1. Emotional Intelligence
3/21/2020
Emotional Intelligence
Presented by:
Don Read
Human Resource Services
Revised October 2019
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2. Emotional Intelligence
What is it?
Why does it matter to me?
What can I do with it?

3. Defined The ability to perceive and express emotion,
Assimilate emotion in thought,
Understand and reason with emotion, and
Regulate emotion in self and others…
(Mayer, Salovey and Caruso)
As mentioned above, Daniel Goleman's approach to Emotional Intelligence is not the only one. The work of Mayer, Salovey and Caruso is also very significant in the field of Emotional Intelligence and can be explored further on John Meyer's Emotional Intelligence website.
Emotional Intelligence(EI) is a concept that relates to how we understand and manage ourselves and how we relate to others.

4. Emotional Intelligence - AKA
Executive Competencies
Interpersonal Communication
Relationship Management
Social Intelligence
Leadership Development
Salovey and Mayer 1990 coined phrase

5. IQ vs EQ IQ EQ
Cognitive, intellectual, logical, analytical, and rational abilities
Emotional, social, communicative, and relational abilities
Personal information bank-memory, vocabulary, etc.
Grasping own as well as others’ wants and needs
Gauges how well one acquires and organizes new knowledge
Gauges how well one copes with environmental demands and pressures
Technical Skills and Cognitive abilities
Achievement
Aptitude
Personality
Static-changes over time
IQ gets you in the door, EQ helps you stay
What Do We Know About IQ?
•Predicts school grades relatively well
•Does not predict success in life
•Predicts 6% of job success
•Peaks in late teens
•Culture-bound
•Racial controversies
•Gets you in the door

6. Relationship Management
Four EQ Attributes
PERSONAL COMPETENCE
SOCIAL COMPETENCE
Recognition
What I See
Self Awareness
Social Awareness
Regulation
What I Do
Self Management
Relationship Management
2002 version is a further refined version of Golemans 1998
emotional intelligence - the five domains
personal competence - self-awareness, self-regulation, self-motivation
social competence - social awareness, social skills
According to Daniel Goleman, an American psychologist who helped to popularize EI, there are five main elements of emotional intelligence:
Self-awareness.
Self-regulation.
Motivation.
Empathy.
Social skills.
Goleman identified the five 'domains' of EQ as:
Knowing your emotions.
Managing your own emotions.
Motivating yourself.
Recognising and understanding other people's emotions.
Managing relationships.
Model: The Emotional Intelligence Competencies of High Achievers – Daniel Goleman

7. Personal Competence Self Awareness What I See
Ability to recognize your emotions as they happen and understand your general tendencies for responding to different people and situations
Emotional Awareness: Recognizing one's emotions and their effects.
Accurate Self-assessment: Knowing one's strengths and limits.
Self-confidence: A strong sense of one's self-worth and capacities.

8. Personal Competence Self Management What I Do
Using awareness of your emotions to choose what you say and do in order to positively direct your behavior
Self-Control: Keeping disruptive emotions and impulses in check.
Trustworthiness: Maintaining standards of honesty and integrity.
Conscientiousness: Taking responsibility for personal performance.
Adaptability: Flexibility in handling change.
Innovation:
Achievement drive
Initiative
Being comfortable with novel ideas, approaches and new information.

9. Social Competence Social Awareness What I See
Understanding Other/Empathy: Sensing others' feelings and perspectives and taking an active interest in their concerns.
Developing others: Sensing others' development needs and encouraging their abilities.
Service orientation: Anticipating, recognizing and meeting customers' needs.
Leveraging diversity: Cultivating opportunities through different kinds of people.
Organizational awareness: Reading a group's emotional currents and power relationships.
Understanding where the other person is coming from, whether you agree or not

10. Social Competence Relationship Management What I do
Communication: Listening openly and sending convincing messages.
Conflict Management: Negotiating and resolving disagreements.
Change Catalyst: Initiating or managing change.
Building bonds: Nurturing instrumental relationships.
Collaboration and co-operation: Working with others towards shared goals.
Team capabilities: Creating group synergy in pursuing collective goals.
Influence: Wielding effective tactics for persuasion.
Leadership: Inspiring and guiding individuals and groups.
Developing others
Teamwork & collaboration
Using awareness of others emotions to choose what you say and do in order to positively direct behavior

11. Relationship Management
PERSONAL COMPETENCE
SOCIAL COMPETENCE
Recognition
Self Awareness
Emotional Awareness
Accurate Self-assessment
Self-confidence
Social Awareness
Understanding Other/Empathy
Developing Others
Service Orientation
Leveraging Diversity
Organizational Awareness
Regulation
Self Management
Self-Control
Trustworthiness
Conscientiousness
Adaptability.
Innovation
Relationship Management
Communication
Conflict Management
Change Catalyst
Building Bonds
Collaboration and Co-operation
Team Capabilities
Influence
Leadership
[Handout 4 EQ Skills] SCENARIOS
This model is a refinement of the mode l I used in That earlier framework identified five domains, or dimensions, of emotional intelligence that comprised twenty-five competencies. Three dimensions—Self-Awareness, Self-Regulation, and Motivation—described personal competencies, that is, knowing and managing emotions in oneself. Two dimensions—Empathy and Social Skills—described social competencies, that is, knowing and managing emotions in others. The current model reflects recent statistical analyses by my colleague Richard Boyatzis that supported collapsing the twenty-five competencies into twenty, and the five domains into the four seen here: Self-Awareness, Self-Management, Social Awareness, and Relationship Management (Boyatzis, Goleman, & Rhee, 2000).
Computer Crash
You choose your attitude
You choose your responses (actively or passively) We do not have to be on autopilot
Intelligently understand, interpret and take action for emotions and thoughts that we have
EQ is the deciding factor between finding and living from our life's passion or if we just pass the time away.
EQ is the deciding factor that determines if we make lemonade when life hands us lemons, or spend our life stuck in bitterness.
Emotional Awareness: Recognizing one's emotions and their effects.
Accurate Self-assessment: Knowing one's strengths and limits.
Self-confidence: A strong sense of one's self-worth and capacities.
Social Awareness
Understanding Other/Empathy: Sensing others' feelings and perspectives and taking an active interest in their concerns.
Developing others: Sensing others' development needs and encouraging their abilities. Service orientation: Anticipating, recognizing and meeting customers' needs.
Leveraging diversity: Cultivating opportunities through different kinds of people.
Organizational awareness: Reading a group's emotional currents and power relationships.
Self Management
Self-Control: Keeping disruptive emotions and impulses in check.
Trustworthiness: Maintaining standards of honesty and integrity.
Conscientiousness: Taking responsibility for personal performance.
Adaptability: Flexibility in handling change.
Innovation:
Achievement drive
Initiative
Being comfortable with novel ideas, approaches and new information.
Relationship Management
Communication: Listening openly and sending convincing messages.
Conflict Management: Negotiating and resolving disagreements.
Change Catalyst: Initiating or managing change.
Building bonds: Nurturing instrumental relationships.
Collaboration and co-operation: Working with others towards shared goals.
Team capabilities: Creating group synergy in pursuing collective goals.
Influence: Wielding effective tactics for persuasion.
Leadership: Inspiring and guiding individuals and groups.
Developing others
Teamwork & collaboration

12. 3/21/2020 Template-WSU Hrz 201.ppt
Intelligently understand, interpret and take action for emotions and thoughts that we have
EQ is the deciding factor between finding and living from our life's passion or if we just pass the time away.
EQ is the deciding factor that determines if we make lemonade when life hands us lemons, or spend our life stuck in bitterness.
Template-WSU Hrz 201.ppt

13. Impacts and Success
Helps individuals in their strive for success in living, working, learning, and social interactions with self and others.
As it happens, some of these circumscribed realms are of major importance in our lives. One that comes to mind is health, to the extent that disturbing emotions and toxic relationships have been identified as risk factors in disease. Those who can manage their emotional lives with more calm and self-awareness seem to have a distinct and measurable health advantage, as has now been confirmed by many studies.
But IQ washes out when it comes to predicting who, among a talented pool of candidates within an intellectually demanding profession, will become the strongest leader. In part this is because of the “floor effect”: everyone at the top echelons of a given profession, or at the top levels of a large organization, has already been sifted for intellect and expertise. At those lofty levels a high IQ becomes a “threshold” ability, one needed just to get into and stay in the game.

14. Exercising EI Enhance better communication Improve personal relations
Coach others
Manage change
Deal with conflict
Improve productivity
Build teams
Promote better work environment
Retain employees
Helps individuals build and maintain working relationships with peers, supervisors and staff
Helps in managing teams effectively for producing good results
Directly relate to organizational performance and success
Making effective decisions
Creative problem solving
Cultivating leadership skills at all levels
Managing stress
Expressing emotions appropriately
Achieving goals
Recovering faster from setbacks
Communication obstacles
Given all other things being the same . Who do you believe will get more done in a day someone with low or higher emotional intelligence . Or someone who’s manager is EI?

15. NOT Exercising EI Lack of leadership Conflict situations No team work
Decreased personal productivity
Unsatisfied workforce
Higher labor turnover
Unsatisfied customers
Helps individuals build and maintain working relationships with peers, supervisors and staff
Helps in managing teams effectively for producing good results
No learning culture
Increased stress among staff
Inability to adjust to change
Hamper innovation-
Negative attitudes
No overall focus
Manager and supervisor behavior and treatment can play a large role in employee turnover and retention.

16. Practical Applications
Hiring
Performance management
Career movement
Overall business needs
SAMPLES ON EACH
Hiring
Performance Management
Career Movement
Succession Planning
Overall Business Needs
Another great symptom is the ability to wait. At kindergarten levels, this is the 'count to 10' trick. At more advanced levels, this is a part of great timing instincts: acting at the right time rather than the most tempting time. A third symptom is knowing when you can argue and when argument has no hope of changing anything. Low EI people don't get that reason doesn't actually work until all parties have explicitly agreed to base a discussion on reason. Between reason and any kind of unreasonableness, there is no contest. Reason will always lose. Even if you win the argument, you won't win the situation. If somebody argues that there are no black swans and you produce one, you still won't "win" because the other person may resent you for proving them wrong. Resentment is almost never a useful outcome to shoot for, which brings me to... The fourth symptom: avoiding 'winning for the sake of winning' situations. Strong EI people are never motivated by "told you so" reasons or worse, revenge.
The best example of emotional intelligence is keeping quiet when one is unsure of the situation, and just watching, observing and listening to others. Basically, you are getting information and learning for free.
The ability to accept feedback is a good example.  To truly accept feedback, people have to: 1) Make it clear to people that you are open to feedback, and that you want feedback.  Ask that the feedback be given privately and with a little notice so you can be in "feedback mode". 2) Give up, at least for now, on being right.  It isn't about being right.  It is about getting feedback. 3) Listen attentively.  Even if the feedback is yelling, or completely wrong.  It is about hearing, and making sure the other person knows they are heard.  Take notes.  If you are good at it, you can ask questions about the feedback for clarification.  Get as much as you can. 3) Listen only - do NOT argue,  think about retorts, or what to DO about the feedback.  Only listen, verify, and document. 4) Say thank you.  Say you really appreciate it.  Work on meaning it.  This is even more true if the person giving the feedback is "wrong".
One's response to unpredictably awkward social situations provides a good measure of emotional intelligence for two reasons: Awkwardness straddles the threshold of social pleasure and pain, usually outside of most people's "comfort zone"
Unpredictability tests one's ability to get back into that "comfort zone" without reliable GPS
For example, lead someone into a room full of people they've never met at a place they've never been and have them deliver an impromptu speech about an emotionally charged topic. Other skills obviously come into play in this hypothetical scenario, but I'd assume someone with advanced EI would get a good "read" of the room fairly quickly and then respond appropriately.

17. Developing EI Listen to your self and your emotions
Identify and classify emotions
Note difference between having and acting on emotions
Learn to distract
Take the time to note your impact on others
Set goals – internally or written
Slow Down, Think, Act
You choose your attitude
Be open to all emotions and recognize conflicting emotions
Mindfullness
Innervoice
Other Impact
Watch non-verbals
he Encyclopedia of Applied Psychology (2004) suggests that there are three major EI measures:
MSCEIT(Salovey-Mayer model of intelligence aptitude)
ECI(Goleman competency-based or performance model)
EQ-i(BarOn based on personality theory)
Journey
Mental or Written
Slow Down- Pause (count to Ten) – Count to Three
Why are you feeling … what can you do to counter this? How can you change from anger to a more positive emotion? What can you learn from the situation?
It is your choice
Understand V

18. As we look ahead…leaders will be those who empower others.
- Bill Gates

19. This has been a WSU Training Videoconference
3/21/2020
This has been a WSU Training Videoconference
If you attended this live training session and wish to have your attendance documented in your training history, please notify Human Resource Services within 24 hours of today's date:
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