MSSW Sem 1 Emotional Intelligence PG

EMOTIONAL INTELLIGENCE
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Emotional Intelligence means the capacity to be aware of, control, and express one's emotions, and to handle
interpersonal relationships judiciously and empathetically.
"Emotional intelligence is the key to both personal and professional success"
Emotional intelligence (EI) is the capability of individuals to recognize their own and other people's emotions,
discern between different feelings and label them appropriately.
In practical terms, this means being aware that emotions can drive our behaviour and impact people (positively and
negatively), and learning how to manage those emotions – both our own and others – especially when we are under
pressure.
Social and Emotional learning or SEL
SEL has become the organizing umbrella which helps in character education, violence prevention, anti-bullying, drug
prevention and discipline.
It helps children
 To improve their self-awareness and confidence,
 To manage their disturbing emotions and impulses
 To increase their empathy.
It also leads to measurable academic achievement.
Today companies worldwide routinely look through the lens of EI in hiring, promoting, and developing their
employees.
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Example
Johnson and Johnson (another CREIO member) found

that in divisions around the world, those identified at
mid career as having high leadership potential were far
stronger in EI competencies than were their less-
promising peers.
People who are masters at managing their emotions:
 Don't get angry in stressful situations. Instead, they have the ability to look at a problem and calmly find a solution.
 Excellent decision makers and they know when to trust their intuition.
 Regardless of their strengths, however, they're usually willing to look at themselves honestly.
 Take criticism well, and they know when to use it to improve their performance.
They know themselves very well, and they're also able to sense the emotional needs of others.
? Would you like to be more like this?
Do you know?
Emotional intelligence is just as important to professional success as technical ability, organizations are increasingly
using it when they hire and promote.
For example, one large cosmetics company recently revised their hiring process for salespeople to choose candidates
based on their emotional intelligence.
The result
People hired with the new system have sold, on average, $91,000 more than salespeople selected under the old
system.
So, what exactly is emotional intelligence, and what can you do to improve yours?
We all have
Different personalities
Different wants and needs
Different ways of showing our emotions.
Navigating through this all takes tact and cleverness – especially if we hope to succeed in life.
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What Is Emotional Intelligence?
Emotional Intelligence is
The ability to recognize your emotions
Understand what they're telling you and
Realize how your emotions affect people around you
It also involves your perception of others:- When you understand how they feel, it allows you to manage relationships
more effectively.
People with high emotional intelligence are usually successful in most things they do.
Why?
 Because they're the ones that others want on their team.
 Because they make others feel good, they go through life much more easily than people who are easily angered
or upset.
Emotional intelligence is an essential part of the whole person.
Characteristics of Emotional Intelligence
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Five elements that define emotional intelligence:
1. Self-Awareness
 People with high emotional intelligence are usually very self-aware. They understand their emotions.
 They're confident – because they trust their intuition and don't let their emotions get out of control.
 They know their strengths and weaknesses, and they work on these areas so they can perform better.
2. Self-Regulation
 This is the ability to control emotions and impulses.
 People who self-regulate typically don't allow themselves to become too angry and don't make careless
decisions.
 Characteristics of self-regulation are thoughtfulness, comfort with change, integrity, and the ability to say no.
3. Motivation
 People with a high degree of emotional intelligence are usually motivated.
 They're willing to defer immediate results for long-term success. They're highly productive, love a challenge,
and are very effective in whatever they do.
4. Empathy
 Empathy is the ability to identify with and understand the wants, needs, and viewpoints of those around you.
 Empathetic people are usually excellent at managing relationships, listening, and relating to others.
 They avoid stereotyping and judging too quickly, and they live their lives in an honest way.
5. Social Skills
 Those with strong social skills are typically team players.
 They can manage disputes, are excellent communicators, and are masters at building and maintaining
relationships.
The ability to manage people and relationships is very important in all leaders, so developing and using your
emotional intelligence can be a good way to show others the leader inside of you.
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How to Improve Your Emotional Intelligence
 Observe how you react to people.
Do you rush to judgment before you know all of the facts? Do you stereotype? Look honestly at how you think and
interact with other people.
 Do you seek attention for your accomplishments?

Humility can be a wonderful quality, and it doesn't mean that you're shy or lack self-confidence. Give others a chance
to shine – put the focus on them, and don't worry too much about getting praise for yourself.
 Do a self-evaluation.
Are you willing to accept that you're not perfect and that you could work on some areas to make yourself a better
person? It can change your life.
 Examine how you react to stressful situations.

Do you become upset every time there's a delay or something doesn't happen the way you want? Do you blame others
or become angry at them, even when it's not their fault?
 Take responsibility for your actions.

If you hurt someone's feelings, apologize directly. People are usually more willing to forgive and forget if you make an
honest attempt to make things right.
Examine how your actions will affect others – before you take those actions.
If you must take the action, how can you help others deal with the effects?
Hence,
 Although "regular" intelligence is important to success in life, emotional intelligence is key to relating well to
others and achieving your goals.
 Many companies now use emotional intelligence testing to hire new staff.
 Emotional intelligence is an awareness of your actions and feelings – and how they affect those around you.
 It also means that you value others, listen to their wants and needs, and are able to empathize or identify with
them on many different levels.
Emotional Intelligence Is the Other Kind of Smart.
It affects how we manage behaviour, navigate social complexities, and make personal decisions that achieve positive results.
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Skills and Competencies Required:
Emotional intelligence is made up of four core skills that pair up under two primary competencies: Personal
competence and Social competence.
Emotional intelligence is made up of four core skills.
Personal competence is made up of your self-awareness and self-management skills, which focus more on you
individually than on your interactions with other people.
 Self-Awareness is your ability to accurately perceive your emotions and stay aware of them as they happen.
 Self-Management is your ability to use awareness of your emotions to stay flexible and positively direct your
behaviour.
 Social competence is made up of your social awareness and relationship management skills; social
competence is your ability to understand other people’s moods, behaviour, and motives in order to improve the
quality of your relationships.
 Social-Awareness is your ability to accurately pick up on emotions in other people and understand what is
really going on.
 Relationship Management is your ability to use awareness of your emotions and the others’ emotions to
manage interactions successfully.
Within each of these sections are a range of skills which are the elements of emotional intelligence.
Personal Skills or Competences Social Skills or Competences
How we manage ourselves How we handle relationships with others
Self-awareness Empathy
○ Emotional awareness ○ Understanding others
○ Accurate self-assessment ○ Developing others
○ Self-confidence ○ Service orientation
Self-regulation ○ Leveraging diversity
○ Self-control ○ Political awareness
○ Trustworthiness Social Skills
○ Conscientiousness ○ Influence
○ Adaptability ○ Communication
○ Innovation ○ Conflict management
Motivation ○ Leadership
○ Achievement drive ○ Change catalyst
○ Commitment ○ Building bonds
○ Initiative ○ Collaboration and cooperation
○ Optimism ○ Team capabilities
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Emotional Intelligence is a flexible set of skills that can be acquired and improved with practice.
Emotional intelligence is the foundation for critical skills.
Your emotional intelligence is the foundation for a host of critical skills—it impacts most everything you say and do
each day.
Emotional Intelligence Can Be Developed.
Emotional intelligence requires effective communication between the rational and emotional centres of the brain.
Emotional intelligence is a balance between the rational and emotional brain.
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Benefits of Higher Emotional Intelligence
 People with higher emotional intelligence find it easier to form and maintain interpersonal relationships and to
‘fit in’ to group situations.
 People with higher emotional intelligence are also better at understanding their own psychological state, which
can include managing stress effectively and being less likely to suffer from depression.
In Summary
Working on your emotional intelligence could well be the most important aspect of your personal development.
Research has shown that people with higher levels of emotional intelligence enjoy more satisfying and successful
careers and relationships.
If you think about ways to enhance your emotional intelligence, you are likely to become more charismatic, interesting
and attractive to others, and you will also give your self-esteem a boost
You may check your emotional intelligence by going to the below mentioned link
https://www.arealme.com/eq/en/
TRANSACTIONAL ANALYSIS
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Transactional analysis is a technique that helps people better understand their own and other's behaviour, especially
in interpersonal relationships.
The human brain acts in many ways like a camcorder, vividly recording events.
 Both the event and the feelings experienced during that event are stored in the brain.
 If two or more people encounter each other… sooner or later one of them will speak, or give some other
indication of acknowledging the presence of the others. This is called transactional stimulus. Another person
will then say or do something which is in some way related to the stimulus, and that is called the transactional
response.“3
 With this definition, Dr. Berne defined the basic unit of analysis. At its simplest level, Transactional Analysis is
the method for studying interactions between individuals.
In addition to the analysis of the interactions between individuals, Transactional Analysis also involves the
identification of the ego states behind each and every transaction.
While we communicate, we reflect our state of mind, which translates to child ego, adult ego, or parent ego. It is
possible for a person to reflect all the three ego states simultaneously while communicating with others.
Every ego state carries some different meaning.
Example:
A communication from a child ego may be either destructive or happy. While communicating from destructive child
ego, a person reflects an uncompromising attitude, without listening to the information provided by others.
An adult ego communication—being formal and between two mature minds who understand the environment—is
effective and contributes to organizational effectiveness.
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The three ego states:
Parent, Adult, and Child Ego states
Parent– The parent represents a massive collection of recordings in the brain of external events experienced or
perceived in approximately the first five years of life.
Since the majority of the external events experienced by a child are actions of the parent, the ego state was
appropriately called Parent.
Examples of recordings in the Parent include:
 “Never talk to strangers”
 “Look both ways before you cross the street”
It is worth noting that, while recording these events, the young child has no way to filter the data; the events are
recorded without question and without analysis. One can consider that these events are imposed on the child.
Child– In contrast to the Parent, the Child represents the recordings in the brain of internal events associated with
external events the child perceives.
Examples of recordings in the Child include:
 “When I saw the monster’s face, I felt really scared”
 “The clown at the birthday party was really funny!
Adult– Adult data grows out of the child’s ability to see what is different than what he or she observed (Parent) or felt
(Child).
Adult allows the young person to evaluate and validate Child and Parental data. One of the key functions of the Adult is
to validate data in the parent. An example is:
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“Wow. It really is true that pot handles should always be turned into the stove” said Sally as she saw her brother burn
himself when he grabbed a pot handle sticking out from the stove.
Parent – taught concept
Child – felt concept
Adult – learned concept
Analysing Transactions
Parent ego state
This is a set of feelings, thinking and behaviour that we have copied from our parents and significant others.
Adult ego state
The Adult ego state is about direct responses to the here and now.
We deal with things that are going on today in ways that are not unhealthily influenced by our past.
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Child ego state
The Child ego state is a set of behaviours, thoughts and feelings which are replayed from our own childhood.
In an ideal world, communication between 2 individuals should always be between Adults. In that way, both
individuals are thoughtful, reasonable, and able to make mature decisions.
For example, imagine how it would be to talk to someone who is in the Parent state. She would most likely speak as
though she knew better than you.
2 people could have a successful conversation if they were both using the same ego state.
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Transactional Analysis OK Modes Model
The four effective Modes are called:
 Structuring
 Supporting
 Co-Creating
 Playful
The six ineffective Modes are called:
Inconsistent
Interfering
Reckless
Oppositional
Over-adapted
Criticizing
When two people communicate, one person initiates a transaction with the transactional stimulus
When we come from (communicate from) the green Modes we invite a positive response, and when we communicate
from a red Mode, we invite a response from one of the red Modes.
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Effective Modes Ineffective Modes
Structuring Criticizing
Inconsistent
Supporting Interfering
Co-creating Over-adapted
Oppositional
Playful Reckless
Ineffective modes
The ineffective (red) Modes all emanate from outdated experiences, which are not relevant or appropriate in the
present.
Criticizing Mode–
When in this Mode you will believe that others cannot do things as well as you can, or perhaps only certain chosen
people can.
If you lead from this position you are unlikely to develop a loyal supportive team or culture.
Inconsistent Mode
As a leader we might be inconsistent in our style - changing our behaviour in unpredictable and apparently random
ways.
This is not helpful for followers (or leaders).
Interfering Mode
When in this Mode the person will often do things for others which they are capable of doing for themselves.
People who find it difficult to delegate might be in this Mode.
Over-adapted Mode
When in this Mode we over-adapt to others and tend to experience such emotions as depression or unrealistic fear
and anxiety.
Reckless Mode
In this Mode we run wild with no boundaries.
At work we tend not to take responsibility for our actions and are unlikely to progress as we need a great deal of
management in order to focus our energy.
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The Blame model
Commonly when emotions are triggered people adopt one of three attitudes relating to blame, which each correlate to
a position on the Okay Corral:
• I'm to blame (You are okay and I'm not okay - 'helpless')
• You are to blame (I'm okay and you are not okay - 'angry')
• We are both to blame (I'm not okay and you are not okay - 'hopeless')
None of these is a healthy position.
Instead the healthy position is, and the mind-set should be:
"It's no-one's fault, blame isn't the issue - what matters is how we go forward and sort things out." (I'm okay and you
are okay - 'happy')
Transactional Analysis is a wonderful model for increasing self-awareness and advancing self-development.
Why Transactional Analysis?
(i) Transactional analysis offers the opportunity to develop all kinds of easy to learn skills that can be applied to all
areas of life.
(ii) This makes it valuable for helping to solve many types of problems, and it has been successfully applied in wide
variety of settings.
(iii) Essentially transactional analysis can be used in any field where there is a need for understanding of
individuals, communication and relationships.
(iv) It is particularly useful where there are issues of conflict, confusion or where something is lacking.
TA needs to be considered carefully as a way of helping us to better understand people’s learned behaviours.
We should note that it assumes:
 People are ok.
 Everyone has the capacity to think.
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Summing Up
BRAIN STORMING
For decades, people have used brainstorming to generate ideas, and to come up with creative solutions to problems.
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What Is Brainstorming?
Brainstorming combines a relaxed, informal approach to problem solving with lateral thinking. It encourages people
to come up with thoughts and ideas that can, at first, seem a bit crazy. Some of these ideas can be crafted into original,
creative solutions to a problem, while others can spark even more ideas. This helps to get people unstuck by "jolting"
them out of their normal ways of thinking.
Why Use Brainstorming?
 Brainstorming provides a free and open environment that encourages everyone to participate.
 All participants are encouraged to contribute fully, helping them develop a rich array of creative solutions.
 Brainstorming brings team members' diverse experience into play.
 It increases the richness of ideas explored, which means that you can often find better solutions to the
problems that you face.
Brainstorming is a group creativity technique by which efforts are made to find a conclusion for a specific problem by
gathering a list of ideas spontaneously contributed by its members.
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Following these two principles are the four general rules of brainstorming, established with intention to:
 Reduce social inhibitions among group members.
 Stimulate idea generation.
 Increase overall creativity of the group.
1. Go for quantity:
To facilitate problem solving through the maxim quantity breeds quality. The assumption is that the greater the
number of ideas generate the bigger the chance of producing a radical and effective solution.
2. Withhold criticism:
In brainstorming, criticism of ideas generated should be put 'on hold'.
3. Welcome wild ideas:
To get a good long list of suggestions, wild ideas are encouraged.
4. Combine and improve ideas:
As suggested by the slogan "1 + 1 = 3". It is believed to stimulate the building of ideas by a process of
association.
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A quick look at how to go about a brain storming session
There are two different ways for brainstorming:
1. Individual Brainstorming
2 Group Brainstorming
TYPES OF BRAIN STORMING
1. Stepladder Technique
2. Brain writing
3. Crawford's Slip writing approach
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4. Reverse brainstorming
5. Star bursting
6. Charlette procedure
7. Round robin brainstorming
Individual Brainstorming
Several studies have shown that individual brainstorming produces more – and often better – ideas than group
brainstorming.
When you brainstorm on your own, you don't have to worry about other people's egos or opinions, and you can be
freer and more creative.
However, you may not develop ideas as fully when you're on your own, because you don't have the wider experience
of other group members to draw on.
Example
You might find that an idea you'd hesitate to bring up in a group develops into something special when you explore it
on your own.
To get the most out of your individual brainstorming session, choose a comfortable place
to sit and think. Minimize distractions so that you can focus on the problem at hand, and
consider using Mind Maps to arrange and develop ideas.
1. Use words, phrases, or sentences.

Remember, your primary goal is to jot down ideas as quickly as they come to you without worrying about
whether an idea is important, interesting, or related to your subject.
Group Brainstorming
Here, you can take advantage of the full experience and creativity of all team members.
When one member gets stuck with an idea, another member's creativity and experience can take the idea to the next
stage.
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Another advantage of group brainstorming is that it helps everyone feel that they've contributed to the solution, and it
reminds people that others have creative ideas to offer. It's also fun, so it can be great for team building.
Group brainstorming can be risky for individuals. Unusual suggestions may appear to lack value at first sight – this is
where you need to chair sessions tightly, so that the group doesn't crush these ideas and stifle creativity. It reminds
people that others have creative ideas to offer.
How to Use the Tool

To run a group brainstorming session effectively, follow these steps.
Step 1: Prepare the Group

First, set up a comfortable meeting environment for the session.
When everyone is gathered, appoint one person to record the ideas that come from the session.
Step 2: Present the Problem

Clearly define the problem that you want to solve, and lay out any criteria that you must meet.
Give people plenty of quiet time at the start of the session to write down as many of their own ideas as they can.
Step 3: Guide the Discussion
Once everyone has shared their ideas, start a group discussion to develop other people's ideas, and use them to create
new ideas.
The following approaches help to increase the number of ideas that you generate-
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The Stepladder Technique
The Stepladder Technique is very simple. It starts with the creation of a core team of 2 people. Team members are
then asked to join the group later.
This improves the contribution of quieter group members by introducing one person at a time.
BrainWriting
BrainWriting is a technique similar to Brainstorming and Trigger Sessions. There are many varieties, but the general
process is that all ideas are recorded by the individual who thought of them. They are then passed on to the next
person who uses them as a trigger for their own ideas. This is a written approach that you can use to encourage all
individuals to generate and develop ideas.
Example:
The team leader shares the topic with the team, and the team members individually write down their ideas. It also gives
everyone more time to think over their ideas, which is especially helpful for your introverted participants.
 Online Brainstorming (also known as Brain-netting)
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An electronic method of brainstorming, this uses a document stored on a central server, or on a Cloud-based system.
You could fly everyone in at great expense, or you could find some other way to brainstorm as a team. Enter “Brain-
Netting,” or brainstorming on the Internet.
Example
These days, virtual teams are becoming more and more common across all business types.
Having a central location online where team members can collaborate is crucial for these virtual teams — consider
cloud-based document storage or an online collaboration tool.
There are many other online collaboration tools and exercises out there that can help you capture ideas as they surface.
Crawford's Slip Writing Approach
Crawford's Slip Writing Method is intended to help you pull ideas from large groups of people, while avoiding the
messy, loud meetings.
The Crawford Slip Writing it is often the most efficient means of generating ideas and organizing them quickly into
categories. This creativity technique is mainly used for:
1. Obtaining written information, ideas, suggestions from individuals in a group setting;
2. Analysing and synthesizing the data gathered; and
3. Reporting the results.
Brainstorming techniques
 Reverse Brainstorming
Reverse brainstorming as a design thinking tool. Instead of asking how to solve the problem, reverse brainstorming
focuses on the idea of what causes the problem or how to achieve an opposite result of what is expected. This is used
to improve a product or service.
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Sample for Reverse Brain Storming

Tip:
Reverse brain-storming is a good technique to try when it is difficult to identify solutions to the problem directly.
Example
Luciana is the manager of a health clinic and she has the task of improving patient satisfaction.
There have been various improvement initiatives in the past and the team members have become rather skeptical
about another meeting on the subject. The team is overworked, team members are “trying their best” and there is no
appetite to “waste” time talking about this.
So she decides to use come creative problem solving techniques she has learned. This, she hopes, will make the team
meeting more interesting and engage people in a new way.
Perhaps it will reveal something more than the usual “good ideas” that no one has time to act on.
To prepare for the team meeting, Luciana thinks carefully about the problem and writes down the problem statement:
• “How do we improve patient satisfaction?”
Then she reverses problem statement:
• “How do we make more patients dissatisfied?”
Already she starts to see how the new angle could reveal some surprising results.
At the team meeting, everyone gets involved in an enjoyable and productive reverse brainstorming session. They
draw on both their work experience with patients and also their personal experience of being patients and customers
of other organizations. Luciana helps ideas flow freely, ensuring people to not pass judgment on even the most
unlikely suggestions.
Here are just a few of the “reverse” ideas:

• Double book appointments.
• Remove the chairs from the waiting room.
• Put patients who phone on hold (and forget about them).
• Have patients wait outside in the car park.
• Discuss patient’s problems in public.
When the brainstorming session runs dry, the team has a long list of the “reverse” solutions. Now it’s time to look at
each one in reverse into a potential solution. Well, resulting discussions are quite revealing. For example:
“Well of course we don’t leave patients outside in the car park – we already don’t do that.”
“But what about in the morning, there are often patients waiting outside until opening time?”
“Mmm, true. Pretty annoying for people on first appointments.”

“So why don’t we open the waiting room 10 minutes earlier so it doesn’t happen?”
“Right, we’ll do that from tomorrow. There are 2 or 3 staff working already, so it’s no problem”.
And so it went on. The reverse brainstorming session revealed tens of improvement ideas that the team could
implement swiftly and easily.
Luciana concluded: “It was enlightening and fun to looking at the problem in reverse. The amazing this is, it’s helped
us become more patient-friendly by stopping doing things rather than creating more work”.
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Key Points
Reverse brain-storming is a good technique for creative problem solving, and can lead to robust solutions. Be sure to
follow the basic rules of brainstorming to explore possible solutions to the full.
Round-Robin Brainstorming
The “Round robin” option is a technique for generating and developing ideas in a group brainstorming setting. It relies
on an iterative process building off consecutive contributions by each participant, conducted in either written or
verbal variations. You can use this approach to get people to contribute ideas without being influenced by others.
Rolestorming
Rolestorming is a technique that encourages group members to take on other people's identities while brainstorming.
This reduces the inhibitions that many people feel when sharing their ideas with a group, and it helps people come up
with ideas that they may not have otherwise considered.
Figuring storming
Ever considered how someone else might handle the situation? Or what they might say about a particular topic? With
figuring storming, you aim to do just that. Think about how someone such as your boss, a famous celebrity, or even the
President of the United States might handle the situation. Putting yourself in new shoes can give the team a different
perspective and presents the possibility of fresh ideas. This technique works best for teams who find themselves
coming across the same ideas for repetitive projects.
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Starbursting
This form of brainstorming focuses on forming questions rather than answers. Starbursting challenges the team to
come up with as many questions as they can about your topic. An easy way to begin a session like this would be to
start listing questions that deal with the who, what, where, when, and why. This style assures that all aspects of the
project are addressed before any work goes into executing it.
Figure below shows some of the questions you might generate in a short starbursting session on the skates mentioned
above.
Starburst diagram for a new product
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Rapid ideation
Sometimes, time limitations can help generate ideas quickly, because you don't have time to filter or overthink each
one. With this technique, the team leader provides context beforehand. Several different mediums can be used, such
as pen and paper, white boards, Post-Its... anything to get the creative juices flowing.
SCAMPER technique:
SCAMPER was first introduced by Bob Eberle to address targeted questions that help solve problems or ignite
creativity during brainstorming meetings. The SCAMPER technique aims to provide seven different thinking
approaches to find innovative ideas and solutions.
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Example:
S.C.A.M.P.E.R. is essentially a process for expanding and improving upon ideas by testing and questioning them from
different angles. For each letter of the mnemonic, ask yourself a related question about your project or the problem at
hand:
Substitute, e.g.: What would happen to the project if we swapped X for Y?
Combine, e.g.: What would happen to the project if we combined X and Y?
Adapt, e.g.: What changes would need to be made to adapt this project to a different context?
Modify, e.g.: What could we modify to create more value on this project?
Put to another use, e.g.: What other uses or applications might this project have?
Eliminate, e.g.: What could we remove from the project to simplify it?
Reverse, e.g.: How could we reorganize this project to make it more effective?
The Next Step – Taking Action
 Use Affinity Diagrams to organize ideas and find common themes.
An Affinity Diagram is a tool that gathers large amounts of language data (ideas, opinions, issues) and organizes them
into groupings based on their natural relationships (Viewgraph 1). The Affinity process is often used to group ideas
generated by Brainstorming.
 You can also use the Six Thinking Hats technique to look at ideas from different perspectives.
 Decision Matrix Analysis and Paired Comparison Analysis will help you choose between different options.
 Modified Borda Count and Multi-Voting can help you choose between options as a team, particularly where
the differences between options are quite subjective.
Key Points
 When managed well, brainstorming can help you generate radical solutions to problems. It can also encourage
people to commit to solutions, because they have provided input and played a role in developing them.
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Brainstorming process
1. Define and agree the objective.
2. Brainstorm ideas and suggestions having agreed a time limit.
3. Categorise/condense/combine/refine.
4. Assess/analyse effects or results.
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5. Prioritise options/rank list as appropriate.
6. Agree action and timescale.
7. Control and monitor follow-up.
Plan and agree the brainstorming aim
Ensure everyone participating in the brainstorm session understands and agrees the aim of the session
Keep the brainstorming objective simple. Allocate a time limit.
Manage the actual brainstorming activity
Brainstorming enables people to suggest ideas at random.
During the random collection of ideas the facilitator must record every suggestion on the flip-chart.
Use different coloured pens to categorise, group, connect and link the random ideas. Condense and refine the ideas by
making new headings or lists.
Implement the actions agreed from the brainstorming
Agree what the next actions will be. Agree a timescale, who's responsible. It's crucial to develop a clear and positive
outcome, so that people feel their effort and contribution was worthwhile.
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What is brainstorming used for?
Example
A. In the product development process of a company goes as follows.
I. Research process
 The basic idea of the end product.
 The choice of resources.
 The customer needs and competitors.
II. Profitability analysis

 What qualities must be emphasized, such as the product’s quality or low price.
 The capital expenses for the development.
 The cost of the resources
III. Development
 Stimuli to get the ideas flowing.
 Other strategies besides new product development.
IV. Sales and marketing
 Need for a marketing slogan.
 Novel approaches to marketing catch the attention of consumers.
 Social networks are another potential gold mine for identifying what is important to consumers.
 To make enough use of new technologies to share why the brand is the best or to get customers to purchase a
product or service.
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B. In the process towards publishing an article
I. Biological research
 Current scenarios
 Gathering information
II. Audience
 Determine the kind of audience
 The level of readers.
III. Publication
 Which journal to publish?
 Why to choose that journal?
 How to publish?
 Publication ethics
Benefits of brainstorming
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Brainstorming has numerous benefits to both you and your organization.
 What if you developed new ways of saving money?
 What if you spotted a new opportunity in the market?
 What if you developed a new product which became the market leader?
 What if you could double your productivity?
 What if you could cut down paperwork and bureaucracy?
Better brainstorming means better ideas leading to:
 More money
 Faster promotion
 Increased creativity
 Better society
 More pleasant working environment
 Better employee relations
 A more responsive company
 Taking advantages of gaps in the market
 Creating new markets
 New products and services
 Better products and services
 Better management
 Less conflicts and arguments
 Improvements in productivity and reliability
Your role as a participant is twofold:
To suggest ideas which will work as solutions
To suggest ideas which will stimulate solutions in others
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Brainstorming rules-
Rule 1: Postpone and withhold your judgment of ideas
Do not pass judgment on ideas until the completion of the brainstorming session.
Rule 2: Encourage wild and exaggerated ideas
It's much easier to tame a wild idea than it is to think of an immediately valid one. No idea is too ridiculous.
Rule 3: Quantity counts at this stage, not quality
Go for quantity of ideas at this point; narrow down the list later.
Rule 4: Build on the ideas put forward by others
Build and expand on the ideas of others. Try and add extra thoughts to each idea.
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Rule 5: Every person and every idea has equal worth
Encourage participation from everyone.
PSYCHOMETRIC ANALYSIS
Psychometric testing refers to the process of measuring a candidate's relevant strengths and weaknesses. This form of
measurement is primarily employed to assess employment suitability, including company-candidate fit. The aim of
psychometric tests is to gain an accurate bearing of the candidate's cognitive abilities and personality/behavioural
style. This allows recruiters to predict, based on objective data, which candidates will be most suitable for specific
roles.
Psychometric testing is a bimodal process. To increase the validity of the psychometric testing process, both cognitive
and personality tests are used in order to accurately predict role suitability.
Personality has a significant role to play in deciding whether you have the enthusiasm and motivation that the
employer is looking for. It also determines how well you are going to fit in to the organization, in terms of your
personality, attitude and general work style? In most working situations it’s the personalities of the people involved
that affect the day-to-day success of the organization. If a manager can’t motivate their staff or the team doesn't work
well together, then quality of service and productivity will suffer.
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Psychometric testing can measure a number of attributes including

 Intelligence,
 Critical reasoning,
 Motivation
 Personality profile.
Most employers believe that a psychometric test can give a more objective overview of a candidate’s character,
strengths, weaknesses and working style.
Why use psychometric assessments?

 Objectivity – good psychometric assessments are standardised on a large sample and provide normative data
across a wide range of demographics and age cohorts. Well selected tests will allow you to demonstrate talents
that may otherwise not be evident.
 Validity – psychometric assessments are a more valid method than interviews, academic achievement &
reference checks, and when utilised in combination (for example in an assessment centre) are highly predictive
of future job performance.
 Cost – the cost of selection errors is large for both the employer and the employee. Psychometric assessments
help to minimise costs while maximising potential fit between the candidate and the job.
REBUS PUZZLES
Can you solve these Rebus Puzzles?
1. 2.
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3. 4.
5. 6.
7. 8.
9. 10.
11. 12.
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13. 14.
15. 16.
17. 18.
19. 20.
21. 22.
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23. 24.
25. 26.
M E
A L
27. 28.
29. 30.
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MSSW Sem 1 Emotional Intelligence PG

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MSSW Sem 1 Emotional Intelligence PG

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EMOTIONAL INTELLIGENCE

"Emotional intelligence is the key to both personal and professional success"

Social and Emotional learning or SEL

 To improve their self-awareness and confidence,

 To manage their disturbing emotions and impulses

 To increase their empathy.

It also leads to measurable academic achievement.

Johnson and Johnson (another CREIO member) found

People who are masters at managing their emotions:

? Would you like to be more like this?

What Is Emotional Intelligence?

The ability to recognize your emotions

Understand what they're telling you and

Realize how your emotions affect people around you

 Because they're the ones that others want on their team.

Emotional intelligence is an essential part of the whole person.

Characteristics of Emotional Intelligence

Five elements that define emotional intelligence:

 This is the ability to control emotions and impulses.

 People with a high degree of emotional intelligence are usually motivated.

 Those with strong social skills are typically team players.

How to Improve Your Emotional Intelligence

 Observe how you react to people.

 Do you seek attention for your accomplishments?

 Examine how you react to stressful situations.

 Take responsibility for your actions.

Emotional Intelligence Is the Other Kind of Smart.

Skills and Competencies Required:

Emotional intelligence is made up of four core skills.

Emotional intelligence is the foundation for critical skills.

Emotional Intelligence Can Be Developed.

Emotional intelligence is a balance between the rational and emotional brain.

Benefits of Higher Emotional Intelligence

Every ego state carries some different meaning.

The three ego states:

Parent, Adult, and Child Ego states

Examples of recordings in the Parent include:

 “Never talk to strangers”

 “Look both ways before you cross the street”

Examples of recordings in the Child include:

 “When I saw the monster’s face, I felt really scared”

 “The clown at the birthday party was really funny!

Parent – taught concept

Child – felt concept

Adult – learned concept

Parent ego state

Adult ego state

Child ego state

Transactional Analysis OK Modes Model

The four effective Modes are called:

The six ineffective Modes are called:

Effective Modes Ineffective Modes

This is not helpful for followers (or leaders).

People who find it difficult to delegate might be in this Mode.

In this Mode we run wild with no boundaries.

The Blame model

None of these is a healthy position.

Why Transactional Analysis?

We should note that it assumes:

 People are ok.

 Everyone has the capacity to think.

Why Use Brainstorming?

 Brainstorming brings team members' diverse experience into play.