Learning Agenda. Characteristics of Effective Coworkers. Emotional Intelligence at Work

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1 Emotional Intelligence at Work River Valley Human Resources Association September 11, 2014 James Kimberly, President Sapphire Consulting (603) Learning Agenda Ø Identify critical qualities of emotionally intelligent (EQ) people Ø Understand how to improve our EQ Ø Consider applications at work Characteristics of Effective Coworkers List three characteristics of Highly effective coworkers List three characteristics of Ineffective coworkers Come place them on the flipcharts

2 Experts Say % of the competencies that differentiate top performance are in the domain of EI. Daniel Goleman in Working With Emotional Intelligence, 1998 EI is more than twice as predictive of business performance than purely cognitive intelligence. Gerald Mount in The Role of Emotional Intelligence in Developing International Business Capability,2006 Leaders with higher social & emotional intelligence produce more powerful business results and greater profitability. Steven Stein in Emotional Intelligence of Leaders: A Profile of Top Executives, Leadership & Organization Development Journal, 2009 Consortium for Research on Emotional Intelligence in Organizations How important is smart when it comes to leadership? Research shows Executive Success is: Business planning Analytical reasoning Self-Awareness Relationship Skills 20 % Intellectual IQ 80% Emotional Social Intelligence EQ at Work Social and Emotional Intelligence are being embraced by large companies such as Hilton, Lockheed, Boeing, Microsoft, BMW, and AMEX Results include ability to: Build better leaders Increase employee engagement Enhance retention of top performers Improve productivity and profitability Increase sales and profits Improve customer service Reduce sick days and even health care costs

3 Goleman Model of EI MHS EQ Model Emotional intelligence is a set of emotional and social skills that collectively establish how well we: Know ourselves Express ourselves Develop and maintain social relationships Cope with challenges Make decisions EQi2.0 model by Multi Health Systems EQi The EQ-i 2.0 measures five distinct aspects of emotional and social functioning: Self-Perception understanding your emotions Self-Expression expressing your emotions Interpersonal develop and maintain relationships Decision Making use emotions to make better decisions Stress Management cope with challenges

4 Self-Perception Self-Regard confidence, acceptance of one s strength's and weaknesses Self-Actualization continuous development, motivation, achievement Emotional Self-Awareness understanding one s emotions, emotional literacy Self - Expression Emotional Expression saying and showing how you feel Assertiveness standing up for yourself in a non-destructive manner Independence standing on your own two feet, not overly dependent

5 Interpersonal Interpersonal Relationships developing and maintaining good relationships Empathy recognizing and appreciating how others feel, can tune in Social Responsibility contributing to one s social groups, connected to org. goals Decision Making Problem Solving effectively managing emotions when solving problems Reality Testing seeing things as they really are, aware of biases Impulse Control ability to resist or delay impulses Stress Management Flexibility adapting to change effectively Stress Tolerance successfully coping with stressful situations Optimism having a positive outlook

6 Happiness Feeling satisfied, enjoying life. An indicator of overall well-being and closely linked to: Self-Regard Optimism Interpersonal Relationships Self-Actualization How People Change: Principles for Developing EI There must be an opportunity for self-assessment There must be a reason to change True behavioral change happens when the change helps people achieve personal goals There must be a plan in place Behavioral change takes time and practice Ongoing support is vital to change efforts Good News! You can develop Emotional Intelligence! How do you Rewire your responses to feelings? How do you alter your behavior? How do you change your leadership styles? Example of what did it take when you did this? Emotions Thoughts Behavior Performance

7 Table Exercise Working together at the table, discuss examples from your work experience where one of these skills (overuse or underuse) have created difficulties for a team member. Someone scribe and be able to present: Emotional Self Awareness Flexibility Empathy Impulse Control Stress Tolerance S Self Awareness S How Do You See Yourself? S

8 Flexibility Empathy Stress Tolerance

9 Impulse Control Exercise - Think of where you get your personal power? - Think of a time when you were in conflict? What contributed to the situation going well or not going well. Top Reasons for Derailment Poor interpersonal relationships Single most common factor being too harshly critical Insensitive or demanding Alienating co-workers and direct reports Rigidity Inability to accept feedback about traits they need to change or improve Inability to listen, learn and change Inability to work with a team Being disrespectful Being uncooperative Not sharing information, plans or credit.

10 Bob Sales Manager As a result of my coaching sessions, these are things I have learned and improved upon and am continuing to practice each day to master: Thinking before speaking and acting Being a better active listener Thinking about how people will react to my comments and actions Being more diplomatic and not so short and to the point Being a more caring and sensible person Being less emotional Being more disciplined in taking on too much It is not all about how much I do individually but how much better I can make my team How to understand individuals needs more and how to coach them to a better outcome.not making all the decisions myself but getting them to take ownership and grow. Staying away from anytime possible and just picking up the phone. Ensuring people clearly understand my expectations, take nothing for granted. I understand how what I say, do and react affects others. Thanks! Sapphire Consulting offers innovative and customized EQ programs for all levels in your organization. We also offer executive assessment & coaching, team EQ assessment and organizational development consulting.. Jim Kimberly, President Sapphire Consulting (603)