This session will provide an opportunity to other training professionals to learn more about how to create a culture that will demonstrate intent in regard to developing leaders using the components of emotional intelligence (EQ). This session aims to answer why EQ is important in today’s leaders. Participants will engage in a class activity to better understand how they can use emotional intelligence in their own roles, why to use it in leadership development and how to get started within their own organizations.
Emotional Intelligence involves our ability to recognize, understand, and utilize our emotions in a constructive manner. How much impact does this have in the workplace: a lot! Research shows it is the strongest predictor of performance and the foundation for critical leadership skills. This full-day program provides participants with a framework of the personal and social dimensions of emotional intelligence, and provides concrete strategies for applying these skills in the workplace.
Emotional Intelligence involves our ability to recognize, understand, and utilize our emotions in a constructive manner. How much impact does this have in the workplace: a lot! Research shows it is the strongest predictor of performance and the foundation for critical leadership skills. This full-day program provides participants with a framework of the personal and social dimensions of emotional intelligence, and provides concrete strategies for applying these skills in the workplace.
Emotional intelligence taps into a fundamental element of human behaviour that is distinct from your intellect.The communication between your emotional and rational ?brains? is the physical source of emotional intelligence.
The pathway for emotional intelligence starts in the brain, at the spinal cord. Your primary senses enter here and must travel to the front of your brain before you can think rationally about your experience.The awareness that emotional intelligence has become an important job skill, even surpassing technical ability, has been growing over the last number of years.As teamwork becomes increasingly important in the workplace, people who are able to understand, get along with and work well with others will become increasingly sought after. Highly emotionally intelligent people have well developed people skills allowing them to develop relationships with a diverse range of personalities and people from various cultures and backgrounds. People who are able to work well with others have sought after attributes in an increasing globalization and evolving diverse workplace.
Emotional Intelligence in the Workplace by Gina WilloughbyThe HR SOURCE
This session will introduce the four elements of the Emotional Intelligence (or Emotional Quotient EQ) (self-awareness, self-management, social awareness, and relationship management) & why it is critical in order to be successful in the workplace today.
Learning Outcomes
1. Define the four elements of emotional intelligence
2. The importance of using emotional intelligence in the workplace
3. Unlike IQ, understanding how emotional intelligence can be developed in order to enhance interpersonal and career success using specific strategies
4. Explore strategies to improve their emotional intelligence in order to improve overall communication effectiveness
About the Guest:
Gina Willoughby is a master facilitator, keynote speaker, executive coach and an organizational development expert . Gina is CEO of Willoughby Consulting Group, Inc. (WCG, Inc.) and has a background in Industrial Psychology. Gina's innovative and dynamic style has been empowering organizations to succeed in today’s highly complex business environment.
Ms. Willoughby has worked with a variety of organizations including federal government agencies, commercial companies as well as non-profit environments with a creative approach to delivering consistently high quality results that positively impact the bottom line.
An increasing amount of studies have demonstrated that emotional intelligence is essential for workplace success. Understand its relationship within the workplace and get tips on how to implement emotionally intelligent practices in your company with this PowerPoint. Emotional Intelligence PowerPoint Presentation Content slides include topics such as: 6 points on the importance of Emotional Intelligence in the workplace, 6 points on the difference between Emotional Intelligence and IQ, 5 Major categories of EI, 9 tips to improve your emotional intelligence, 13 points on the relationship between EI, Leadership, & Retention, 12 points on EI and Hiring Decisions, 5 slides on the Sales Implications of EI, 5 points on EI and Negotiation, 8 points on EI and Organizational change, 7 points on EI and Decision making, 7 points on EI and mentorships, 11 points on group emotional intelligence, 4 points on the future of EI, 5 slides for final action steps, and much more. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
Our leadership coaching is designed for effective leadership skills by providing leadership training. Join our online Effective leadership for developing leadership skills and coaching skills
The OPRA Group have been working with GENOS on Emotional Intelligence (EI) since the early 2000s. This gives us a unique perspective on how EI theory has developed and been applied to maximise organisational success.
The following presentation discusses the basics, and basis, of the GENOS model of EI. This is now the foundation of the award winning leadership programmes offered by OPRA.
This program explores how you can leverage EQ competencies to enhance performance and productivity in your organization.
Emotional Intelligence refers to a set of emotional and social skills and competencies that influence the way we perceive and express ourselves; develop and maintain social relationships; cope with challenges; and use the information in emotions in effective and meaningful ways.
* Online course: https://www.voiceofthebusinessacademy.com/course/emotional-intelligence-ei-leadership-development
Emotional Intelligence (EI) is the ability to understand and manage your own emotions, and those of the people on your team or around you. People with a high degree of emotional intelligence know what they're feeling, what their emotions mean, and how these emotions can impact others.
For leaders, having emotional intelligence is essential for success in business. The five primary elements of emotional intelligence are self-awareness, self-regulation, motivation, empathy, and social skills. To be effective, the better a leader relates to and works with others, the more successful they will be.
This webinar will step you through all of the elements of emotional intelligence and how to incorporate them into your leadership development to improve relationships, build trust, and create a teamwork culture. The more that you, as a leader, manage each of these elements, the higher your emotional intelligence. So, let's look at each element in more detail and examine how you can grow as a leader.
What is Emotional Intelligence?
Why EI is important?
Daniel Goleman
five key elements under two different categories
Self-Awareness
Self-Regulation or Management
Motivation
Empathy
Social or Interpersonal Skills
Benefits of Higher Emotional Intelligence
Some Key Points
Emotional intelligence taps into a fundamental element of human behaviour that is distinct from your intellect.The communication between your emotional and rational ?brains? is the physical source of emotional intelligence.
The pathway for emotional intelligence starts in the brain, at the spinal cord. Your primary senses enter here and must travel to the front of your brain before you can think rationally about your experience.The awareness that emotional intelligence has become an important job skill, even surpassing technical ability, has been growing over the last number of years.As teamwork becomes increasingly important in the workplace, people who are able to understand, get along with and work well with others will become increasingly sought after. Highly emotionally intelligent people have well developed people skills allowing them to develop relationships with a diverse range of personalities and people from various cultures and backgrounds. People who are able to work well with others have sought after attributes in an increasing globalization and evolving diverse workplace.
Emotional Intelligence in the Workplace by Gina WilloughbyThe HR SOURCE
This session will introduce the four elements of the Emotional Intelligence (or Emotional Quotient EQ) (self-awareness, self-management, social awareness, and relationship management) & why it is critical in order to be successful in the workplace today.
Learning Outcomes
1. Define the four elements of emotional intelligence
2. The importance of using emotional intelligence in the workplace
3. Unlike IQ, understanding how emotional intelligence can be developed in order to enhance interpersonal and career success using specific strategies
4. Explore strategies to improve their emotional intelligence in order to improve overall communication effectiveness
About the Guest:
Gina Willoughby is a master facilitator, keynote speaker, executive coach and an organizational development expert . Gina is CEO of Willoughby Consulting Group, Inc. (WCG, Inc.) and has a background in Industrial Psychology. Gina's innovative and dynamic style has been empowering organizations to succeed in today’s highly complex business environment.
Ms. Willoughby has worked with a variety of organizations including federal government agencies, commercial companies as well as non-profit environments with a creative approach to delivering consistently high quality results that positively impact the bottom line.
An increasing amount of studies have demonstrated that emotional intelligence is essential for workplace success. Understand its relationship within the workplace and get tips on how to implement emotionally intelligent practices in your company with this PowerPoint. Emotional Intelligence PowerPoint Presentation Content slides include topics such as: 6 points on the importance of Emotional Intelligence in the workplace, 6 points on the difference between Emotional Intelligence and IQ, 5 Major categories of EI, 9 tips to improve your emotional intelligence, 13 points on the relationship between EI, Leadership, & Retention, 12 points on EI and Hiring Decisions, 5 slides on the Sales Implications of EI, 5 points on EI and Negotiation, 8 points on EI and Organizational change, 7 points on EI and Decision making, 7 points on EI and mentorships, 11 points on group emotional intelligence, 4 points on the future of EI, 5 slides for final action steps, and much more. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
Our leadership coaching is designed for effective leadership skills by providing leadership training. Join our online Effective leadership for developing leadership skills and coaching skills
The OPRA Group have been working with GENOS on Emotional Intelligence (EI) since the early 2000s. This gives us a unique perspective on how EI theory has developed and been applied to maximise organisational success.
The following presentation discusses the basics, and basis, of the GENOS model of EI. This is now the foundation of the award winning leadership programmes offered by OPRA.
This program explores how you can leverage EQ competencies to enhance performance and productivity in your organization.
Emotional Intelligence refers to a set of emotional and social skills and competencies that influence the way we perceive and express ourselves; develop and maintain social relationships; cope with challenges; and use the information in emotions in effective and meaningful ways.
* Online course: https://www.voiceofthebusinessacademy.com/course/emotional-intelligence-ei-leadership-development
Emotional Intelligence (EI) is the ability to understand and manage your own emotions, and those of the people on your team or around you. People with a high degree of emotional intelligence know what they're feeling, what their emotions mean, and how these emotions can impact others.
For leaders, having emotional intelligence is essential for success in business. The five primary elements of emotional intelligence are self-awareness, self-regulation, motivation, empathy, and social skills. To be effective, the better a leader relates to and works with others, the more successful they will be.
This webinar will step you through all of the elements of emotional intelligence and how to incorporate them into your leadership development to improve relationships, build trust, and create a teamwork culture. The more that you, as a leader, manage each of these elements, the higher your emotional intelligence. So, let's look at each element in more detail and examine how you can grow as a leader.
What is Emotional Intelligence?
Why EI is important?
Daniel Goleman
five key elements under two different categories
Self-Awareness
Self-Regulation or Management
Motivation
Empathy
Social or Interpersonal Skills
Benefits of Higher Emotional Intelligence
Some Key Points
Emotional intelligence, definition models importance
Emotional Intelligence involves a combination of competencies which allow a person to a aware of, to understand, and to be in control of their own emotions, to recognize and understand the emotions of others, and to use this knowledge to foster their success and the success of others.
Emotional Intelligence for Smart Leadershipmctenzyk
We know today that emotional intelligence matters for leadership. So just how do you develop your emotional intelligence to impact business results? It is not as complicated as you think.
Developing a learning and development (L&D) blueprint means aligning strategy, determining how you can best source and deliver training to your people, and supporting long-term development in your organization. Drawing upon examples from likely and unlikely sources, we’ll discuss how to design and build a winning L&D team.
This session explores the design of persona-based learning maps to support manager-employee development discussions. Employees in participating organizations are assigned a “learning persona” based on their role. Skills and learning activities are then varied based on the needs of different groups.
Many organizations are great at creating strategy yet struggle to implement even 50 percent of their strategic objectives. Their objectives are rarely too difficult or unattainable; rather it comes down to the capacity and capability of the organization’s leadership. In this session, learn how teaching managers and staff how to lead effectively can expedite the execution of your strategic objectives and position your organization to outperform your competitors.
Choosing a variable for measuring the impact of training in your organization can seem daunting. However, the probability of behavioral change is low if management, the trainee and the trainer are not on the same page. The Four Moments of Truth™ (4MOT) is a process for transforming learning into performance. In this session, learn about the blueprint that connects learning to behavior change and behavior change to tangible results.
Have you ever spent months creating content for a training project only to find the focus shifted half way through development? After years of using ADDIE, organizations are beginning to shift to agile learning design to alleviate challenges presented during content development. In this hands-on session, we will discuss what makes agile different from traditional instructional design methodologies and teach you how to incorporate agile into your content development projects.
Resilience, the combination of durability and sustainability, is one of the most valuable skills our workers can have in our ever-changing work environments. However, leaders and training professionals often emphasize getting through a change process rather than building change resilience to make their employees more adaptable. In this session, attendees will learn three strategies to help employees navigate change, as well as create a plan to help employees, managers and leaders be more effective and resilient in the workplace.
Successful leadership requires multidimensional skills, yet leadership programs often fail to deliver multidimensional training. In this session, we will explore approaches to leadership development that increase the probability of success for leadership development programs. This fun and fast-paced session is divided into three interactive parts: a technology-based activity, a traditional presentation and a game show. Each section will address essential elements for developing successful leaders.
Despite the need for bilingual workers having significantly increased over the past five years, only 10 percent of U.S. citizens identify as bilingual. Corporate trainers are feeling the pressure to build language skills among their existing employees. In this session, learn how to conduct a needs analysis to address the specific language needs of your organization and design a program that meets them. Attendees will also learn how to develop clear metrics and leverage data to document real-world success in the acquisition of language skills.
Every learning and development role comes with its challenges. These challenges are often exacerbated in highly regulated industries. Whether it’s pressure from the top, resistance from learners or the constraints of compliance, there is always a problem to address. However, that shouldn’t mean you’re stuck with the same monotonous learning strategies. In this session, learn how to incorporate new technology to create innovative learning that increases competency and improves retention within your organization.
One-on-one reviews with management are crucial to delivering supportive, constructive and developmental feedback. This communication allows employees to improve their performance and develop their potential for future opportunities. Presently, many organizations are eliminating their outdated and indefensible performance appraisal programs with a new approach to talent development. In this interactive session, discover the principles and practices associated with conducting successful one-one-ones.
Artificial intelligence is present to some degree in most industries and organizations. In order to differentiate ourselves from the automated workforce, we must leverage our most valuable skill set: our social intelligence. In this session, discover strategies you can apply to help your employees and your organization become more versatile, resilient, agile and socially intelligent in a technology-driven workforce.
Badges and microlearning have become popular training tools, but learning professionals should be wary of old, tired practices dressed as new, hot trends. Learning and development teams must shift their focus from quantifying how much training someone has attended to examining what an employee can do as a result of their attendance. This highly interactive session will focus on best practices for implementing competency-based learning within your organization.
The internet makes buying anything a deep dive into product review, consumer ratings and price comparisons, especially when buying a car. With more than 20 million monthly visitors and 8,000 car dealers adding inventory to its online catalog, the Edmunds.com leadership team is looking toward effectiveness practices to maintain their business and customer trust. In this session, learn how Edmunds.com chose to innovate in process and technology to create a scalable and sustainable model for transforming salespeople into an effective sales team.
When defining diversity and inclusion in your organization, it is integral to maintain alignment among your internal stakeholders. Establishing a unified, aligned vision and language in your diversity and inclusion programs will increase engagement among employees. In this session, we will discuss the meaning of diversity and inclusion and how to communicate this meaning to your organization, as well as how to implement inclusive practices in the workplace for a better tomorrow.
Leading a science and technology-based organization requires leadership that bridges the gap between science, technology and business. However, leadership experts often fail to adapt their training to meet the needs of top scientists and engineers. Learning and development professionals must prepare scientists, engineers and IT experts to become effective leaders through customized leadership training. In this session, learn how to successfully recruit your technical experts into leadership training programs and adapt leadership training to reach technical experts more effectively.
Both experiential and immersive training are crucial when developing an intelligent, efficient and effective workforce that can compete in today’s economy. Experiential training allows employees to develop new skills, while immersive training is most effective in precipitating behavioral change. In this session, attendees will learn the difference between experiential and immersive training, as well as when and how to implement both methods.
Strategically integrating training throughout your change management plan is essential for successful outcomes This session provides a framework for collaboration between change management and training. This presentation examines elements of a structured change management plan, and will equip you to identify change agents within your organization. Scenario-based discussions provide an atmosphere for sharing best practices.
Organizations quickly discovered going global needed more than just feet on the ground in another location in order to be effective. Values and language dictate differing attitudes toward leadership, followership and performance. Through culture hacking, leaders can develop advanced listening skills that allow them to understand emotional signs, body language and cultural norms in their employees. In this session, you will learn the importance of localization when conducting international business and apply culture hacking concepts.
A successful and established coaching culture is integral to employee development, employee engagement and positive business results. Therefore, developing managers who provide their employees with differentiated coaching experiences are critical to your company’s success. In this session, you will learn how to effectively build and maintain a strong coaching culture, as well as how to measure your coaching program’s success.
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Emotional Intelligence and Leadership
1. The author’s affiliation with The Cincinnati Insurance Companies and Arby’s Restaurant Group is provided for identification
purposes only, and is not intended to convey or imply Cincinnati Insurance’s / Arby’s Restaurant Group concurrence with, or
support for, the positions, opinions, or viewpoints expressed by the author.
2. “Emotional Intelligence refers to the
capacity for recognizing our own
feelings and those of others, for
motivating ourselves, and for
managing emotions well in
ourselves and our relationships.”
By Daniel Goleman
3.
4.
5. Conventional Performance
• Sign of weakness
• No place at work
• Avoid emotions
• Avoid emotional people
• Pay attention to thoughts
• Distract us
• Barrier to control
• Undermine authority
High Performance
• Sign of strength
• Essential in business
• Emotions trigger learning
• Seek out emotional people
• Listen for emotion
• Motivate us
• Build trust and connection
• Generate influence with
authority
6. Self Awareness: Understanding yourself / emotions
Self Management: Ability to manage yourself / emotions
Social Awareness: Understanding others emotions /
Empathy
Social Skill: Ability to manage others emotions
Self Motivation: Confidence / resilience to bounce back
17. “…The people who will become the leaders, the people who will
become the star performers, are the ones who have the strengths
in the key emotional intelligence abilities."
Daniel Goleman, Ph.D.
Founder, Emotional Intelligence Services
18. 90% of top performers are also high in emotional intelligence
Leaders at a top-five US government agency experienced a 63%
improvement in quality of their relationships
Leaders at one of the largest US not-for-profit health systems
experienced a:
93% improvement in their ability to handle conflict effectively.
57% improvement in their ability to deal effectively with change.
54% improvement in their ability to communicate clearly and
effectively.
20. Brilliant TED Talks That
Will Boost Your Emotional
Intelligence
Kelly McGonigal: How to
make stress your friend
Arianna Huffington: How to
succeed? Get more sleep
Laura Trice: The power of
saying thank you
Daniel Goleman: Why aren't
we more compassionate?
Mandy Len Catron: Falling
in love is the easy part
21. For leaders who excel in emotional intelligence, the
sky is the limit not only for yourself, but for your
people.
Editor's Notes
Define emotional intelligence
It’s not touchy, feely, it’s not being cold or not showing emotions
It’s about knowing how we and others feel
Knowing how to use our passions to motivate ourselves and others
It’s about our ability to understand and use the power of our emotions wisely
5 Competencies of EQ Defined
Self Awareness – understanding yourself / emotions
Self Management – ability to manage yourself / emotions
Self Motivation – confidence / resilience to bounce back
Social Awareness – understanding others emotions
Social Skill – ability to manage others emotions
Exercise – list as many emotions / feelings as you can
4 Primary Emotions – Mad, Sad, Glad and Scared
As we are more self aware, we are better able to identify emotions…not to dwell on but to overcome and be more understanding
Self Awareness
Ability to understand our emotions and impact on performance and relationships
Realistic evaluation of our strengths and limitations
Ability to maintain a positive sense of self worth
Why understand our emotions?Can’t change behaviors if we don’t understandOur behaviors are driven by emotions
Have you ever responded to a situation based on an emotion and not realize it?
We are not always aware of how our behaviors affect others
Self Management
Ability to keep disruptive emotions and impulses under control
Manage ourselves / responsibilities
Skill at adjusting to changing situations
Overcoming obstacles
Stanford University Study4 year olds and marshmallows that highlight impact of self management choice between eating 1 marshmallow now or wait 15 min and eat 2 children who waited averaged 210 points higher on SAT children who did not wait, showed tendencies to be irritated easily, pick fights and have more stress
Goal setting rule – don’t sacrifice what you want now for what you want the mostThat’s what self management is all about
Hot buttons – what causes us to lose control? Traffic? Email rudeness
How do we control response?Avoid triggering events (don’t discuss when tired or hungry) put things in perspective respond intentionally verses reactively – the one thing we can do have is control!
Self Motivation
Confidence to pursue goals – resilience to bounce back
Passion for feedback – genuine
Optimism regarding ability to succeed
Initiative to grow
Choose your attitudeBelieve that you can and take accountability
Determination and resourcefulness beats talent
Mistakes not as failures, but as opportunities for growth
Resilience to overcome, don’t allow setbacks to derail us
Successful people, do they hit a homerun every time? Always make the right decision?
Examples of setbacks? 360 feedback, don’t dwell on the 1 or 2 negative comments
How changing your perspective can change your motivation
Social Awareness
Skill at sensing others emotions / their perspective
Ability to recognize their needs
Putting the needs of others ahead of our needs – being genuine
Key to social awareness – Listening
Barriers to listening? External and Internal? Get examples External – noise, visual distractions, setting, fidgeting, appearance, mannerismsInternal – closed minded, judging, boredom, preconceptions, impatience, time, ego
Be aware of barriers and work to eliminate as many of them as possiblewe are all good listeners when everything is going greatwhen pressure is on…another story! We don’t listen, when we need to be listening the most
What are some characteristics of active listening?eye contact, nodding, repeating, full attention, don’t interrupt, ask good questions
Example: Orange
People think that there has to be a winner and a loser – they struggle when we can simply negotiate
Two sisters fought over an orange – the intelligent response would be to cut the orange in half, but because they talked about what they both wanted and actually listened to one another, they realized that one sister wanted the orange peel to make a cake with, while the other sister wanted to simply make orange juice ---- emotional intelligence at it’s best!
Active listening:
Hear – respond
Hear – understand – think/interpret – respond
Listen with more than our ears – listen with our eyes and hearts
Intuition? Who is good at this? Is this a special ability?when you walk into a restaurant or a meeting, can you feel the atmosphere or morale?
Exercise – Video Clip: test your intuition (clips without volume)
We all have the ability – emotions don’t just go away
Social Skill
Ability to take charge and inspire
Defuse disagreements and orchestrate resolutions
Raise the skills of others through feedback and guidance
Not enough to just identify the emotions – we have to care enough to do something about them
It’s not just the “right thing to do”
Harvard Business Review research shows that leaders that are optimistic, sincere and others focused have higher profit margins
Leaders are the key source of the tone of an organization
What are you building when you build trust and relationships? Loyalty
For leaders who excel in emotional intelligence – the sky is the limit not only for yourself, but for your people
Emotional Intelligence is more of a predictor than IQ
IQ is the threshold, it gets you in the game, but EQ allows you to achieve the best results
Something to remember as we talk through this today
Common sense is not always so common
Studies have found that EQ
Is a required competency for effective leaders
Is the #1 predictor of professional success and personal excellence
Affects organizational profitability and performance
Selection - Corporations are listing emotional competencies as criteria for new hires.
Success - Emotional competencies have been found to be the best differentiators between average and star performers
TalentSmart tested emotional intelligence alongside 33 other important workplace skills, and found that of all the people they studied at work, they found that 90% of top performers are also high in emotional intelligence.
Increased employee tenure
Increased job satisfaction
Job and company engagement
Improved bottom line
On the flip side, just 20% of bottom performers are high in emotional intelligence.
Increased Performance and Bottom Line Results
Emotional intelligence can be developed over time…maturity. Training, coaching and feedback can also substantially improve Emotional Intelligence.