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Www.healthcareteamperformance.com/nha The Emotionally Intelligent Leader.

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Presentation on theme: "Www.healthcareteamperformance.com/nha The Emotionally Intelligent Leader."— Presentation transcript:

1 The Emotionally Intelligent Leader

2 2 Agenda  Define Emotional Intelligence and its benefits to you.  Understand the 4 Quadrants of EI  Gain tools to strengthen your EI:  Setting your Intentions  PAC Model  IGROW Coaching Model

3 3 Studies show….  For all levels of jobs EI competencies are twice as effective as IQ in determining and individual’s success rate.  Leaders possessing EI will create healthier work climates and will develop EI within their teams.  The higher level of the job’s complexity and authority the greater the impact of EI.  Senior leaders show an 85% correlation between EI and success.

4 4 What is Emotional Intelligence? The capacity for recognizing our own feelings and those in others, for motivating ourselves, for managing emotions well in ourselves and in our relationships. Daniel Goleman

5 5 What is Emotional Intelligence? Emotional Intelligence is the ability to understand, accept, and recognize our own emotions and feelings, including their impact on ourselves and other people and to use this knowledge to improve our own behaviours as well as to manage and improve our relationships with others. Ann Cartwright and Amanda Solloway, 2007

6 6 Benefits of EI  Increased self-confidence  Improved relationships in the workplace  Greater communication  Less conflict and greater conflict resolution  Less stress  Better management of change  Greater trust and respect  Improved teamwork and collaboration

7 7 “After each shift I go home feeling defeated because I can’t give the care I want to my patients. I don’t work in a supportive environment where people trust and respect one another, and that impacts my ability to ask for help and to trust that others will be there when I need them to be.”

8 8 “The patient is the number one priority at all times, so there is no ego, there is no jockeying for position, and no pecking order. We are simply just there for the patient, their family, and for one another. It’s hard to describe. I never feel alone because there is such a strong sense of teamwork. I know that when I ask for help I’ll get it, I know I can always ask questions, and I know that my opinion is valued.”

9 9 The Four Quadrants of EI

10 10 Self Awareness The ability to recognize and understand your moods, emotions and drives and their effects on yourself and others. Emotional Awareness Accurate Self-Assessment Personal Power Social Awareness Awareness of others’ needs, feelings and concerns. Empathy Organizational Awareness Service Ethic Self Management Managing one’s internal states, resources and impulses. Emotional self-control Integrity Innovation and Creativity Initiative Resilience Stress Management Realistic Optimism Relationship Management Adeptness at inducing desirable responses in others. Developing others Influencing Communication Conflict Management Catalyzing Change Building Bonds Teamwork and Collaboration Building Trust

11 11 To lead others you must first lead yourself. Dan Waldschmidt

12 The Smallest Things Make the Biggest Difference the RIGHT WOLF FEED

13 13 Set your Intentions Every Day  Set aside 5 to 10 minutes every morning to set your daily intentions.  Find a quiet spot where you will not be interrupted.  Sit comfortably and close your eyes.  Take 10 deep breaths and focus on releasing any tension each time you exhale.  Then ask yourself 3 questions…….

14 14 Set your Intentions What will you achieve today? Who will you be today? What actions will you take today? Visualize your answers to each question and see, feel, and hear yourself achieving what you want to achieve, being you you want to be and taking the actions you want to take.

15 15 Developing Team Self-Management  Establish Monday Morning Huddles: What will WE achieve this week? Who will WE be this week? What actions will WE take this week?

16 16 The Parent/Adult/Child Model The Parent Hands on Hips mode The Adult Rational & Emotion- Free mode The Child Poor Me Mode

17 17 When in the Adult Mode we:  Ask for information and don’t make assumptions.  Respond rather than react.  Are assertive.  Seek a win-win.  Are straightforward, open and honest.  Talk to others as equals.  Create dialogue.

18 18 Individual Exercise 1. Consider an ineffective interaction in which you did not remain firmly in the Adult. 2. In which mode were you functioning? 3. What caused you to slip into that mode, what are your triggers? 4. What can you do going forward to better manage your response?

19 19 Respond in the Adult  Ask open-ended questions.  Be aware of tone of voice, ensure open, non- judgemental tone.  Be aware of your own biases when commenting and asking questions.  Recognize and manage your triggers.  Do not judge.  Be respectful.

20 20

21 21 “Coaching is…. helping another person reach higher effectiveness by creating a dialogue that leads to awareness and action.” Anne Loehr, A Manager’s Guide to Coaching

22 22 IGROW Coaching Model

23 23


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