This eBook explores the connection between agility and
emotional intelligence, the perceived impact it has on individual
and organizational performance, and a proven methodology
for development at scale: Everything DiSC® Agile EQ™.
Emotional Agility | Urmila Naidu | Pune Agile Unconference 2017 | Scale Up Co...Vineet Patni
"Emotional Intelligence to Emotional Agility" by Urmila Kandha
Enterprises that embark on the most successful transformation journeys are those that focus on people centric transformation spanning the entire gamut of innovative next-gen technologies, digitization, innovation and continuous learning.
This talk was presented at the Pune Agile UnConference 2017 (PAUC17) by Urmila Kandha.
The way we deal with our emotions shapes everything that matters: our actions, careers, relationships, health, happiness and organizations. Getting hooked by our thoughts, emotions and stories inhibits us from thriving. Emotional Agility is essential for success in all aspects of how we love, live, parent and lead.
McKinsey & Company – featured insights 25th June 2021 article
Four broad skill categories: 1. Cognitive, 2. Interpersonal, 3. Self-leadership and 4. Digital.
What is Emotional Intelligence. How to develop your Emotional Intelligence.
Presentation made by Philippe Grall, Executive Coach & Trainer.
President of Equilibre Inc.
www.e-quilibre.jp
Emotional intelligence at the workplace day 1Fabian Thomas
The document outlines the objectives and activities for a workplace workshop aimed at reducing stress, improving communication and teamwork. It provides guidance on how to make the workshop successful through active listening, ownership of words, validation of others' experiences, and maintaining confidentiality. Participants are asked to commit to these principles to have an open and productive discussion.
Daniel Goleman is a psychologist and science journalist who wrote about emotional intelligence in his bestselling book Working with Emotional Intelligence. The book discusses what emotional intelligence is, its importance, and its four main components: self-awareness, self-management, social awareness, and relationship management. Studies have shown that emotional intelligence is essential for effective leadership and impacts work performance, as managers with higher emotional intelligence tend to be more successful. Understanding and managing emotions helps individuals and leaders handle interpersonal interactions, motivate teams, and improve work outcomes. The book argues that emotional intelligence is a learned skill that can be developed to achieve better results.
This document summarizes a workshop on emotional intelligence presented by Dr. Maynard Brusman. The workshop discusses defining emotional intelligence and its five domains. Research shows that emotional intelligence is twice as important as IQ for leadership success. Developing emotional intelligence can improve motivation, teamwork, change management and relationships. The workshop teaches participants to increase self-awareness, self-regulation, motivation, empathy and social skills to become more emotionally intelligent. An assessment and action planning exercise helps participants understand their strengths and areas for growth.
Emotional Agility | Urmila Naidu | Pune Agile Unconference 2017 | Scale Up Co...Vineet Patni
"Emotional Intelligence to Emotional Agility" by Urmila Kandha
Enterprises that embark on the most successful transformation journeys are those that focus on people centric transformation spanning the entire gamut of innovative next-gen technologies, digitization, innovation and continuous learning.
This talk was presented at the Pune Agile UnConference 2017 (PAUC17) by Urmila Kandha.
The way we deal with our emotions shapes everything that matters: our actions, careers, relationships, health, happiness and organizations. Getting hooked by our thoughts, emotions and stories inhibits us from thriving. Emotional Agility is essential for success in all aspects of how we love, live, parent and lead.
McKinsey & Company – featured insights 25th June 2021 article
Four broad skill categories: 1. Cognitive, 2. Interpersonal, 3. Self-leadership and 4. Digital.
What is Emotional Intelligence. How to develop your Emotional Intelligence.
Presentation made by Philippe Grall, Executive Coach & Trainer.
President of Equilibre Inc.
www.e-quilibre.jp
Emotional intelligence at the workplace day 1Fabian Thomas
The document outlines the objectives and activities for a workplace workshop aimed at reducing stress, improving communication and teamwork. It provides guidance on how to make the workshop successful through active listening, ownership of words, validation of others' experiences, and maintaining confidentiality. Participants are asked to commit to these principles to have an open and productive discussion.
Daniel Goleman is a psychologist and science journalist who wrote about emotional intelligence in his bestselling book Working with Emotional Intelligence. The book discusses what emotional intelligence is, its importance, and its four main components: self-awareness, self-management, social awareness, and relationship management. Studies have shown that emotional intelligence is essential for effective leadership and impacts work performance, as managers with higher emotional intelligence tend to be more successful. Understanding and managing emotions helps individuals and leaders handle interpersonal interactions, motivate teams, and improve work outcomes. The book argues that emotional intelligence is a learned skill that can be developed to achieve better results.
This document summarizes a workshop on emotional intelligence presented by Dr. Maynard Brusman. The workshop discusses defining emotional intelligence and its five domains. Research shows that emotional intelligence is twice as important as IQ for leadership success. Developing emotional intelligence can improve motivation, teamwork, change management and relationships. The workshop teaches participants to increase self-awareness, self-regulation, motivation, empathy and social skills to become more emotionally intelligent. An assessment and action planning exercise helps participants understand their strengths and areas for growth.
The document provides an introduction to emotional intelligence (EI) over the course of a 2 hour seminar. It defines EI and explains why it is important, covering both the physiological and psychological aspects. It discusses the development of EI and ways it can be assessed. The seminar aims to introduce the basic concepts of EI, explain how physiological factors influence behavior, and involve guest speakers and exercises.
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.
1. Emotional intelligence (EQ) involves the capacity for self-awareness, managing emotions and relationships. It is important for behavior, social skills and life choices.
2. EQ has five domains - intrapersonal skills like self-awareness; interpersonal skills like empathy; adaptability skills like problem-solving; stress management skills; and general mood skills like optimism.
3. EQ can be developed through activities that improve skills like stress tolerance, impulse control, empathy and flexibility. Regular practice can increase a person's EQ over time.
This document provides an overview of a workshop on building emotional intelligence (EQ). It discusses the five core EQ skills - self awareness, self regulation, motivation, empathy, and social skills. For each skill, it describes strategies for improving such as mindfulness meditation, understanding emotions, compassion exercises, and relationship management techniques. The goal is to help participants understand EQ, assess their current level, and learn ways to strengthen their emotional skills through activities and self reflection.
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).
The document discusses emotional intelligence (EI) and Daniel Goleman's work on the topic. It provides definitions of EI, outlines the training objectives which are to understand the importance of EI, types of emotions, difference between IQ and EQ, core abilities and competencies of EI. It then discusses Goleman's background, provides statistics on lack of motivation and failure of change initiatives. Further, it explains the four core abilities of EI - self awareness, self management, social awareness and relationship management. It also outlines the five competencies of EI and key skills to develop EI.
The document provides an overview of the history and concepts of emotional intelligence. It discusses how emotional intelligence was emphasized in leadership studies in the 1940s and how the term was coined in 1990. Daniel Goleman further popularized the topic in his 1995 book. Emotional intelligence is defined as involving self and social awareness and management. It can be learned and differs from IQ in emphasizing competencies like leadership, influence, and conflict resolution. Various models of emotional intelligence are presented.
Emotional intelligence involves the ability to understand and manage emotions in oneself and others. There are different models of emotional intelligence, including the ability model which focuses on perceiving, understanding, using and managing emotions. Developing emotional intelligence involves self-reflection, paying attention to feelings, sharing feelings with others, having empathy, setting realistic goals, and maintaining an optimistic outlook. Emotional intelligence is important for success, health, and reducing crime, and is considered more important than IQ for overall effectiveness in life.
This document discusses emotional intelligence (EQ) and its importance in both business and life. It defines EQ as the ability to identify, assess, and control one's own emotions and the emotions of others. The document explains that EQ consists of four skills - personal competence (self-awareness and self-management) and social competence (social awareness and relationship management). It provides tips on improving one's EQ, such as journaling, practicing reflective listening, and giving and receiving feedback. The document argues that increasing EQ can enhance relationships at work and personally.
An engaging discussion to understand how to build emotional agility to make clear decisions, support inclusivity, enhance collaboration, and strengthen innovation.
How leaders deal with their emotions in the workplace has a profound effect on individual, team, and organizational success. Therefore, leaders need emotional agility to deal with negative emotions in healthy, productive ways.
Greater emotional agility allows leaders to shift negative patterns to more positive ones and to use this to communicate clearly and effectively, reduce stress, increase empathy and resilience, and reduce conflict between individuals, teams and within an organization.
Multiple studies have found that our minds have the tendency to focus on negative thoughts and ‘play the same songs’ over and over again. Another study performed in 2005 by Cornell University found that 85% of things we worry about never happen.
You'll learn:
• Why emotional agility is essential to build a strong reputation as a leader
• Discover how to build emotional agility
• How to navigate complex social and emotional situations
• How to build strong relationships
• Inspire teams to achieve their goals
Watch an engaging discussion of what a project manager must do to build emotional agility to effectively lead teams to achieve greater project outcomes.
If you're an experienced project, product or data professional actively seeking your next product, project, or data dream job opportunity and want to join a Professional Job Search Support Group hosted by BoldPM, fill the form to join our mailing list. We will send you more information on how to get started. Can't attend? Sign up anyway to get a link where you can view the recorded session and access the content after the live session.
About Hector Del Castillo
Hector is a product executive with over 20 years of experience helping mid-market technology and software CEOs and founders turn ideas into valuable products. He is a contributor to the Product Management and Marketing Body of Knowledge (ProdBOK®) Guide. Product executives, senior managers and leaders bring Hector their toughest problems when they need to build high performing teams to improve the resilience and profitability of their product portfolio.As an internationally recognized product innovation expert, Hector guides, coaches, trains and inspires product leaders to transform and grow their companies to outperform the competition. He has delivered over 250 inspiring lectures in U.S. and over 12 countries.
Connect: linkd.in/hdelcastillo
This document discusses emotional intelligence (EQ) and its importance. It begins by defining emotions and listing some positive and negative examples. It then explains the functions of emotions and factors influencing them. It defines EQ as the ability to understand and manage emotions, and lists its five key attributes: self-awareness, self-management, social awareness, empathy, and motivation. The document emphasizes that EQ is important for success in life and work, and that it is a better predictor of success than IQ. It provides tips for developing EQ skills like reducing stress, recognizing emotions, improving nonverbal communication, using humor, and resolving conflicts constructively.
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.
The science of happiness
"I'll be happy once <I get this done/I get a promotion/I change job/I buy a new car/etc >". How many times have you said something like this? We think happiness comes from success, but science has proven that it's the other way around: being happy makes us successful.
Happiness has huge benefits on most aspects of our lives, including the professional one.
So how can we be happy? Well, turns out we can quite easily "trick" our brain into being happy(er). Let me tell you how, and how I apply these concepts in my day to day work with my team
Downloads
Powerpoint: https://goo.gl/teHeis
PDF: https://goo.gl/qwV6KB
This presentation discusses the importance of adaptability. It defines adaptability as the ability to adjust one's emotions, thoughts, and behaviors to changing situations. Adaptability is important because work environments are changing with advances in technology, different generations in the workplace, and increased remote work. The presentation provides tips on how to improve adaptability, such as being willing to learn, traveling more, and developing a growth mindset. It concludes that adaptability is crucial for surviving in a changing workplace.
This document discusses the history and development of the concept of emotional intelligence. It traces emotional intelligence from early concepts of social intelligence in the 1920s to current models that define emotional intelligence as having four main domains: self-awareness, self-management, social awareness, and relationship management. Another model identifies five components of emotional-social intelligence: intrapersonal skills, interpersonal skills, stress management, adaptability, and general mood. The document provides details on the specific competencies within each domain and component.
Creativity and Innovation - Creativity vs Innovation - الإبداع والابتكار - ...Galala University
The document discusses creativity and innovation. It defines creativity as the ability to develop new ideas and find new ways of solving problems. Innovation is defined as applying creative solutions to problems to improve people's lives. The document outlines the creative process, lists characteristics of creative people, and discusses how to enhance creativity through activities like reading widely and thinking of alternative uses for objects. Barriers to creativity mentioned include fear of mistakes and believing one is not creative. Overall it provides an overview of creativity and innovation concepts and how individuals can improve their creative abilities.
Emotional intelligence involves self-awareness, self-regulation, social skills, empathy, and internal motivation. It is the ability to understand and manage one's own emotions and the emotions of others. While IQ is important for academic success, EQ plays a larger role in overall life success and fulfillment by allowing one to effectively navigate relationships and stress. A lack of emotional intelligence can cause one to be controlled by the primitive "lizard brain" and its negative emotions like fear, avoiding challenges. Developing emotional intelligence helps one to control the lizard brain and live to one's full potential.
As we look forward to 2021, our People Science experts offer predictions that can serve as your map to the path of People Success. We want to invite you to tap into insights—about people-centricity, well-being, and reimagining the world of work—to inspire a fresh start in the year ahead.
Accountability - High Performance and High Fun in the WorkplaceNick Girling
- Implementing accountability in a careful way can increase both productivity and job satisfaction by opening opportunities. It is important to distinguish accountability from responsibility.
- Accountability means being answerable for results and accepting responsibility for actions and decisions. It involves setting goals, monitoring performance, and having difficult conversations when needed.
- Organizations with strong accountability cultures see better performance as people feel responsible and accountable. There is no room for excuses and blame. The tips suggest focusing on respect over friendship and avoiding complacency.
The document provides an introduction to emotional intelligence (EI) over the course of a 2 hour seminar. It defines EI and explains why it is important, covering both the physiological and psychological aspects. It discusses the development of EI and ways it can be assessed. The seminar aims to introduce the basic concepts of EI, explain how physiological factors influence behavior, and involve guest speakers and exercises.
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.
1. Emotional intelligence (EQ) involves the capacity for self-awareness, managing emotions and relationships. It is important for behavior, social skills and life choices.
2. EQ has five domains - intrapersonal skills like self-awareness; interpersonal skills like empathy; adaptability skills like problem-solving; stress management skills; and general mood skills like optimism.
3. EQ can be developed through activities that improve skills like stress tolerance, impulse control, empathy and flexibility. Regular practice can increase a person's EQ over time.
This document provides an overview of a workshop on building emotional intelligence (EQ). It discusses the five core EQ skills - self awareness, self regulation, motivation, empathy, and social skills. For each skill, it describes strategies for improving such as mindfulness meditation, understanding emotions, compassion exercises, and relationship management techniques. The goal is to help participants understand EQ, assess their current level, and learn ways to strengthen their emotional skills through activities and self reflection.
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).
The document discusses emotional intelligence (EI) and Daniel Goleman's work on the topic. It provides definitions of EI, outlines the training objectives which are to understand the importance of EI, types of emotions, difference between IQ and EQ, core abilities and competencies of EI. It then discusses Goleman's background, provides statistics on lack of motivation and failure of change initiatives. Further, it explains the four core abilities of EI - self awareness, self management, social awareness and relationship management. It also outlines the five competencies of EI and key skills to develop EI.
The document provides an overview of the history and concepts of emotional intelligence. It discusses how emotional intelligence was emphasized in leadership studies in the 1940s and how the term was coined in 1990. Daniel Goleman further popularized the topic in his 1995 book. Emotional intelligence is defined as involving self and social awareness and management. It can be learned and differs from IQ in emphasizing competencies like leadership, influence, and conflict resolution. Various models of emotional intelligence are presented.
Emotional intelligence involves the ability to understand and manage emotions in oneself and others. There are different models of emotional intelligence, including the ability model which focuses on perceiving, understanding, using and managing emotions. Developing emotional intelligence involves self-reflection, paying attention to feelings, sharing feelings with others, having empathy, setting realistic goals, and maintaining an optimistic outlook. Emotional intelligence is important for success, health, and reducing crime, and is considered more important than IQ for overall effectiveness in life.
This document discusses emotional intelligence (EQ) and its importance in both business and life. It defines EQ as the ability to identify, assess, and control one's own emotions and the emotions of others. The document explains that EQ consists of four skills - personal competence (self-awareness and self-management) and social competence (social awareness and relationship management). It provides tips on improving one's EQ, such as journaling, practicing reflective listening, and giving and receiving feedback. The document argues that increasing EQ can enhance relationships at work and personally.
An engaging discussion to understand how to build emotional agility to make clear decisions, support inclusivity, enhance collaboration, and strengthen innovation.
How leaders deal with their emotions in the workplace has a profound effect on individual, team, and organizational success. Therefore, leaders need emotional agility to deal with negative emotions in healthy, productive ways.
Greater emotional agility allows leaders to shift negative patterns to more positive ones and to use this to communicate clearly and effectively, reduce stress, increase empathy and resilience, and reduce conflict between individuals, teams and within an organization.
Multiple studies have found that our minds have the tendency to focus on negative thoughts and ‘play the same songs’ over and over again. Another study performed in 2005 by Cornell University found that 85% of things we worry about never happen.
You'll learn:
• Why emotional agility is essential to build a strong reputation as a leader
• Discover how to build emotional agility
• How to navigate complex social and emotional situations
• How to build strong relationships
• Inspire teams to achieve their goals
Watch an engaging discussion of what a project manager must do to build emotional agility to effectively lead teams to achieve greater project outcomes.
If you're an experienced project, product or data professional actively seeking your next product, project, or data dream job opportunity and want to join a Professional Job Search Support Group hosted by BoldPM, fill the form to join our mailing list. We will send you more information on how to get started. Can't attend? Sign up anyway to get a link where you can view the recorded session and access the content after the live session.
About Hector Del Castillo
Hector is a product executive with over 20 years of experience helping mid-market technology and software CEOs and founders turn ideas into valuable products. He is a contributor to the Product Management and Marketing Body of Knowledge (ProdBOK®) Guide. Product executives, senior managers and leaders bring Hector their toughest problems when they need to build high performing teams to improve the resilience and profitability of their product portfolio.As an internationally recognized product innovation expert, Hector guides, coaches, trains and inspires product leaders to transform and grow their companies to outperform the competition. He has delivered over 250 inspiring lectures in U.S. and over 12 countries.
Connect: linkd.in/hdelcastillo
This document discusses emotional intelligence (EQ) and its importance. It begins by defining emotions and listing some positive and negative examples. It then explains the functions of emotions and factors influencing them. It defines EQ as the ability to understand and manage emotions, and lists its five key attributes: self-awareness, self-management, social awareness, empathy, and motivation. The document emphasizes that EQ is important for success in life and work, and that it is a better predictor of success than IQ. It provides tips for developing EQ skills like reducing stress, recognizing emotions, improving nonverbal communication, using humor, and resolving conflicts constructively.
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.
The science of happiness
"I'll be happy once <I get this done/I get a promotion/I change job/I buy a new car/etc >". How many times have you said something like this? We think happiness comes from success, but science has proven that it's the other way around: being happy makes us successful.
Happiness has huge benefits on most aspects of our lives, including the professional one.
So how can we be happy? Well, turns out we can quite easily "trick" our brain into being happy(er). Let me tell you how, and how I apply these concepts in my day to day work with my team
Downloads
Powerpoint: https://goo.gl/teHeis
PDF: https://goo.gl/qwV6KB
This presentation discusses the importance of adaptability. It defines adaptability as the ability to adjust one's emotions, thoughts, and behaviors to changing situations. Adaptability is important because work environments are changing with advances in technology, different generations in the workplace, and increased remote work. The presentation provides tips on how to improve adaptability, such as being willing to learn, traveling more, and developing a growth mindset. It concludes that adaptability is crucial for surviving in a changing workplace.
This document discusses the history and development of the concept of emotional intelligence. It traces emotional intelligence from early concepts of social intelligence in the 1920s to current models that define emotional intelligence as having four main domains: self-awareness, self-management, social awareness, and relationship management. Another model identifies five components of emotional-social intelligence: intrapersonal skills, interpersonal skills, stress management, adaptability, and general mood. The document provides details on the specific competencies within each domain and component.
Creativity and Innovation - Creativity vs Innovation - الإبداع والابتكار - ...Galala University
The document discusses creativity and innovation. It defines creativity as the ability to develop new ideas and find new ways of solving problems. Innovation is defined as applying creative solutions to problems to improve people's lives. The document outlines the creative process, lists characteristics of creative people, and discusses how to enhance creativity through activities like reading widely and thinking of alternative uses for objects. Barriers to creativity mentioned include fear of mistakes and believing one is not creative. Overall it provides an overview of creativity and innovation concepts and how individuals can improve their creative abilities.
Emotional intelligence involves self-awareness, self-regulation, social skills, empathy, and internal motivation. It is the ability to understand and manage one's own emotions and the emotions of others. While IQ is important for academic success, EQ plays a larger role in overall life success and fulfillment by allowing one to effectively navigate relationships and stress. A lack of emotional intelligence can cause one to be controlled by the primitive "lizard brain" and its negative emotions like fear, avoiding challenges. Developing emotional intelligence helps one to control the lizard brain and live to one's full potential.
As we look forward to 2021, our People Science experts offer predictions that can serve as your map to the path of People Success. We want to invite you to tap into insights—about people-centricity, well-being, and reimagining the world of work—to inspire a fresh start in the year ahead.
Accountability - High Performance and High Fun in the WorkplaceNick Girling
- Implementing accountability in a careful way can increase both productivity and job satisfaction by opening opportunities. It is important to distinguish accountability from responsibility.
- Accountability means being answerable for results and accepting responsibility for actions and decisions. It involves setting goals, monitoring performance, and having difficult conversations when needed.
- Organizations with strong accountability cultures see better performance as people feel responsible and accountable. There is no room for excuses and blame. The tips suggest focusing on respect over friendship and avoiding complacency.
15Five's Guide To Creating High Performing TeamsDavid Hassell
Managing a team has never been more complex. Knowledge-based workers are challenging status-quo leadership at every turn. How will you keep your A-players, ensure their happiness and call forth their best week after week?
15Five's Guide To Creating High Performing Teams contains helpful management tips on everything from building better relationships with employees to supercharging meetings and performance reviews.
Capabilities we need now in change managementLena Ross
Titled 'The High 5 of Change Mastery' this presentation is a guide for change leaders and practitioners to future-pace their capabilities with these skills for change mastery. These emerging capabilities will help us optimise our relevance and effectiveness in a disruptive business environment.
The Culture Cure for Digital: How to Fix What’s Ailing BusinessCognizant
Work cultures that have developed over time can be too slow-moving and complacent for the digital age. Business leaders need to intentionally reshape the organizational culture to energize people for the work of the future.
The document is a magazine that discusses creating a high performance work culture. It includes articles on identifying risks that can impact an organization's culture and drive success or failure. It also discusses using surveys to measure an organization's culture and identify positive or negative forces. One example shows survey responses from different levels of an organization identified very different perceptions of the current culture, with top leadership seeing it as overwhelmingly positive while frontline staff saw it as overwhelmingly negative.
This document discusses the importance of effectively communicating innovation ideas, especially "everyday innovation" ideas generated by employees. It argues that many innovative ideas fail because they are poorly communicated, not because they lack merit. It recommends that organizations develop a communication framework to help employees of all levels clearly present their innovative ideas. This can help level the playing field so the best ideas, regardless of who proposes them, have an opportunity to be heard and adopted based on their own merits. Developing employees' communication skills and ensuring a process for sharing ideas can significantly benefit an organization by capturing the potential of innovation from all levels.
Resilience: how to build resilience in your people and your organizationDelta Partners
"It is not the strongest of the species that survives, nor the most intelligent that survives. It is the one that is the most adaptable to change."
- Charles Darwin
Those people who are familiar with our work know that we write quite a lot about the pace of change in our global business environment. It is continual, it is unrelenting, and it appears to be accelerating.
We cannot slow the pace of change, so do we give up? Throw our hands up and succumb to the tidal wave of knowledge that we are adrift and rudderless? And if not, what can we do to make our people and our organizations more resilient in the face of this ongoing pressure?
"Resilience: an ability to recover from or adjust easily to misfortune or change."
- Merriam-Webster Dictionary
It turns out that there are definitely steps that a manager can take to influence the resilience of both the organization and the individual.
The goal of this presentation is to provide a starting point for leaders and managers as they seek ways to battle back against the apathy and exhaustion that builds in everyone. It is not the final word in these matters – rather it is best considered a jumping off point for those who are looking for a different way.
So enjoy it, share it, and use it. Just let everyone know where you found it!
This document discusses the future of work and alternatives to traditional management structures. It provides three examples of organizations that operate successfully without hierarchies through self-management. Key points:
- The future of work may involve replacing traditional management styles that leave most employees feeling unmotivated and replace them with more humane, purpose-driven organizations.
- Case studies show organizations like FAVI (metal manufacturer) and Buurtzorg (healthcare provider) that engage employees and use self-managing principles are consistently more successful.
- These organizations function without managers, budgets, or traditional business functions through self-management, transparency, and intrinsic motivation instead of external controls.
- Rather than big transformation initiatives, successful
This document provides a summary of Jack Welch's career and leadership philosophy as outlined in his book. It discusses how Welch rose through the ranks at GE from a junior engineer to ultimately becoming CEO. Key parts of his approach included establishing a clear mission and values, promoting candor, evaluating and developing talent, driving change and innovation. The summary highlights Welch's emphasis on leadership, hiring the right people, managing performance, and embracing strategies like Six Sigma to drive growth and competitive advantage.
It All Starts With A Sense of Urgency (a ChangeThis Manifesto by John Kotter)Samuli Pahkala
In a turbulent era, when new competitors or political problems might emerge at any time, when technology is changing everything, both the business-as-usual behavior associated with complacency and the running-in-circles behavior associated with a false sense of urgency are increasingly dangerous.
In bold contrast, a true sense of urgency is becoming immeasurably important. Real urgency is an essential asset that must be created, and re-created, and it can be.
Future of work: Self-management, business purpose and employee engagementCoincidencity
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The Connection Between Agility and Emotional Intelligence
1. Agility Unlocked | Revealing the Connection Between Agility and Emotional Intelligence
Revealing the Connection Between Agility and Emotional Intelligence
2. Agility Unlocked | Revealing the Connection Between Agility and Emotional Intelligence
The more volatile, uncertain, complex, and ambiguous our
working environments become, the more critical a truly agile
workforce is to success. Yet, staying agile demands that people
develop and use their emotional intelligence (EQ)—a level of
sophistication that has never been demanded before.
A common approach to emotional intelligence training
and development is through EQ appraisals—most of which
offer an individual a measure of their emotional intelligence
at that moment in time. But it’s one thing to have insight
into your emotional intelligence; it’s another to use that
information to grow and enhance your impact at work. And
it’s still another to scale it across the enterprise to drive
organizational performance. The question becomes: How do
organizations develop the emotional intelligence necessary
to support what they need most: a thriving agile culture?
This eBook explores the connection between agility and
emotional intelligence, the perceived impact it has on individual
and organizational performance, and a proven methodology
for development at scale: Everything DiSC®
Agile EQ™
3. Agility Unlocked | Revealing the Connection Between Agility and Emotional Intelligence
“Agility” is more than a buzzword
in the workplace today; it’s a
requirement. Organizations have
to be ready for challenges they
couldn’t have imagined five years
ago. And every smart company you
can think of is undergoing some
kind of agile transformation.
Why are organizations eager to become more agile,
flexible, and resilient? Because the marketplace is
being constantly reshaped by powerful macro forces:
sweeping globalization, groundbreaking technology,
unprecedented workforce diversity, and relentless
competition. And then there are the real human and
economic game changers such as COVID-19, utterly
beyond our powers to predict much less control.
Today, companies need to be primed for VUCA—
volatility, uncertainty, complexity, and ambiguity.
Thriving in the modern world of work demands it.
Maybe you’ve helped your organization become
more agile by flattening the hierarchy, introducing
agile project management, or emphasizing flexibility
and teamwork in hiring. But consider the big
picture. Do your people have the tools they need
to cope with whatever comes next, logistically and
emotionally? As you build your agile workplace,
do you know what you’re asking of employees?
The Rise of the Agile Organization
3
4. Agility Unlocked | Revealing the Connection Between Agility and Emotional Intelligence
And even if these exact hypotheticals don’t come
to pass, your organization will almost certainly face
some type of radical disruption in the not-too-distant
future. Probably nobody included a global pandemic
in their 2020 plans. With such challenges in mind,
many companies striving to become more nimble
are focused on making their processes more agile.
And that’s a start. But it’s not enough. You can’t be
an agile organization without agile workers, without
people who are resilient, proactive, collaborative. You
need clear communicators, keen listeners, and
lifelong learners. You need people who can not only
withstand chaos but somehow even embrace it.
Agility may be the key 21st-century competency. In a
2020 Wiley survey of 2,500 professionals, 95 percent
of managers, directors, and executives said that
agility—the ability to adapt quickly and easily—is more
important to their organization’s success now than it
was five years ago. And 90 percent of respondents,
from individual contributors to the C-suite, said agility
is more important to their individual success than it
was five years ago; increasingly, employers require it.
Imagine these scenarios–entirely plausible today
1
A new competitor armed with disruptive technology is about to launch a product that could
change everything. You need Marketing, Technology, and Product Development to hunker down
and respond. But Marketing’s tied up planning a conference, Tech’s mired in scheduled software
updates, and Product Dev just lost a key leader. Can they shift gears when it counts?
2 A major hurricane has knocked one of your main suppliers offline, and you can’t afford to stop
production. You’ve got to find a reliable replacement—now. Can the team tackle the arrangements
without unintended consequences?
Your company has decided to expand to international markets. How can you prepare the staff to
navigate the myriad of new regulations, tariffs, and cultural norms? And how can you get them to see
this as progress, as more exciting than onerous?
3
4
5. Agility Unlocked | Revealing the Connection Between Agility and Emotional Intelligence
So what can we expect from workers who’ve developed
their agility? More than others, agile workers keep an
eye out for the next competitor, the next disruptor.
At all levels, they employ their personal authority
to make decisions and manage everyday changes.
They strive to adapt to new situations, even when
it’s uncomfortable. And, given that they may have
coworkers in five generations across a wide cultural
spectrum, they can connect with people very different
from them—and quickly get down to business.
Because of all the changing dynamics and
demographics, the modern workplace can be
a jumble of norms and expectations. But agile
workers demonstrate core social and emotional
strengths that make teamwork and problem-
solving possible: active listening, self-reflection,
empathy, objectivity, assertiveness.
In other words, the elements of emotional
intelligence—another hot topic today—are the
building blocks of agility. And leaders clearly see
the connection between the two. In Wiley’s Agile
Organization survey, 97 percent of supervisors,
managers, directors, and executives said that
emotional intelligence is crucial to an agile workforce.
But how does emotional intelligence support agility?
Emotional intelligence refers to the ability to read
the emotional and interpersonal needs of a situation
and respond appropriately; agility is the ability to
do that even if it’s difficult. Most everyone can adapt
to some situations, but there are others outside their
comfort zone. People who find it easy to remain calm
when big plans change, for example, may find it almost
impossible to push back appropriately when the
changes are ill-conceived. If they can learn to stretch,
to rise to those less comfortable challenges, they’ll
have more moves—which makes them more valuable
to the organization, more marketable themselves,
and more comfortable in new circumstances.
Emotional intelligence not only yields better
outcomes, it also reduces wear and tear on the
staff. If an employee’s default is confidence, for
example, they might be frustrated when a situation
calls for vulnerability. But if they can learn to
assume the new mindset, they’re less likely to be
stressed out—and immobilized—by a new boss,
a new project, or a new work environment. And if
they can move easily between the two mindsets,
they’re more versatile and probably happier.
The Psychology of the Agile Worker
5
6. Agility Unlocked | Revealing the Connection Between Agility and Emotional Intelligence
So how do emotional
intelligence and agility
show up in the workplace?
Consider a day in the life of an
employee perfectly suited to
today’s tumultuous workplace.
We’ll call her Alicia.
6
Now, nothing Alicia does in this slice of her life is an
explosive game-changer. But all the wise little moves
she makes, pirouetting gracefully between self-
assurance, gregariousness, empathy, and objectivity,
add up to the sort of adaptability organizations need
today. If, like Alicia, an employee can pivot from one
soft skill to another, from one situation to another,
they’re likely to be more prepared when the inevitable
big changes come. They’re prepared to help ward off
a new competitor, find a new supplier, solidify a new
customer base. They can handle major disruption—
and still have energy for the family after work.
Alicia is a hypothetical ideal, of course. Few of us
are that constructive and resilient on an average
day. But everyone is competent in at least a couple
of dimensions of emotional intelligence. And EQ
experts maintain that everyone—everyone―can
grow their competency, can develop the social and
emotional skills crucial to an agile workplace.
2:00
Her least favorite colleague stops by to ask for a big batch of data while
Alicia’s immersed in writing an urgent report. “I’ll wait,” the colleague says.
Alicia resists the urge to roll her eyes, smiles, and promises to deliver the
numbers the next morning. Her cubicle neighbor admires her composure.
3:00
A client calls, full of enthusiasm for a new idea he wants incorporated into
the plan Alicia is creating. Alicia listens and acknowledges his passion but
then gently points out the ways the new idea would delay the plan. “Okay,”
the client concedes with a laugh. “Thanks for protecting me from myself.”
3:30
Alicia presents a new, more efficient process to her immediate team.
As she feared, they don’t want to change how they do things. She
reminds them of the problems caused by the current process, making
a convincing case for change. Reluctantly, they admit she’s right.
4:30
Her boss calls her in and tells her she needs to spend this weekend
working on the presentation for the corporate office next week. “I’m
sorry, but that won’t work,” Alicia tells her firmly. “I can get it done
early next week, and it will be everything you need it to be.”
8:30
Alicia encounters the CEO on the elevator and seizes the moment, charming
him with a quick recap of her latest inventive idea and urging him to take
a look at the email she sent. “She’s dynamic,” he thinks, impressed.
8:45
Alicia stops by the marketing team on her way to get coffee. She chats
with several folks about their projects, shares a laugh, and invites
one to lunch to pick her brain, bolstering several relationships.
10:00
One of her teammates is discouraged as he’s preparing an acquisition
proposal. She takes him aside, listens intently to the factors he’s weighing,
paraphrases his concerns, validates his thought process, and raises
questions for him to consider. He feels better and digs in again.
11:20
It’s the big monthly budget meeting, and Alicia is disappointed to learn
the new hire she’d hoped for is not being funded. But she puts aside her
frustration and considers the benefits of another team’s expansion. It could
really boost revenue. The budget director thinks, wow, she’s a team player.
7. Agility Unlocked | Revealing the Connection Between Agility and Emotional Intelligence
There’s a growing recognition of the value of
emotional intelligence in the workplace. In Wiley’s
survey, 95 percent of respondents said EQ is at least
as important at work as IQ—if not more so. Eighty-
six percent of managers, directors, and executives
said EQ is a bigger factor in organizational success
than it was five years ago. Managers indicated they
spend significantly more time on interpersonal issues,
where higher EQ would be helpful, than on either the
quality or quantity of work their employees do.
EQ hits the bottom line, yes, and it also shapes the
employee experience and organizational culture. And
when the job market’s tight, those things especially
matter. Eighty percent of those surveyed have worked
on a team where low EQ hurt productivity; an equal
percentage said they’ve seen low EQ create a toxic
culture. More than 40 percent have actually quit
a job after working with people with a low EQ.
People recognize the importance of EQ, but
there’s a gap between theory and practice in
many organizations. Almost 95 percent of survey
respondents said that they themselves are skilled at
reading the emotional needs of a situation and adapting
their approach, but only 71 percent said their coworkers
know how to do that. Hmmm. And while 98 percent of
supervisors, managers, directors, and executives said
it would be worthwhile for their teams to develop their
EQ, only 72 percent said they know how to do that.
How do we close the EQ theory-practice gap?
There’s a vibrant industry around the training of
emotional intelligence. And most of the training
solutions revolve around an EQ appraisal, which
offers an individual a measure of their emotional
intelligence at a moment in time. But it’s one thing
to have insight into your emotional intelligence; it’s
another to use that information to grow and enhance
your impact at work. And it’s still another to scale
it across the enterprise to drive organizational
performance. How can organizations develop the
emotional intelligence necessary to support what
they need most today—a thriving agile culture?
The Value of EQ in the Workplace
7
8. Agility Unlocked | Revealing the Connection Between Agility and Emotional Intelligence8
95% said that in the
workplace, EQ is at least
as important at work
as IQ—if not more so
79% said they have
worked on a team where
low EQ hurt productivity
Importance Rising Need Time Spent
86% said that emotional
intelligence is more
important to them now
than it was 5 years ago
80% said they’ve
seen low EQ produce
a toxic culture
86% of leaders said emotional
intelligence is more important
to their organization’s success
now than it was 5 years ago
46% of managers indicated they
spend significantly more time
on interpersonal issues, where
higher EQ would be helpful, than
on either the quality or quantity
of work from their employees
41% left jobs in the past
because they were
working with people
who had low EQ
94% said that they themselves are skilled at reading the
emotional needs of a situation and adapting their approach,
but only 71% said their coworkers can do the same
98% of managers, directors, and executives said it
would be worthwhile for their teams to develop their
EQ, but only 72% said they know how to do that
Figure 1:
The Value of EQ in the Workplace
Rising Importance
Shapes Experience and Culture
Gap Between Theory and Practice
John Wiley and Sons, Inc. 2020 Agile Organization Survey Results
9. Agility Unlocked | Revealing the Connection Between Agility and Emotional Intelligence
What’s the best way to nurture EQ at work and grow
agility in an effective, scalable way? Wiley’s new
Everything DiSC®
Agile EQ™ program is one answer. It’s
an assessment and group training program grounded
in the proven Everything DiSC®
assessment, which
measures two central aspects of personality: pace
and skepticism. On top of that, Agile EQ™ measures
each employee’s comfort with eight EQ mindsets.
Each participant in the program takes an assessment
and receives a 26-page profile based on their results.
The profile, combined with group training by a skilled
facilitator, provides each participant with a step-by-
step guide, a sort of roadmap, to improving their
EQ. Say a participant excels at the empathy mindset
and supportive, one-on-on conversations but resists
connecting with strangers at sales events. The profile
outlines beginning, intermediate, and advanced steps
they can take to make the outgoing mindset more
comfortable. Or say a participant is naturally resolute,
great at withstanding doubts and criticism, but
struggles to compromise with others. The profile helps
them see what that weakness is costing them and how
chipping away at it could open up new opportunities.
The profile acknowledges the participant’s existing
strengths, making it easier to take action.
Ultimately, the goal of Agile EQ is to empower
employees—from individual contributors to executives—
to move comfortably between the eight mindsets,
to become more agile. Nobody does it effortlessly,
of course, but Everything DiSC’s new program has
an optimistic foundation, clearly showing each
employee the EQ strengths they’re starting from.
From there, the emphasis is on their development.
Boosting EQ and becoming more agile is like building
a muscle, and the profile outlines the exercises
that will lead to growth for each individual.
It’s this developmental emphasis that distinguishes
Agile EQ from other emotional intelligence approaches.
Other programs provide participants with a numerical
score, a diagnostic snapshot, but what can be done
to improve that score is often unclear. Agile EQ
participants not only know their EQ strengths, but
also where they can improve, why it matters that they
improve, and precisely what steps they can take to
improve. The program is practical and systematic,
in a world that’s often murky and ambiguous.
The program is powerful not only because it’s
pragmatic, but also because it’s highly personalized.
The profile shows a participant’s likely EQ strengths,
based on their DiSC®
style, but it goes further—with
“effort meters” that show precisely how challenging
each mindset is for that person. After reading the
profile, the participant sees clearly the shape and scope
of their comfort zone. Two people may share a DiSC
style—even the exact location on the DiSC circumplex—
but they may have very different effort meters, based
on their EQ. Being humble and receptive may be
easy for one and an awkward ordeal for the other.
A Solution Within Reach
9
10. Agility Unlocked | Revealing the Connection Between Agility and Emotional Intelligence
Dynamic
Initiating action on
your ideas, influencing
people, and projecting
a strong social
presence
Outgoing
Establishing and
maintaining relationships
and expressing your
emotions and unfiltered
thoughts to others
Empathizing
Reaching out with
compassion, seeking to
understand people’s
emotional needs and
struggles, and being
supportive
Receptive
Staying open to others’
ideas and being willing
to compromise or set
aside your own needs
and preferencesComposed
Reflecting before acting,
moderating your
responses even under
stress, and exercising
diplomacy
Objective
Separating facts from
emotion and keeping
the discussion focused
on logic
Resolute
Standing your ground
in the face of
opposition, speaking
up about problems,
and pushing through
any resistance
Self-Assured
Asserting your opinions
and rights, projecting
confidence in your ideas
and abilities, and taking
charge of situations
There are eight Agile EQ mindsets you can call on to guide your interactions.
No one mindset is more valuable than the next; rather, the needs of a particular
situation will dictate which is appropriate. Learning when and how to adopt
each mindset will help you take an agile approach to your interactions.
Figure 2:
The Everything DiSC®
Agile EQ™ Mindsets
10
11. Agility Unlocked | Revealing the Connection Between Agility and Emotional Intelligence
Agile EQ is built around a half-day group training
that creates a shared understanding of EQ among
colleagues and shows each individual how to
maximize their strengths. The learning experience
was designed to be delivered in a classroom but
can be readily adapted to a virtual platform and
delivered to people working remotely. Wiley has been
fortunate to partner with a network of passionate
consultants, trainers, and coaches who are trained to
facilitate this program, bringing to life the principles
presented in the profile. This group of experts is
empowered to customize the program to each
organization they work with—so they address the
unique strategic needs of each culture. Everything
DiSC Authorized Partners meet each organization
and each person where they are and help them see
where they can go. Group training can be a powerful
catalyst for professional growth, especially when the
competencies being explored are interpersonal.
We all have weaknesses that limit our organizations
and limit our careers. Agile EQ’s personalized profile,
invigorating learning experience, and in-depth
action planning help people see their limits—and
how to stretch past and expand them. It may never
feel completely natural to be very outgoing or
composed or self-assured, if that’s not how you’re
built. But Agile EQ shows how to venture into those
mindsets, whenever the situation demands it.
We live in challenging times, with unprecedented
threats to public health, climate, and the market.
Now more than ever, professionals need to keep their
eyes glued to the horizon. Today’s workforce may
be perfectly suited to today’s challenges. But what
about next year’s? What if the competitor around the
corner suddenly shows up on your doorstep? What if
the next pandemic appears before you’ve recovered
from the last one? Being competitive today means
developing your employees to adapt to each new
challenge in real time. Everything DiSC®
Agile EQ™ helps
organizations and people adapt to the future—whatever
it brings—so that when it arrives, they’re ready.
11
12. Agility Unlocked | Revealing the Connection Between Agility and Emotional Intelligence
Everything DiSC®
Agile EQ™ develops the emotional
intelligence necessary to support a thriving agile culture.
This training program combines the personalized insights
of DiSC®
with active emotional intelligence development to
help each participant read the emotional and interpersonal
needs of a situation and respond accordingly. Participants
will discover their EQ strengths, recognize their EQ
opportunities, and learn to stretch outside their comfort zone,
empowering them to meet the demands of any situation.
The result is an emotionally intelligent workforce that can
effectively adapt to the challenges of today and tomorrow.
To discover how Everything DiSC Agile EQ can help develop
the emotional intelligence of your workforce, connect
with your Everything DiSC Authorized Partner today.
DiSCOVER THE POWER OF WE™