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Developing emotional intelligence


Developing emotional intelligence. Michael Collins Managing Director. Agenda ... Well done. Questions? Michael Collins Managing Director ... – PowerPoint PPT presentation

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Title: Developing emotional intelligence

Developing emotional intelligence
Michael Collins Managing Director
  • What is emotional intelligence?
  • Dispelling some myths
  • Why is EI important?
  • How do you develop EI?
  • Case study

What is emotional intelligence?
  • Was there ever a time
  • When you said or did something out of anger that
    you later regretted?
  • When you misread someones intentions or the
    political climate at work?
  • When you found it hard to focus on a task because
    of how you were feeling at the time?
  • havent we all?

What is emotional intelligence?
  • A multifunctional array of interrelated
    emotional, personal and social abilities which
    influence our overall ability to actively and
    effectively cope with demands and pressures
    (Bar-on, 2000)

What is emotional intelligence?
  • Emotional intelligence refers to the capacity to
    deal effectively with ones own and others
    emotions. When applied to the workplace, it
    involves the capacity to effectively perceive,
    express, understand and manage emotions in a
    professional manner (Stough Palmer, 2002)

What is emotional intelligence?
  • Being aware of, and managing ones own feelings
    and emotions being sensitive to, and influencing
    others sustaining ones motivation and
    balancing ones motivation and drive with
    intuitive, conscientious and ethical behaviour
  • (Dulewicz Higgs, 1999)

The evolution of EI
  • Thorndike (Social Intelligences) 1920
  • Gardner (Multiple Intelligences) 1983
  • Bar-on (Emotional Quotient) 1985
  • Salovey Mayer (EI) 1990
  • Goleman (EI) 1996
  • Dulewicz Higgs (EI) 2000
  • Stough Palmer (EI) 2002

Dispelling some myths
  • Is it something new? No.
  • Is it just personality or can we acquire this
    ability (nature versus nurture)? A bit of both.
  • Can it be measured? Yes, but no universal
    agreement on what this looks like.
  • Does it make a difference? Beware the exaggerated

Dispelling some myths
  • EI accounts for 87 of the factors that predict
    leadership success (eg. Hay-McBer) unlikely
  • IQ alone accounts for 10-15
  • Personality alone for 20-25
  • EI alone for 25-40

Why is EI important?
  • Leaders high in EI create workplaces that
  • Are innovative and creative
  • Have effective teamwork
  • Have an effective customer service culture
  • Have committed employees
  • Experience lower absenteeism
  • Have employees with higher job satisfaction
  • Have employees who experience less
    stress(Sources Henley Management College,
    Swinburne University)

Developing EI
  • Develop case for change
  • Present case for change to key stakeholders and
    pilot participants
  • Measure current capability using robust EI tool
  • Provide one-to-one feedback
  • Conduct skill-based workshop or coaching (focus
    on developing key EI abilities)
  • Follow-up (reinforce workplace application)
  • Remeasure (6 to 9 months later)

Case study
  • Company Roche Pharmaceuticals
  • Participants National Sales Managers
  • Need coaching for growth/performance
  • Team members long-term, highly experienced

Case study
  • Partnered with internal LD Team
  • Implemented best practice process
  • Case for change
  • Briefing session nationally
  • EIQ self-measure on-line
  • One-to-one feedback
  • Two-day workshop
  • Half-day follow-up (7 months post)
  • 360-degree measurement (self selected)

Case study
  • Workshop agenda
  • What is coaching?
  • Coaching skills active listening, questioning
    giving and receiving feedback
  • What does EI look like in the workplace
  • Understanding non-verbal information
  • Coaching skills practice
  • Dealing with difficult situations
  • Making EI work

Case study
  • Participant feedback
  • Strong facilitation, I would rank this program
    as one of the best I have attended.
  • I really enjoyed the participation and strong
    case studies this was done very well. The group
    workshops were also entertaining. The body
    language game was eye opening.
  • Excellent knowledge base. Well presented. Good
    rotation of activities to help keep participation
    and energy high. Well done.

Michael Collins Managing Director