EMOTIONAL

INTELLIGENCE

ORBH250: CLASS 10
 Emotional Intelligence (EI)
 A controversial concept within the field of
organizational behavior.
○ Is it an intelligence per se?
○ How much does it predict leadership effectiveness?
○ Does it represent traits, abilities/competencies or
some combination of both?
 Academic disputes aside, there is something
to be said for the value of being able to
perceive and understand the meaning of
others’ emotions, and to regulate one’s own
emotions accordingly.
 Kahoot! Quiz
 Go to www.kahoot.it and enter
the game pin.
 A question or prompt will flash up
on the screen.
 Use your device to select your
answer from the color-coded
options available.
 Be ready to justify your answers.
 EI “Under The Hood”
 Our ability to regulate our emotions is
massively influenced by how well we take
care of ourselves (e.g. sleep, stress, diet,
physical fitness etc.).
 Predictive processing: emotions are our
brain’s way of using internal states to make
predictions about the external world (and to
drive behavioral responses accordingly).
 The emotional world is almost entirely
subconscious.
 Fine-Tuning Your EI
 Taking care of yourself:
○ Eat right.
○ Get enough sleep and keep sleeping hours stable.
○ Exercise.
○ Manage stress.
 Expanding your emotional nuance:
○ Learn as many distinctive words and categories for
different emotional states as possible.
○ Reconceptualize emotions based on context.
 Deconstruct and recategorize your emotions:
○ Pay close attention to physical sensations.
○ Learn to separate feeling from value.
 Emotions in Organizations
• Positive interpersonal emotion: the engine behind
organizational performance.
• Emotional contagion: organizations are vectors for the
transmission of emotional information.
• The emotional health of people in work organizations is highly
predictive of a number of positive organizational outcomes:
• Increased productivity and profitability
• Reduced absenteeism and turnover
• Increases in leader-member exchange (LMX)
• Increased subscription to organizational values
• Greater employee engagement and morale

Put simply, organizations and the people that comprise

them function better when positive interpersonal emotion
in the workplace is maximized.
The 12 EI Leadership Competencies
 Emotional self-awareness
○ Can I accurately recognize my emotions and their effects?
 Emotional self-control
○ Can I keep my emotions in check so they are not disruptive?
 Adaptability
○ Am I emotionally calibrated enough to flexibly handle change?
 Achievement orientation
○ Can I effectively use my emotions to strive for successful
performance?
 Positive outlook
○ Can I marshal enough positive emotion together in order to
optimistically persist in the pursuit of goals?
 Other-mindedness
○ Can I sense others’ feelings and perspectives and take an interest in
their concerns?
The 12 EI Leadership Competencies
 Organizational awareness
○ Can I use my own emotions to accurately gauge the emotional climate
of my organization?
 Influence
○ Can I use my emotions effectively in persuading others?
 Coaching and mentoring
○ Can I use my emotions to sense the developmental needs of others
and help to improve their abilities and opportunities?
 Conflict management
○ Can I use my emotions to negotiate and resolve disagreements?
 Teamwork
○ Can I use my emotions to create synergy in pursuing collective goals?
 Inspirational leadership
○ Am I emotionally calibrated enough to inspire those that I lead?
 Am I competent?
 Use the intentional change framework:
○ Ideal self vs. real self – where are the gaps?
 Seek out feedback:
○ Ask other people (strive for their brutal honesty!)
○ Use formal feedback instruments (e.g. ESCI-360)
 As always: constant self-awareness:
○ What are my triggers?
○ Conscious experience vs. external reality
 Treat mastering EI as a developmental
opportunity:
○ “I’m not emotionally intelligent now, but so what?”
○ Competencies can always be improved upon.
 In your teams…
 Discuss the following two propositions among
yourselves (agree/disagree):
 “There are some situations in which not getting
really angry would be emotionally unintelligent.”
 “Being happy all the time can interfere with
one’s ability to be emotionally intelligent as a
leader.”
 If you are all in agreement, nominate ONE
person to represent your team’s views.
 If you have any disagreements, nominate TWO
people to represent your team’s different views.
“There are some situations in which not getting really
angry would be emotionally unintelligent.”
“Being happy all the time can interfere with one’s ability to
be emotionally intelligent as a leader.”
“There are some situations in which not getting really
angry would be emotionally unintelligent.”
“Being happy all the time can interfere with one’s ability to
be emotionally intelligent as a leader.”
“There are some situations in which not getting really
angry would be emotionally unintelligent.”
“Being happy all the time can interfere with one’s ability to
be emotionally intelligent as a leader.”
“There are some situations in which not getting really
angry would be emotionally unintelligent.”
“Being happy all the time can interfere with one’s ability to
be emotionally intelligent as a leader.”
 Before the next class…
 Thoroughly read and review the Case
Study vignette posted under Assignments
on Canvas.
 Review the concepts we have explored in
class to date, and think about how they
apply to the case study.
 REMINDER: bring your laptop with you to
the next class.
 REMINDER: Learning Plan Part 1 due
midnight, Sunday February 25th.