EQ & SQ ‡IQ : Intelligence Quotient is a measure of your mental intelligence ‡EQ: Emotional Quotient is a measure of emotional intelligence ±Emotional Intelligence is the sum of the strengths and weaknesses of your emotional competencies that influence how you handle yourself and others in coping with the demands of your business and personal life ‡SQ: Spiritual Quotient is a measure of your spiritual intelligence .IQ.

high EQ) are able to: ± relate to others with compassion and empathy. ± have well-developed social skill.Why EQ matters? ‡ People with high EI (i. ± have emotional awareness to direct their action and behavior ‡ There is a strong correlation between emotional intelligence and work performance.e. .

How EQ will help you? ‡ Solve problems by using both logic and feelings ‡ Be flexible in changing situations ‡ Help other people express their needs ‡ Calmly and thoughtfully respond to difficult people ‡ Keep an optimistic and positive outlook ‡ Continuously learn how to improve yourself and your organization .

The Research  In every field. your EQ (emotional quotient) is 2 times as important as your cognitive abilities  Almost 90% of success in leadership is attributable to EQ. .

Emotional intelligence map Self-Awareness Empathy Emotional Awareness Understand Others Accurate Self-Assessment Developing Others Self-Confidence Service Orientation Self Management 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 & Cooperation Optimism Team Capabilities .

MENTORING .

advises. ‡ Two types of mentoring functions: ± Career ± Psychosocial . The mentor guides.Mentorship ‡ A mentor is an individual with expertise who can help develop the career of a mentee. and promotes the career development of the mentee. trains.

±Coaching ±Challenging assignments ±Exposure and visibility ±Protection .Mentoring Functions ‡ Career Functions: Help the mentee learn the ropes and prepare for career advancement.

Mentoring Functions ‡ Psychosocial Functions: Help the mentee develop a sense of competence and clarity of identity. ± Role-Modeling ± Acceptance and confirmation ± Counseling ± Friendship .

‡ Catalyzing ‡ Showing.Mentoring techniques ‡ Accompanying. ‡ Harvesting . ‡ Sowing.

important features of next generation .Advantages of Mentoring ‡ Advantages for the mentee: ± Career advancement ± Salary ± Organizational/professional identification ‡ Advantages for the mentor: ± Career enhancement ± ³Passing the torch to a new generation´ ± Learning from mentee ± new technologies. new developments.

Disadvantages of Mentoring ‡ Disadvantages for the mentee: ±Overdependence on the mentor ±Micro-management from the mentor ±Negative halo from mentor who fails ‡ Disadvantages for the mentor: ±Mentee dependence on mentor ±Time. energy commitment to mentee ±Negative halo from mentee who fails .

Formal Mentoring Programs ‡ Program length is specified (12 months) ‡ Purpose of program is to help early career psychologists establish and develop their careers ‡ Program participation is voluntary ‡ Matching of mentors and mentees uses input from participants ± Interest areas in psychology ± Demographics ± Experiences .

After the Program Ends ‡ Many relationships come to a natural end when a mentee learns enough to be independent from specific mentors. . ‡ Pilot program will assess how mentoring met needs of both mentees and mentors. ‡ Program end may not mean the end of the relationship ± informal mentoring can continue if both parties agree. ‡ New mentoring relationships with others may be more beneficial than continuing an exhausted relationship.

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