and Robert K Cooper  “Unique non-judgmental, interactive approach to assessing many areas including emotional intelligence, stress, self-esteem, resiliency, and creatively.” (Cherniss, Goleman 2001, 118) Success Building Trusting Relationships Increasing Energy and Creating the Future Effectiveness Under Innovation Pressure Unique Potential Initiative
    27. 27. Managing one’s own emotions• EI is like a smoke alarm--we’re not good at influencing whether a particular emotion will arise. EI tells us something is arising.• We do have tremendous individual variability in the degree to which we can consciously limit the duration of unpleasant emotions and the degree of influence over the behaviors which may arise. Self regulation
    28. 28. Out of control emotions• Impair reasoning (even smart people sometimes act stupidly)• May increase the likelihood that chronic emotional problems will result, (e.g., clinical depression or chronic anxiety or hostility) Managing one’s own emotions
    29. 29. Emotional development• We develop external strategies first• Then we develop The social strategies more strategies• Girls do better at the better developing strategies overall Managing one’s own emotions
    30. 30. Using emotions to maximize intellectual processing and decision making• As a person matures, emotions begin to shape and improve thinking by directing a person’s attention to important changes, (e.g., a child worries about his homework while continually watching TV. A teacher becomes concerned about a lesson that needs to be completed for the next day. The teacher moves on to complete the task before concern takes over enjoyment. Mayer and Salovey, 1995 self motivation
    31. 31. Utilizing mild emotional swings to perform one’s options more effectively • “Gut feeling” can be used to effectively guide decisions--a neurological understanding of how unconscious and conscious gut feelings guide decisions, e.g., when prioritizing, emotions help move the decisions. • Harness emotions to promote or hinder motivation. (Anxiety, hostility, sadness) • Emotional swings to increase the accuracy of one’s perspective on future events. Using emotions to maximize intellectual processing and decision making
    32. 32. What is Your EQ??? Let’s Have a Test
    33. 33. There are instruments to measure EI...• Take time for mindfulness• Recognize and name emotions• ID the causes of feelings• Differentiate having the emotion and doing something about it• Learn optimism to challenge distortion• Learn distraction techniques• Listen to voice of experience• Develop Listening skills
    34. 34. Advantages of Using EI• Paper appearances can be deceiving• Candidates aware of emphasis placed on emotional intelligence within the organization• IQ can indicate what profession an individual can hold, EQ will be a more powerful predictor of performance
    35. 35. Disadvantages of Using EI• EI dependent on situational factors• Assumes stability across all situations• Length of testing – sufficient proof?• Congruency between self-evaluation and recruiter evaluation• Certain jobs not dependent on level of Emotional Intelligence
    36. 36. Conclusion• Different EI components are more relevant depending on specific job requirements• Training can be used as a way to increase EI of employees• Bar-On provides the only statistically proven method of determining an individual’s EI, therefore choose methods wisely• Must consider that EI is a relatively new method for predicting job performance, and longer studies may be required to confirm validation of methods
    37. 37. Tan Q