Tom Esch, President, Creating Resolution, LLC
• Do you ever get into trouble with challenging interpersonal situations?
• Do your emotions ever get in the way of your productivity?
• Did you know that 90% of high performers are also high in emotional intelligence?
• Did you know that emotional intelligence correlates positively to conflict prevention and resolution?
• Did you know that you can grow your emotional intelligence?
We all have challenges, at times, when attempting to collaborate with others on a given project. Our increasingly stressful work worlds present valuable opportunities to learn how to integrate differences. We will explore the hidden power in emotional intelligence and how to respond appropriately and effectively during stressful situations.
Whether it is business process or business intelligence, you will be smarter, more adept at professional relationships and more successful as you understand and increase your capacity for emotional intelligence.
Mel feller looks at why you should be happy over giving into adversity by mel...Mel Feller
Mel Feller Looks at Why you Should be Happy Over Giving into Adversity by Mel Feller
How happy are you? Is it a stressor when you are asked whether you are happy? On the other hand, do you have to work at happiness or do you wake up in the morning in a stellar mood? What if you could take a few simple steps toward happiness and stay away from negativity or adversity?
The power of positive thinking is an incredible power to harness. Here are three steps I, Mel Feller, try to undertake when I need to flip my switch in my brain to “Happy”:
Presentation about Leadership and Emotional Intelligence made in Phoenix, AZ in October 2014 at PMI (Project Management Institute) North America LIM (Leadership Institute Meeting).
Mel feller looks at why you should be happy over giving into adversity by mel...Mel Feller
Mel Feller Looks at Why you Should be Happy Over Giving into Adversity by Mel Feller
How happy are you? Is it a stressor when you are asked whether you are happy? On the other hand, do you have to work at happiness or do you wake up in the morning in a stellar mood? What if you could take a few simple steps toward happiness and stay away from negativity or adversity?
The power of positive thinking is an incredible power to harness. Here are three steps I, Mel Feller, try to undertake when I need to flip my switch in my brain to “Happy”:
Presentation about Leadership and Emotional Intelligence made in Phoenix, AZ in October 2014 at PMI (Project Management Institute) North America LIM (Leadership Institute Meeting).
Clarify Vision, Mission and Strategy
Develop Emotional/Social Intelligence
Improve Team Accountability Behaviors
Develop a Positive Accountability Action Plan
Discuss a workable definition of Emotional Intelligence in leadership and team building.
Understand the five domains of Emotional Intelligence.
Team Building Exercise to explore personal strengths and vulnerabilities related to EQ.
Develop an EQ Action Plan resulting in improved team performance.
PowerPoint Presentation Content Slides Include:
• Learning objectives for this presentation
• Definition/s of emotional intelligence
• Etymology of emotional (6 points)
• Etymology of intelligence (3 points)
• Goleman’s research (6 points)
• Goleman’s model (4 slides graphics)
• Emotional intelligence and the workplace (3 points)
• The difference between emotional intelligence and IQ (6 points)
• Can emotional intelligence be acquired? (3 points)
• The five major categories of emotional intelligence
• Tips/techniques to improve your emotional intelligence (9 points)
• The importance of emotional intelligence in the workplace (6 points)
• Emotions in the workplace? (3 points)
• Implications of emotional intelligence (5 slides)
• Emotional intelligence and negotiation (5 points)
• Emotional intelligence and organizational change (8 points)
• Emotional intelligence and decision making (7 points)
• Emotional intelligence and mentorships (7 points)
• Emotional intelligence, leadership, and retention (13 points)
• Emotional intelligence and hiring decisions (12 points)
• Group emotional intelligence (11 points)
• The future of emotional intelligence (4 points)
• Actions steps (16 points)
Emotional Intelligence changing human resource functionalitySheetal Wagh
Emotional Intelligence changing human resource functionality - Presentation encompassing the importance of emotional intelligence than intelligence quotient
Clarify Vision, Mission and Strategy
Develop Emotional/Social Intelligence
Improve Team Accountability Behaviors
Develop a Positive Accountability Action Plan
Discuss a workable definition of Emotional Intelligence in leadership and team building.
Understand the five domains of Emotional Intelligence.
Team Building Exercise to explore personal strengths and vulnerabilities related to EQ.
Develop an EQ Action Plan resulting in improved team performance.
PowerPoint Presentation Content Slides Include:
• Learning objectives for this presentation
• Definition/s of emotional intelligence
• Etymology of emotional (6 points)
• Etymology of intelligence (3 points)
• Goleman’s research (6 points)
• Goleman’s model (4 slides graphics)
• Emotional intelligence and the workplace (3 points)
• The difference between emotional intelligence and IQ (6 points)
• Can emotional intelligence be acquired? (3 points)
• The five major categories of emotional intelligence
• Tips/techniques to improve your emotional intelligence (9 points)
• The importance of emotional intelligence in the workplace (6 points)
• Emotions in the workplace? (3 points)
• Implications of emotional intelligence (5 slides)
• Emotional intelligence and negotiation (5 points)
• Emotional intelligence and organizational change (8 points)
• Emotional intelligence and decision making (7 points)
• Emotional intelligence and mentorships (7 points)
• Emotional intelligence, leadership, and retention (13 points)
• Emotional intelligence and hiring decisions (12 points)
• Group emotional intelligence (11 points)
• The future of emotional intelligence (4 points)
• Actions steps (16 points)
Emotional Intelligence changing human resource functionalitySheetal Wagh
Emotional Intelligence changing human resource functionality - Presentation encompassing the importance of emotional intelligence than intelligence quotient
I had conducted a session on career development and shared my experiences on the same with my team. Hope you find it useful. The presentation talks about Learning, Nurturing your mind and many other thoughts which I am currently learning.
How to Develop Emotional intelligence ( Step by Step)Gurpreet Singh
How to Develop Emotional intelligence ( Step by Step)
How to develop emotional intelligence and be more happy, successful in life , This you can learn from this presentation.
Discuss a workable definition of Emotional Intelligence in leadership.
Understand the five domains of Emotional Intelligence.
“EI” Exercise to explore personal strengths and vulnerabilities related to EI.
Develop an EI Action Plan resulting in improved self-management & career transition success.
Emotional Intelligence: How to Develop Skills for SuccessHRDQ-U
Research shows people with a high level of awareness and self-control over their emotions are better able to confront difficult issues and manage change with composure. But did you know emotional intelligence can also lead to greater success in the workplace? The good news is it’s a skill that can be improved—that is, with the proper training and practice.
Join us for an hour-long webinar that will show you how to develop emotional intelligence in individuals. We’ll explore the four vital components, including intrapersonal skills, interpersonal skills, adaptability, and resilience. We’ll also discuss strategies for continuous improvement, conflict resolution techniques, and transitioning through change with ease. You’ll leave with a clear-cut plan for targeting emotional intelligence in your organization—and some helpful ideas for your personal development too!
https://www.hrdqu.com/webinars/emotional-intelligence-develop-skills-success/
Emotional Intelligence plays a very important role in Leadership Development and Succession Planning. It's about developing empathy and supporting your colleagues by partnering with them.
A historical journey into the origin of Emotional Intelligence (EQ) as a concept developed by Mayer & Salovey and later Daniel Goleman. A futuristic trek revealing the application of Emotional Intelligence via 8 EQ Competencies developed by the International EQ Organization, Six Seconds.
DCSUG - We Are The Leaders We Have Been Waiting For by Lyssa AdkinsExcella
WE ARE THE LEADERS WE HAVE BEEN WAITING FOR:
AGILISTS AND OUR VALUES ON THE LEADING EDGE OF HUMAN DEVELOPMENT
If we Agilists value individuals and interactions over processes and tools, why do processes and tools so often run the show? In this talk, Lyssa offers two good reasons why she thinks this is so and shows the way out with some solid, but not well known, human technologies. Using eye-opening adult human development models, this keynote lays out the challenging terrain we need to traverse -- which is for us to get good at helping people in organizations develop their mental capabilities, not just change their mind-sets. When this happens, we will be able to help organizations do more than just "talk the talk" about valuing individuals and interactions over processes and tools (as well as fully living into all of the other Agile values). It's a big challenge but we are up for it! It turns out that our community at large is on the leading edge of adult human development and, if we can develop ourselves, we can help others do the same. It's our time. We are the leaders we have been waiting for. Lyssa will show you why this is so, give you some food-for-thought about your own development and offer practical ways to help develop others so that the full promise of Agile comes true more often.
Let's Sharpen Your Agile Ax, It's Story Splitting TimeExcella
This slide deck is from the recent presentation Brian Sjoberg gave at the DC Scrum User Group on August 25, 2016. It is about User Stories and how to split them.
Do you want to write great User Stories (a.k.a. small features that are part of a product) that provide the vehicle for conversation and confirmation that we build the right thing? Do you struggle with splitting stories so that they still provide business value but can be accomplished within a fraction of your iteration and be potentially shippable to production? We will do a quick refresher on User Story formatting to include Acceptance Criteria. Additionally we will learn techniques for splitting stories in this interactive workshop.
Here is a link the meetup - https://www.meetup.com/DC-Scrum/events/232765657/
Managing for Happiness by Jurgen Appelo at DCSUG on 8/9/2016Excella
Here are the slides from Jurgen Appelo's talk, "Managing for Happiness." This was delivered on 8/9/2016.
Event Details - https://www.meetup.com/DC-Scrum/events/232784456/
The 7 Secrets of Highly Effective Retrospectives (DCSUG)Excella
Slides from the DC Scrum User Group event on 4/25/2016 titled, "The 7 Secrets of Highly Effective Retrospectives" by David Horowitz.
http://www.meetup.com/DC-Scrum/events/228807928/
Retrospectives are the core of agility. And yet they are often the scrum ceremony that is most frequently skipped. Many teams like the idea of the retrospective but find them boring, or worse ineffective.
Join Retrium CEO and Co-Founder David Horowitz as he reveals seven secrets that lead to effective retrospectives. You'll learn:* The best way to ensure your retrospectives lead to real change* The "pledge" everyone on your team must take before participating* How to know who to include in each retrospective* The single most important thing you can do to keep your team engaged during the retro* And much, much more!
Want to bring your productivity to the next level? Let's gain a desire based on an experience to make this happen.
Are you struggling with delivering a potentially releasable working product every iteration? Ever wonder what one of biggest reasons we have difficulty getting things done at the individual, team and organizational level are? Do you keep doing something even though you know it reduces your productivity and lowers quality? We are going to run an exercise that highlights one of the major culprits that you have all experienced and continue to experience. The exercise will likely ignite a little fire that will help you become more productive and improve the quality of your work. We will also discuss ways to improve this at the individual, team and organization levels. Learning Objectives for this presentation are as follows:
- Gain an understanding, through an exercise, of the cost to productivity a common habit has, that many of us indulge in.
- A new found desire to fix one of the major issues that reduces productivity and quality.
- 2 approaches to fixing the issue.
Slides from Brian Sjoberg's talk at Global Scrum Gathering Orlando 2016.
- See more at: https://www.scrumalliance.org/courses-events/events/global-gatherings/2016/orlando-2016
An exploration of several common patterns in organizational design, their failure modes, an alternative approach, and several mechanics to enable success
Tactics to Kickstart Your Journey Toward DevOpsExcella
You’re probably a believer in the benefits of continuous delivery and DevOps (why else would you be at this meetup?). The rest of your organization... maybe not so much. Maybe you’re getting pushback on changes you believe will make your organization better. Maybe you’re not sure where or how to start to give yourself the best chance of making a change that will work. I’ll give you some tactics to start your journey toward DevOps (or toward any meaningful change, for that matter). I’ll also show how you might apply those tactics to address a specific challenge: adding test automation to a large legacy codebase. The goal is that you walk away with more tools in your “change toolkit” and a little more enthusiasm for shaking things up for the better where you work.
Tactics to Kickstart Your Journey Toward Continuous DeliveryExcella
You’re probably a believer in the benefits of continuous delivery and DevOps (why else would you be at this meetup?). The rest of your organization... maybe not so much. Maybe you’re getting pushback on changes you believe will make your organization better. Maybe you’re not sure where or how to start to give yourself the best chance of making a change that will work.
I’ll give you some tactics to start your journey toward continuous delivery (or toward any meaningful change, for that matter). I’ll also show how you might apply those tactics to address a specific challenge: adding test automation to a large legacy codebase. The goal is that you walk away with more tools in your “change toolkit” and a little more enthusiasm for shaking things up for the better where you work.
Using Lean Thinking to Increase the Value of AgileExcella
“Agile doesn’t have a brain.” This quote from Bill Scott, VP, Business Engineering and Product Development at PayPal, is provocative for sure, but it spotlights the notion that in most organizations Agile is primarily applied as a downstream engineering approach that isn’t inherently concerned with optimizing product design and user experience, the determinants of value to the customer. The learning cycles that form the basis of Scrum are focused on verification and validation of user needs as they are already identified in the backlog’s user stories, but provide little guidance on how to translate organizational goals and customer needs into the backlog’s content and relative priorities in the first place. As a result, the danger persists that Agile teams end up very efficiently building products that implement an incomplete and subjective perception of customers’ wants and needs.
This presentation explores how Lean thinking can expand the “inspect and adapt” cycles of Agile development beyond implementation and help to systematically determine which features and design choices really provide the greatest customer value. After a brief introduction to Lean concepts, the presentation discusses how Lean approaches product development as a series of hypotheses about customers’ value perception and builds on Agile’s rapid iterative delivery of working software to test these assumptions. Finally, it highlights ways to derive testable assumptions from organizational goals, such as the Lean UX Hypothesis Statement template and Gojko Adzic’s Impact Mapping.
2. 3 Take Aways
n 3 benefits from using emotional
intelligence in your work
n 3 ways to recognize/manage
emotions
n 3 ways to grow your emotional
intelligence
3. Navigating the New Normal
n Is like fishing…moving from a lake to a
stream
n Same tools, different awareness and
skills needed
n The agile BA is a like an agile
fisherman
6. The New Normal:
Presents new opportunities for
stronger feelings and for more
interpersonal challenges..
7. Emotional Intelligence
“…managing feelings so that they are
expressed appropriately and effectively,
enabling people
to work together
smoothly toward
their common goals."
Daniel Goleman
13. Importance of groundwork
n We all want quick fix it tools
n The world of feelings and relationships
is complex.
n Quick fixes do not often work.
n Background info and inner awareness
IS vital
14. Three Benefits of
Emotional Intelligence
#1 Less stress
#2 More skill in building
relationships
#3 Better business results
18. More likely to get what
you need…
n Information for eliciting high quality
requirements
n Capacity to build common ground
between the IT dept and the business
side
n Trust
19. CARE.
“Nobody cares how much you know,
until they know how much you care.”
Theodore Roosevelt
20. The Speed of Trust
"The ability to establish, extend, and
restore trust with all stakeholders –
customers, business partners, investors
and coworkers – is the key leadership
competency of the new, global
economy."
Stephen Covey
22. Better results
n People with high EQ deliver better
results
n Revised hiring process for salespeople
= $91,000+ than salespeople selected
under the old system + lower staff
turnover
23. What does BABOK say
about emotions?
n Almost nothing (4X)
n In the context of conflict
26. Signs of low EQ
n High attrition rates
n Boring meetings
n Negative feelings
n Conflict avoidance
27. Facts about EQ
n Single biggest predictor of
performance in the workplace
n The strongest driver of
leadership and personal
excellence.
From The Emotional Intelligence Quick Book (2005)
28. Definition of
Emotional Intelligence
“…managing feelings so that they
are expressed appropriately and
effectively, enabling people to
work together smoothly toward
their common goals."
Daniel Goleman
46. Special Offers for You
Put your card in the basket to win
a book, Emotional Intelligence 2.0
Sign up on the clipboard if you
think this type of material would
be useful at your work
47. Do You Want More
Emotional Intelligence?
n Do you want the benefits EQ
offers?
(less stress, more skill in
relationships, better biz results)
48. Three Ways to Grow Your
Emotional Intelligence (EQ)
Can you grow
your EQ?
50. How Your Brain Works
Sensations
Feelings
Rational Thinking
51. Brain Communication
“The more you think about what
you are feeling and do
something productive with that
feeling—the more developed
this pathway becomes.”
The Emotional Intelligence Quickbook, 2005
55. Three Ways to Grow Your
Emotional Intelligence (EQ)
1. Study EQ
2. Identify and remember
“Hot Buttons”
3. Grow the traffic on your brain-highway
and DO something
56. 1. Study EQ
Choose what suits your style:
n Read a book
n Talk w/friends
n Text w/emoticons
n Hire a professional: coach/
consultant/psychologist
57. 1. Study EQ
n Write in a journal
n Ask for feedback
n Talk about emotions w/friends &
colleagues
n Join a group that pays attention
to emotions—NVC, facilitator
networks, etc
63. “THINK about…”
“….the more you think
about what you are feeling
and do something
productive with that feeling
—the more developed this
pathway becomes…”
64. “DO something”?
n Angry—go for a run
n Sad—watch a sad movie
n Frustrated—change
expectations
n Afraid—appreciate
someone
67. Consider this:
n Evals at end of meetings--ask each
person to write down or say one word
which describes a thought or feeling
they had, give permission to pass
n Ask them to share the moment they
felt some stress or challenge
69. Those with high EQ
n Are able to prevent conflict
n Are willing to address challenging
situations
n Facilitate incredible meetings
70. Those with high EQ
n Negotiate when there are real
challenges
n Are more likely to complete projects
on time and within budget
n Are better equipped to navigate the
“New Normal”
71. Lau Tzu, born 604 B.C.
“If you are depressed you are living
in the past.
If you are anxious you are living in
the future.
If you are at peace you are living in
the present.”
72. 3 Take Aways
n 3 benefits of EQ
n 3 ways to recognize/manage
emotions
n 3 ways to grow your EQ