Emotional intelligence (EI) involves the ability to understand and manage one's own emotions and recognize emotions in others. There are three main models of EI: ability-based EI focuses on competencies and skills; mixed models incorporate both emotional abilities and emotional self-perceptions; trait EI refers to self-perceptions of emotional abilities. EI involves interpersonal skills like empathy as well as intrapersonal skills like self-awareness and stress management that can help one cope with environmental demands.
This document discusses adolescent depression. It defines adolescent depression as a mood disorder affecting around 8.3% of adolescents, characterized by persistent sadness and loss of pleasure. Causes include genetic predisposition and environmental stressors like family problems or adversity. Effects include symptoms like changes in mood, appetite, sleep, and interests. Treatments include cognitive-behavioral therapy and interpersonal therapy to help manage symptoms.
1) The document provides tips for staying positive in a tough work environment, including dealing with negative coworkers and external factors outside of one's control.
2) It recommends developing a positive attitude by taking responsibility for one's thoughts and behaviors rather than blaming external factors.
3) Specific tips include focusing on positive contributions, spreading smiles, and evaluating one's own behavior before judging others.
This document discusses adolescent depression, including its causes, symptoms, and treatment options. It notes that depression affects about 2 million Americans under 18 each year. Left untreated, depression in teens can lead to problems like substance abuse, eating disorders, self-harm, reckless behavior, and suicide. However, more than 80% of depressed teens can be successfully treated with approaches like therapy and antidepressants. The document encourages teens struggling with depression to seek help from trusted individuals like parents, counselors, or medical professionals.
Daniel Goleman popularized the concept of emotional intelligence in his 1995 best-selling book. He adapted the work of Mayer and Salovey, who in the early 1990s proposed emotional intelligence as a new variable in personality involving the ability to perceive and understand emotions. Goleman generalized their research for a general audience and proposed emotional intelligence involves five competencies: self-awareness, self-management, social awareness, relationship management, and motivation. While popularizing the concept, Goleman's definition differed from the original and sparked debate. Measures of emotional intelligence aim to directly assess one's capacity for skills like identifying emotions in others and managing one's own emotions. Proponents argue emotional skills may be more important than
The document discusses emotional intelligence and its importance for leadership. It defines emotional intelligence as the ability to recognize one's own emotions and those of others to motivate oneself and manage emotions well. Research shows IQ is only a weak predictor of success while abilities like handling frustration and managing one's own emotions are more important. Developing emotional intelligence can increase performance, decision-making skills, and relationship management.
The document discusses emotional intelligence, including its history and models. It describes Salovey and Mayer's initial definition of emotional intelligence as monitoring emotions in oneself and others to guide thinking and actions. Three main models are discussed: ability, trait, and mixed. The ability model focuses on cognitive skills while trait and mixed models incorporate personality factors. Key components of emotional intelligence include self-awareness, self-regulation, motivation, empathy, and social skills. High emotional intelligence is important for leadership, performance, and relationships.
The document discusses emotions and emotional intelligence. It defines emotions as physiological responses to important situations that involve both thinking and feeling. While emotions can be described in many words, they are generally related to eight basic emotions. The document then discusses the origins of the term "emotional intelligence" and defines it as the ability to perceive, understand, and manage emotions. Several models of emotional intelligence are mentioned. The document argues that emotional intelligence plays an important role in leadership, organizational success, and performance. Leaders high in emotional intelligence are better able to understand and influence the emotions of their followers.
Emotional intelligence (EI) involves the ability to understand and manage one's own emotions and recognize emotions in others. There are three main models of EI: ability-based EI focuses on competencies and skills; mixed models incorporate both emotional abilities and emotional self-perceptions; trait EI refers to self-perceptions of emotional abilities. EI involves interpersonal skills like empathy as well as intrapersonal skills like self-awareness and stress management that can help one cope with environmental demands.
This document discusses adolescent depression. It defines adolescent depression as a mood disorder affecting around 8.3% of adolescents, characterized by persistent sadness and loss of pleasure. Causes include genetic predisposition and environmental stressors like family problems or adversity. Effects include symptoms like changes in mood, appetite, sleep, and interests. Treatments include cognitive-behavioral therapy and interpersonal therapy to help manage symptoms.
1) The document provides tips for staying positive in a tough work environment, including dealing with negative coworkers and external factors outside of one's control.
2) It recommends developing a positive attitude by taking responsibility for one's thoughts and behaviors rather than blaming external factors.
3) Specific tips include focusing on positive contributions, spreading smiles, and evaluating one's own behavior before judging others.
This document discusses adolescent depression, including its causes, symptoms, and treatment options. It notes that depression affects about 2 million Americans under 18 each year. Left untreated, depression in teens can lead to problems like substance abuse, eating disorders, self-harm, reckless behavior, and suicide. However, more than 80% of depressed teens can be successfully treated with approaches like therapy and antidepressants. The document encourages teens struggling with depression to seek help from trusted individuals like parents, counselors, or medical professionals.
Daniel Goleman popularized the concept of emotional intelligence in his 1995 best-selling book. He adapted the work of Mayer and Salovey, who in the early 1990s proposed emotional intelligence as a new variable in personality involving the ability to perceive and understand emotions. Goleman generalized their research for a general audience and proposed emotional intelligence involves five competencies: self-awareness, self-management, social awareness, relationship management, and motivation. While popularizing the concept, Goleman's definition differed from the original and sparked debate. Measures of emotional intelligence aim to directly assess one's capacity for skills like identifying emotions in others and managing one's own emotions. Proponents argue emotional skills may be more important than
The document discusses emotional intelligence and its importance for leadership. It defines emotional intelligence as the ability to recognize one's own emotions and those of others to motivate oneself and manage emotions well. Research shows IQ is only a weak predictor of success while abilities like handling frustration and managing one's own emotions are more important. Developing emotional intelligence can increase performance, decision-making skills, and relationship management.
The document discusses emotional intelligence, including its history and models. It describes Salovey and Mayer's initial definition of emotional intelligence as monitoring emotions in oneself and others to guide thinking and actions. Three main models are discussed: ability, trait, and mixed. The ability model focuses on cognitive skills while trait and mixed models incorporate personality factors. Key components of emotional intelligence include self-awareness, self-regulation, motivation, empathy, and social skills. High emotional intelligence is important for leadership, performance, and relationships.
The document discusses emotions and emotional intelligence. It defines emotions as physiological responses to important situations that involve both thinking and feeling. While emotions can be described in many words, they are generally related to eight basic emotions. The document then discusses the origins of the term "emotional intelligence" and defines it as the ability to perceive, understand, and manage emotions. Several models of emotional intelligence are mentioned. The document argues that emotional intelligence plays an important role in leadership, organizational success, and performance. Leaders high in emotional intelligence are better able to understand and influence the emotions of their followers.
Emotional intelligence was developed as a psychological theory by Peter Salovey and John Mayer. They defined it as the ability to perceive, understand, and manage emotions. Daniel Goleman later expanded on this work and identified five components of emotional intelligence: self-awareness, self-regulation, internal motivation, empathy, and social skills. Spiritual quotient is emerging as a new concept that measures a person's spiritual intelligence in a similar way to how IQ measures cognitive intelligence. It refers to the ability to recognize intelligence beyond the five senses through awareness, contemplation, and prayer.
This document discusses five components of emotional intelligence: self-awareness, self-regulation, motivation, empathy, and interpersonal skills. It provides descriptions of each component and their importance for leadership. The document also discusses two models of emotional intelligence: the mixed model which uses the five components to describe EI, and the trait model developed by Petrides which evaluates EI through an individual's self-perception of their emotional abilities and traits.
Increasing your personal effectiveness as a brand goes a long way to position you for fame, wealth, and opportunities.
What is personal effectiveness? How do you increase personal effectiveness?
In this presentation, I show you in details what it is and how to increase it.
Emotional intelligence involves the ability to perceive, understand, and manage emotions. It includes abilities such as being able to recognize one's own emotions and understand how those emotions impact thinking and behavior, as well as recognizing emotions in others. There are different models of emotional intelligence, including ability models that focus on actual emotional abilities, mixed models that incorporate emotional skills and competencies, and trait models that assess self-perceived emotional abilities through self-reports. Developing emotional intelligence can help with managing emotions effectively at work, improving relationships, communication, and career prospects.
Bs 101 module 5a - emotional intelligence (ei)Tamojit Das
The document discusses emotional intelligence and its components. It begins by explaining that emotional intelligence was developed as a psychological theory by Peter Salovey and John Mayer. It then discusses Daniel Goleman's model of emotional intelligence, which includes five components: self-awareness, self-regulation, internal motivation, empathy, and social skills. Each component is defined in more detail. The document also discusses emotional competence, the four domains of emotional intelligence, and twenty related competencies. It explains the importance of emotional intelligence in the workplace and compares emotional intelligence to social intelligence and general intelligence.
This document provides an overview of a course on military leadership given at the National Defence University of Malaysia. It introduces the lecturer, scope of the course, and key topics that will be covered such as the concepts of military leadership, qualities of an effective leader, and human motivation. The course will examine the differences between a leader and a manager in the military context and identify the traits and principles needed for effective military leadership.
The document discusses emotional intelligence, defining it as the ability to recognize and manage one's own emotions and the emotions of others. It outlines several models of emotional intelligence, including ability models that see it as a type of intelligence involving perceiving, using, understanding and managing emotions. Mixed models combine mental ability with personality traits like optimism. The document also discusses trait models that view emotional intelligence as self-perceptions of emotional abilities. Finally, it summarizes Daniel Goleman's model of emotional intelligence as including self-awareness, self-management, social awareness and relationship management.
This document provides an overview of emotions and emotional intelligence. It discusses key concepts such as the benefits of emotional intelligence in the workplace, the differences between trait emotional intelligence and ability emotional intelligence, and the five dimensions of the trait emotional intelligence model. It also covers topics like managing emotions through self-regulation, developing emotional management skills, and how the brain processes emotions through the limbic and neocortex regions.
Interested to know how EQ could develop your Human Capital and help you improve your performance and your leadership skills. Read this presentation, feel free to ask any question
Temperaments and Quality Healthcare DeliveryMargaret Okon
Our temperaments affects our relationship with others. Understanding our temperaments and by extension that of other will improve our lives and that those we come in contact with daily. In health care delivery, this cannot be over-emphasized - because these set of clients need healthcare professionals assistance and understanding to a very large extent outside their professional capabilities. Furthermore, in general this is applicable to everyone in order to improve themselves and their interaction with others.
1) The document discusses how leaders' use of emotional intelligence skills can shape an organization's culture and climate. Specific EI skills that impact culture and climate include self-awareness, empathy, emotional expression, and assertiveness.
2) Organizational culture refers to shared values, assumptions, and behaviors in an organization, while climate consists of current attitudes and feelings. Positive culture and climate are linked to better performance and employee outcomes.
3) Emotions are contagious through emotional contagion, and leaders have strong influence over the emotional climate due to being in an open-loop system with others. Applying EI skills can create upward spirals of positive emotion in an organization.
This document describes scales that assess skills related to emotional intelligence (EQ). It discusses intrapersonal skills like self-awareness, stress management, and general mood. Interpersonal skills discussed include empathy, social responsibility, and interpersonal relationships. Adaptability skills like problem-solving, flexibility and reality testing are also covered. Each scale is defined and the specific EQ skill it assesses is stated.
This document discusses different types of emotions including primary and secondary emotions as well as positive and negative emotions. It provides definitions of emotions and explores theories of emotion such as the James-Lange theory and cognitive theory of emotion. The document also examines emotional intelligence and its relationship to perceiving, using, understanding, and managing emotions. Additionally, it analyzes the components of emotions and effects of media on emotions and aggression.
The document discusses emotional intelligence and emotional literacy. It defines emotional intelligence as involving the abilities to perceive, understand, and manage emotions. It notes emotional intelligence is important for success in life and work, with IQ accounting for only 20% of outcomes while 80% depends on EQ. Emotional literacy is defined as recognizing, understanding, expressing, and handling emotions in oneself and others. The document outlines five components of emotional literacy: self-awareness, self-regulation, motivation, empathy, and social skills. It provides exercises to help readers improve their emotional intelligence and literacy.
The document discusses various aspects of emotional intelligence, including self-awareness, diverse experience in civil law, Howard Gardner's theory of multiple intelligences, definitions of emotional intelligence, its importance for leadership, models of emotional intelligence, and measuring emotional intelligence. It provides information on emotional intelligence in a comprehensive yet concise manner across multiple paragraphs and sections.
This document discusses theories of intelligence and emotional intelligence. It defines intelligence as the ability to learn, reason, and problem solve. While IQ measures cognitive abilities, emotional intelligence involves self-awareness, managing emotions, and social skills. The document examines models of emotional intelligence proposed by Mayer and Salovey, Bar-On, and Goleman. It describes Gardner's theory of multiple intelligences including interpersonal and intrapersonal skills. The Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT) is presented as an ability-based measure of emotional intelligence involving identifying, using, understanding and managing emotions.
The document is a summary of a presentation on emotional intelligence given at the 2008 annual conference of the Wisconsin Association of Equal Opportunity. The presentation discusses the importance of emotional intelligence competencies for building healthy relationships at work. It covers the four dimensions of emotional intelligence: self-awareness, self-management, social awareness, and relationship management. Specific competencies within each dimension like empathy, self-control, and conflict management are examined. Research is presented showing the impact of emotional intelligence on leadership effectiveness and organizational performance. Ways to develop emotional intelligence skills are suggested.
The Townsend Emotional Intelligence Inventory (TEQ-i) is developed to measure Emotional Intelligence and has application for both personal development as well as effective workplace functioning. Emotional Intelligence is a form of intelligence that involves the ability to monitor your own and others’ feelings and emotions, to discriminate among them, and to use this information to guide your thinking and action.
The document discusses Howard Gardner's theory of multiple intelligences. It begins by describing the traditional view of intelligence as a single general mental ability measured by IQ tests. It then explains Gardner's view that this definition is too limited and does not account for the wide variety of human cognitive abilities. Gardner's theory proposes that there are at least eight different intelligences: linguistic, logical-mathematical, spatial, bodily-kinesthetic, musical, interpersonal, intrapersonal, and naturalistic. Each intelligence is associated with different skills and types of careers that suit individuals with strengths in that area. The theory challenged traditional views of intelligence and how it should be measured and developed.
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This webinar helps you understand and navigate your way through LinkedIn. Topics covered include learning the many elements of your profile, populating your work experience history, and understanding why a profile is more than just a resume. You will be able to identify the different features available on LinkedIn and where to focus your attention. We will teach how to create a job search agent on LinkedIn and explore job applications on LinkedIn.
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Emotional intelligence was developed as a psychological theory by Peter Salovey and John Mayer. They defined it as the ability to perceive, understand, and manage emotions. Daniel Goleman later expanded on this work and identified five components of emotional intelligence: self-awareness, self-regulation, internal motivation, empathy, and social skills. Spiritual quotient is emerging as a new concept that measures a person's spiritual intelligence in a similar way to how IQ measures cognitive intelligence. It refers to the ability to recognize intelligence beyond the five senses through awareness, contemplation, and prayer.
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The document discusses emotional intelligence and its components. It begins by explaining that emotional intelligence was developed as a psychological theory by Peter Salovey and John Mayer. It then discusses Daniel Goleman's model of emotional intelligence, which includes five components: self-awareness, self-regulation, internal motivation, empathy, and social skills. Each component is defined in more detail. The document also discusses emotional competence, the four domains of emotional intelligence, and twenty related competencies. It explains the importance of emotional intelligence in the workplace and compares emotional intelligence to social intelligence and general intelligence.
This document provides an overview of a course on military leadership given at the National Defence University of Malaysia. It introduces the lecturer, scope of the course, and key topics that will be covered such as the concepts of military leadership, qualities of an effective leader, and human motivation. The course will examine the differences between a leader and a manager in the military context and identify the traits and principles needed for effective military leadership.
The document discusses emotional intelligence, defining it as the ability to recognize and manage one's own emotions and the emotions of others. It outlines several models of emotional intelligence, including ability models that see it as a type of intelligence involving perceiving, using, understanding and managing emotions. Mixed models combine mental ability with personality traits like optimism. The document also discusses trait models that view emotional intelligence as self-perceptions of emotional abilities. Finally, it summarizes Daniel Goleman's model of emotional intelligence as including self-awareness, self-management, social awareness and relationship management.
This document provides an overview of emotions and emotional intelligence. It discusses key concepts such as the benefits of emotional intelligence in the workplace, the differences between trait emotional intelligence and ability emotional intelligence, and the five dimensions of the trait emotional intelligence model. It also covers topics like managing emotions through self-regulation, developing emotional management skills, and how the brain processes emotions through the limbic and neocortex regions.
Interested to know how EQ could develop your Human Capital and help you improve your performance and your leadership skills. Read this presentation, feel free to ask any question
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Our temperaments affects our relationship with others. Understanding our temperaments and by extension that of other will improve our lives and that those we come in contact with daily. In health care delivery, this cannot be over-emphasized - because these set of clients need healthcare professionals assistance and understanding to a very large extent outside their professional capabilities. Furthermore, in general this is applicable to everyone in order to improve themselves and their interaction with others.
1) The document discusses how leaders' use of emotional intelligence skills can shape an organization's culture and climate. Specific EI skills that impact culture and climate include self-awareness, empathy, emotional expression, and assertiveness.
2) Organizational culture refers to shared values, assumptions, and behaviors in an organization, while climate consists of current attitudes and feelings. Positive culture and climate are linked to better performance and employee outcomes.
3) Emotions are contagious through emotional contagion, and leaders have strong influence over the emotional climate due to being in an open-loop system with others. Applying EI skills can create upward spirals of positive emotion in an organization.
This document describes scales that assess skills related to emotional intelligence (EQ). It discusses intrapersonal skills like self-awareness, stress management, and general mood. Interpersonal skills discussed include empathy, social responsibility, and interpersonal relationships. Adaptability skills like problem-solving, flexibility and reality testing are also covered. Each scale is defined and the specific EQ skill it assesses is stated.
This document discusses different types of emotions including primary and secondary emotions as well as positive and negative emotions. It provides definitions of emotions and explores theories of emotion such as the James-Lange theory and cognitive theory of emotion. The document also examines emotional intelligence and its relationship to perceiving, using, understanding, and managing emotions. Additionally, it analyzes the components of emotions and effects of media on emotions and aggression.
The document discusses emotional intelligence and emotional literacy. It defines emotional intelligence as involving the abilities to perceive, understand, and manage emotions. It notes emotional intelligence is important for success in life and work, with IQ accounting for only 20% of outcomes while 80% depends on EQ. Emotional literacy is defined as recognizing, understanding, expressing, and handling emotions in oneself and others. The document outlines five components of emotional literacy: self-awareness, self-regulation, motivation, empathy, and social skills. It provides exercises to help readers improve their emotional intelligence and literacy.
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The document is a summary of a presentation on emotional intelligence given at the 2008 annual conference of the Wisconsin Association of Equal Opportunity. The presentation discusses the importance of emotional intelligence competencies for building healthy relationships at work. It covers the four dimensions of emotional intelligence: self-awareness, self-management, social awareness, and relationship management. Specific competencies within each dimension like empathy, self-control, and conflict management are examined. Research is presented showing the impact of emotional intelligence on leadership effectiveness and organizational performance. Ways to develop emotional intelligence skills are suggested.
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5 key differences between Hard skill and Soft skillsRuchiRathor2
𝐓𝐡𝐞 𝐏𝐞𝐫𝐟𝐞𝐜𝐭 𝐁𝐥𝐞𝐧𝐝:
𝐖𝐡𝐲 𝐘𝐨𝐮 𝐍𝐞𝐞𝐝 𝐁𝐨𝐭𝐡 𝐇𝐚𝐫𝐝 & 𝐒𝐨𝐟𝐭 𝐒𝐤𝐢𝐥𝐥𝐬 𝐭𝐨 𝐓𝐡𝐫𝐢𝐯𝐞 💯
In today's dynamic and competitive market, a well-rounded skillset is no longer a luxury - it's a necessity.
While technical expertise (hard skills) is crucial for getting your foot in the door, it's the combination of hard and soft skills that propels you towards long-term success and career advancement. ✨
Think of it like this: Imagine a highly skilled carpenter with a masterful understanding of woodworking (hard skills). But if they struggle to communicate effectively with clients, collaborate with builders, or adapt to project changes (soft skills), their true potential remains untapped. 😐
The synergy between hard and soft skills is what creates true value in the workplace. Strong communication allows you to clearly articulate your technical expertise, while problem-solving skills help you navigate complex challenges alongside your team. 💫
By actively developing both sets of skills, you position yourself as a well-rounded professional who can not only perform tasks efficiently but also contribute meaningfully to a collaborative and dynamic work environment.
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Joyce M Sullivan, Founder & CEO of SocMediaFin, Inc. shares her "Five Questions - The Story of You", "Reflections - What Matters to You?" and "The Three Circle Exercise" to guide those evaluating what their next move may be in their careers.
4. FRENCH WORD ÉMOUVOIR
IS A CONSCIOUS EXPERIENCE, SUCH AS
LOVE, HATE, FEAR, ANGER, JEALOUSY AND
JOY
ARE BRIEF IN DURATION
CONSIST OF A COORDINATED SET OF
RESPONSES
INCLUDE VERBAL, PHYSIOLOGICAL,
BEHAVIOURAL AND NEURAL MECHANISMS4
EMOTION
10. DIFFERENT WAY OF BEING SMART
KNOWING ONES FEELINGS
USING FEELINGS TO MAKE GOOD DECISIONS
A SOCIAL SKILL- GETTING ALONG WITH
OTHER PEOPLE
MANAGING EMOTIONS IN RELATIONSHIPS
BEING ABLE TO PERSUADE OR LEAD OTHERS
10
EMOTIONAL INTELLIGENCE
11. IS NOT ABOUT BEING NICE ALL THE TIME
IT IS ABOUT BEING HONEST
IQ IS NECESSARY BUT EQ ALLOWS THE
STARS TO RISE TO THE TOP
EQ AND IQ ARE NOT HIGHLY CORRELATED
EQ IS ESTIMATED TO ACCOUNT FOR GREATER
OCCUPATIONAL SUCCESS
11
EMOTIONAL INTELLIGENCE
12. EQ IS THE DISTINGUISHING
FACTOR THAT HELP US TO
MAINTAIN A WARM
RELATIONSHIP OR A DISTANT
CONTACT
13. VARIOUS SCALES, BY MEANS OF INVENTORIES
SPECIALLY CONSTRUCTED BY EXPERTS
A COMMON & MOST ACCEPTABLE METHOD YET
TO EVOLVE
MSCEIT- MEASURES FUNDAMENTAL ABILITIES
OF EMOTIONAL INTELLIGENCE
EQ-I MEASURES THE NON-INTELLECTIVE
FACTORS
THAT IMPACT EMOTIONALLY-INTELLIGENT
BEHAVIOR AS REPORTED BY THE PERSON.
13
MEASURING
17. COMPETENCY MODEL
• SELF-AWARENESS
• SELF-REGULATION
• SELF-MOTIVATION
• EMPATHY
• EFFECTIVE RELATIONSHIPS
RELATE TO OURSELVES
RELATE TO OTHERS
18. DEFINITION HALLMARK
SELF
AWARENESS
THE ABILITY TO RECOGNIZE AND
UNDERSTAND YOUR MOODS, EMOTIONS AND
DRIVES AS WELL AS THEIR EFFECTS ON
OTHERS
SELF-CONFIDENCE
REALISTIC SELF DEVELOPMENT
SELF-DEPRECATING SENSE OF HUMOR
SELF-
REGULATION
THE ABILITY TO CONTROL OR REDIRECT
DISRUPTIVE IMPULSES AND MOODS. THE
PROPENSITY TO SUSPEND JUDGEMENT TO
THINK BEFORE ACTING
TRUSTWORTHINESS & INTEGRITY
COMFORT WITH AMBIGUITY
OPENNESS TO CHANGE
MOTIVATION
A PASSION TO WORK FOR REASONS THAT GO
BEYOND MONEY OR STATUS
THE PROPENSITY TO SUSPEND JUDGEMENT –
TO THINK BEFORE ACTING
STRONG DRIVE TO ACHIEVE
OPTIMISM, EVEN IN THE FACE OF
FAILURE
ORGANIZATIONAL COMMITMENT
EMPATHY
THE ABILITY TO UNDERSTAND THE
EMOTIONAL MAKEUP OF OTHER PEOPLE
SKILL IN TREATING PEOPLE ACCORDING TO
THEIR EMOTIONAL REACTIONS
EXPERTISE IN BUILDING AND
RETAINING TALENT
CROSS-CULTURAL SENSITIVITY
SERVICE TO ALL NEEDY
SOCIAL
SKILLS
PROFICIENCY IN MANAGING RELATIONSHIPS
AND BUILDING NETWORKS
AN ABILITY TO FIND COMMON GROUP &
BUILD RAPPORT
EFFECTIVENESS IN LEADING CHANGE
PERSUASIVENESS
EXPERTISE IN BUILDING & LEADING
TEAMS
COMPETENCY MODEL
20. TRAIT REFERS TO AN INDIVIDUALS SELF-PERCEPTIONS OF
EMOTIONAL ABILITIES
IT IS A SELF REPORT
BAR-ON MODEL-1997
EMOTIONAL INTELLIGENCE IS “AN ARRAY OF
NONCOGNITIVE CAPABILITIES, COMPETENCIES, AND SKILLS
INFLUENCE ONE’S ABILITY TO SUCCEED IN COPING WITH
ENVIRONMENTAL DEMANDS AND PRESSURES”
20
TRAIT-BAR ON MODEL
21.
22.
23. DEVELOPING MOOD REGULATION SKILLS
PRODUCTIVE WAYS TO CHANGE MOOD
AVOID OVER AND UNDER REGULATION
SEEK NATURAL MEANS RATHER THAN
ALCOHOL, TOBACCO OR OTHER DRUGS
STRESS COPING STRATEGIES
USE OPTIMISTIC EXPLANATORY STYLE
23
MANAGING EMOTIONS
24.
25. SOMETIMES WHEN YOU ARE ANGRY WITH
SOMEONE, IT HELPS TO SIT DOWN AND
THINK ABOUT THE PROBLEM
26. CARE SELF AND OTHER’S BODY LANGUAGE
LISTEN MORE; SPEAK LESS
GET CURIOUS, NOT FURIOUS
REFRAME NEGATIVE EMOTIONS INTO
CURIOSITY
ELICIT PRIDE IN OTHERS
EMOTIONS ARE CONTAGIOUS &INFLUENTIAL
CAREFUL TO SHOW ONLY THOSE EMOTIONS,
WHICH WE WANT TO SEE IN OTHERS26
IMPROVING EMOTIONAL
INTELLIGENCE
27. IT CAN BE LEARNT AT ANY AGE
UPGRADE ONES SKILL AT ANY STAGE OF
LIFE
AGE AND MATURITY ARE POSITIVELY
CORRELATED WITH EQ
USEFUL FOR EVERYONE WHO WANT TO BE
HAPPY AND EFFECTIVE
27
IMPROVING EMOTIONAL
INTELLIGENCE
28. BEING CONNECTED TO
FAMILY AND FRIENDS
“WE HAVE ALL KNOWN THE LONG
LONELINESS AND WE HAVE LEARNED
THAT THE ONLY SOLUTION IS LOVE
AND THAT LOVE COMES WITH
COMMUNITY.”
“TO KNOW OTHERS IS TO BE WISE, TO
KNOW ONESELF IS TO BE ENLIGHTENED”
– TAO TE CHING
29. "THE ULTIMATE MEASURE OF A MAN
IS NOT WHERE HE STANDS IN
MOMENTS OF COMFORT, BUT
WHERE HE STANDS AT TIMES OF
CHALLENGE AND CONTROVERSY."
MARTIN LUTHER KING, JR.
30. YOUNG BRANCH OF RESEARCH
EMINENT PERSONALITIES
BHAGAVAT GITA-THE INDIAN CONTEXT
STUDY BY AFMC IN 2011
DIPR
30
THE PRESENT