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Emotional Intelligence

by Daniel Goleman

Learning Objective

 You will learn to :
 Understand the emotional intelligence model and its core
competencies
 Discover the benefits of emotional intelligence for yourself, your
team, and organization
 Choose perception and behaviors that will lead to positive
outcomes

“We are being judged by a
new yardstick; not just how
smart we are, or by our
training and expertise, but
also how well we handle
ourselves and each other.”

Daniel Goleman, Ph.D.
Working with
Emotional Intelligence

Daniel Goleman  Daniel Golemen popularized the term ‘Emotional Intelligence’ in 1995 in the title of his book.” . empathy for the feelings of others and the regulation of emotion in a way that enhance living. Emotional Intelligence: why it can matter more than IQ.  Goleman defined emotional intelligence as:  “Understanding one’s own feeling.

May influence Emotional personal Intelligence success more can be than IQ improved .IQ vs. EQ  What made this book so popular were two claims: Emotional Intelligence (EI or EQ) Unlike IQ.

he identified the five “domains” of EQ: Know your Emotions Manage Motivate yours Yourself Emotions Emotional Intelligence Domains: Manage Recognize the & know Emotions other’s of Others Emotions .Domain of EQ  In this article.

 This model describe EQ in terms of five domains that are splits into four quadrants. .What is Emotional Intelligence  Goleman’s model is the most widely used when discussing EQ in the context of the workplace.  Two of the domains are related to personal competence and two are related to social competence.

SOCIAL AWARENESS AWARENESS SELF. RELATIONSHIP MANAGEMENT MANAGEMENT • Manage your emotions • Manage relationships • Motivate yourself .• Know your emotions • Recognize & understand other people’s emotions SELF.

Cont’d  Personal Competence  This area of competence is concerned with three of the five “domains” and split into two quadrants:  Self Awareness.builds on the understanding that you gained with self awareness and involves controlling your emotion so that they don't control you.  Self Management. .means that you understand that how you feel and can accurately assess your emotional state.

involve expanding your awareness to include the emotions of those people around you.  Relationship Management.Cont’d  Social Competence  This are concerned deals with other two domains  Social Awareness. .means using an awareness of your own emotions and those of others to build strong relationship.

Emotional Intelligence Services . are the ones who have the strengths in the key emotional intelligence abilities. “The people who will become the leaders.D. Founder. Ph.” Daniel Goleman. the people who will become the star performers.

Ed. Co-Developer.” Darryl Grigg.D. It will help them develop relationships with those people.“If people will stop for a moment and put themselves in another person’s shoes… it will help them modify their own behavior. American Express Emotional Competence Program .

and to use this information to guide one’s thinking and action.Salovey and Mayer model  Salovey and Mayer defined it as ‘ a form of social intelligence that involves the ability to monitor one’s own and other's feelings and emotions. to discriminate among them.’ .

Salovey and Mayer’s Model  They proposed that there are four fundamental aspects to emotional intelligence: Recognizing Using Emotion Emotions Understanding Regulating Emotions Emotions .

build initiative and confidence bonds. adaptability. change transparency. self aware. accurate self awareness of catalyst. Empathy. and self and service conflict. Of own AWARENESS Emotionally influence emotions. optimism teamwork and collaboration . assessment organization manage achievement. 19 Competencies of Emotional Quotient (EQ) RELATIONSHIP MANAGEMENT SELF SELF. Inspired MANAGEMENT AWARENESS SOCIAL leader.

Adaptability. Emotional self awareness. Self confidence. 2.Competencies Self Awareness: 1. 6.Displaying honesty and integrity.Keeping disruptive emotions and impulses under control. Accurate self assessment.Reading one’s own emotions and recognizing their impact.A sound sense of one’s self worth and capabilities. Initiative. 3. . Emotional self control. Self Management: 4. 9. Achievement. 8.Flexibility adapting to changing situation 7. Transparency. 5.the drive to improve performance to meet inner standard.Knowing one’s strengths and limits.Seeing the upsides in events.Readiness to act and seize opportunities. Optimism.

Guiding and motivating with a compelling vision.Sensing’s others emotions. . 3.Cont’d Social Awareness: 1. understanding their perspective. Relationship Management: 4. Empathy.Recognizing and meeting the followers. Organizational awareness. Inspirational Leadership. 5.Wielding a range of tactics for persuasion. 2. client or customer needs. Services.Reading the politics at organizational level. Influence.

 Teamwork.Develop others through feedback.Maintain a web of relationship.Cooperation and team building .  Change Catalyst.Resolving Disagreement.Cont’d  Developing others.  Building bonds. managing and leading in a new direction  Conflict Management.initiating .

.EQ Timeline  To develop your own EQ it is important to understand the evolution of the concept of social or emotional intelligence.

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2 million more profit from their accounts. Leadership.An analysis of more than 300 top-level executives from 15 global companies showed that six emotional competencies distinguished stars from average  Findings: Distinguishing Emotional Competencies  Influence. Team Leadership. . Organizational Awareness.  Findings: Partners who scored more than median or nine delivered 1.  Study 2.Experienced partners in a multinational consulting firm were assessed to the EI competencies plus three others. Achievement Drive.  139% incremental gain.Studies  Study 1.

but research has supported the idea that emotional intelligence competencies can be significantly improve over time.Can EQ be Developed  The theory of emotional intelligence is popular because it implies that EQ can be developed  This is not universally accepted. .  But before improving your competencies you need to identify your current level within each competency and then decide the best way to reach to high level.

Accurate Self Self-confidence aware assessment Self-Management Control of your Commitment Conscientious emotions . Personal Competence Self Awareness Emotional Self.Personal Competence  Your level of personal competence is one half of how to develop your emotional intelligence.

Cont’d  You can recognize an individual who has a high level of emotional self awareness because they will:  Know which emotion they are feeling and why  Realize the links between their feelings and what they think. do. and say  Recognize how their feelings affect their performance  Have a guiding awareness of their values ad goals .

Cont’d  Daniel Goleman describe accurate self assessment terms of people who are:  Aware of their strength ad weakness  Capable of learning from experience  Interested in continuous learning  You will recognize individual with a high level of self confidence because their behavior and communication show that they have:  Certainty about your values  Strong presence  High level of self assurance  Ability to make quick decision .

Cont’d  Once you are aware of how your emotions affect your behavior and attitude toward situation you will ale to self manage  The competency of self management has six different skills attributes  Self Control: People with this competency  Manage their impulsive feelings  Stay composed and positive  Think clearly .

Cont’d  Trustworthiness: you will do what you say  Act ethically  Build trust through reliability  Admit their own mistakes  Conscientiousness: desire to perform a task well  Meet commitments  Are organized and careful in their work  Adaptability: ability to change something  Smoothly handle multiple demand  Are flexile .

.Cont’d  Achievement Orientation: Concern for working toward a standard  Set themselves challenging goals  Measure their own performance  Use their time efficiently  Initiative: Taking lead in problems  Seek out fresh ideas  Generate new ideas  Take fresh perspective and risks.

Social Competence  The other half of your EQ is related to the social competencies you show within your life or work role.  To understand the emotions of other you need to demonstrate the following competencies. Social Competence Social Awareness Organizational Empathy Service Orientation Awareness Relationship Management Ability to persuade Develop strong Communication Skills and lead working relations .

Cont’d  Social Awareness  Empathy: The ability to understand someone else’s feelings and re-experience them  Actively listen to what others says  Focus on attaining the goal  Organizational Awareness: The ability to read the current of emotions and political realities in groups.  Know how to get things done  Understand organization  Service Orientation: Helping you assist their personal development and satisfaction  Ale to identify issue  Identify Opportunity .

 Are trustworthy  Offer support to and gain support of others  Leadership: your team is willing to follow your lead  Lead y example  Inspire others to achieve goals  Truly delegate task .Cont’d  It is part of your EQ that enables you to succeed in inspiring other people and helping them to reach their full potential  Influence: able to persuade others.

Cont’d  Developing others: the ability to provide opportunity  Recognize strength of others individual  Offer new opportunities to team  Provide constructive feedback  Communications: means well presented and objective  Focus on attaining the goals by acknowledging others views  Change Catalyst: someone who seeks out and initiate new ideas  Do not hesitate to challenge the ay things have always be done  Acts as a champion for change .

Cont’d  Conflict Management: the ability to prevent or manage areas of conflicts to a positive resolution  Meet potential or actual conflicts  Have the ability to read underlying emotions  Are open minded.  Buildings bonds: ability to build a wide variety of mutually beneficial relationship  Are widely respected and liked  Keep others informed appropriately  Teamwork and collaboration: creating a cohesive team  Behave in a way that others adopt as their own .

Personal Benefits of Emotional Intelligence  Greater career success  Stronger personal relationships  Increased confidence  Better health .

Professional Benefits of Emotional Intelligence  Effective leadership skills  Improved communication  Less workplace conflict  Better problem solving skills .

. and that it can be improved. but there is general agreement that emotional intelligence exist.Conclusion  Not everyone agrees with Goleman’s model of emotional intelligence. that it is a factor in personal and professional success.