Emotional Intelligence

Presented by
Rey J. Millena, MD, MCHM, FPCAM
Objectives

• To discuss emotional intelligence.

• To identify emotional intelligence

competencies.
• Emotions are one word sensations
– Hurt
– Angry
– Sad
– Happy
– Disappointed
– Joyful
– Afraid
• It is important to name or put labels to
emotions
• There is no such thing as a “bad” emotion.
• Emotions can either be:
Appropriately

Expressed
Inappropriately
Withdraw “permanently”

Repressed (“I shouldn’t feel this way”) “Implode”

Express it elsewhere
• If you are not in touch with your emotions,
i.e., you cannot put labels to them
– You cannot derive understanding about them
– You cannot “sort” them out
– You cannot manage them, i.e., express them
appropriately
• Emotions are data. Emotions can be better
understood:
– Why you feel what you feel
– Where do they come from
– What it is saying
• Moods: less intense. Longer lasting feelings
that typically don’t interfere with the job at
hand.

• An emotional episode usually leaves a

corresponding lingering mood: low-key,
continual flow of feeling throughout the
group.
• “Resonance: when leaders drive emotions
positively”

• “Dissonance: when leaders drive emotions

negatively.”
• Emotional Intelligence is not being emotional.
On the contrary, EI is the ability to manage
one’s emotions.

• EI is therefore seen as strength, while being

emotional, or the lack of EI is a weakness.
Emotions in themselves are neither strength
nor weakness.
• EI should be linked to leadership, i.e., to one’s
ability to manage relationships with others
and subordinates because of the level of
emotional intelligence.
Emotional Intelligence Domains
And
Associated Competencies
 Emotional Intelligence
Personal Competence
a. Self-Awareness
b. Self-Management

Social Competence
a. Social Awareness
b. Relationship Management
Personal Competence: These capabilities
determine how we manage ourselves.

a. Self-awareness
• Emotional self-awareness: Reading one’s own
emotions and recognizing their impact; using “gut
sense” to guide decisions
• Accurate self-assessment: Knowing one’s strengths
and limits
• Self-confidence: A sound sense of one’s self-worth
and capabilities
Personal Competence: These capabilities
determine how we manage ourselves.

b. Self-management
• Emotional self-control: Keeping disruptive
emotions and impulses under control
• Transparency: Displaying honesty and integrity;
trustworthiness
• Adaptability: Flexibility in adapting to changing
situations or overcoming obstacles
Personal Competence: These capabilities
determine how we manage ourselves.

b. Self-management continuation
• Achievement: The drive to improve performance
to meet the inner standards of excellence

• Initiative: Readiness to act and seize opportunities

• Optimism: Seeing the upside in events

Social Competence: These capabilities determine
how we manage relationships

a. Social Awareness
• Empathy: Sensing others’ emotions,
understanding the perspective , and taking active
interest in their concerns
• Organizational awareness: Reading the currents,
decision networks, and politics at the
organizational level
• Service: Recognizing and meeting follower, peer,
client, or customer needs
Social Competence: These capabilities determine
how we manage relationships

b. Relationship Management
• Inspirational leadership: Guiding and motivating
with a compelling vision
• Influence: Wielding a range of tactics for
persuasion
• Developing others: Bolstering others’ abilities
through feedback and guidance
Social Competence: These capabilities determine
how we manage relationships

b. Relationship Management continuation

• Change catalyst: Initiating, managing, and leading
in a new direction

• Conflict management: Resolving disagreements

• Teamwork and collaboration: Cooperation and

team building
Reference:
• Emotional Intelligence by Daniel Goleman
» THANK YOU