Developing Emotionally Intelligent Leaders Conversations

DEVELOPING EMOTIONALLY
INTELLIGENT LEADERS
CONVERSATIONS

BioRad
Bar-On EQ-i WORKSHOP

By Dr. Maynard Brusman

© 2008 Dr. Maynard Brusman 1

LEARNING OBJECTIVES

• Discuss a workable definition of Emotional
Intelligence in leadership and organizations.
• Understand the five domains of Emotional
Intelligence.
• Utilize the EQ-i to explore personal strengths
and vulnerabilities related to EQ.
• Develop an EQ Action Plan resulting in
demonstrable and measurable change.

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© 2008 Dr. Maynard Brusman

EQ EXERCISE #1

§ How Emotionally Intelligent Savvy Are You?

3

Emotional Intelligence is the
ability to…

§ Recognize our own feelings and those
of others, motivate ourselves, and
manage emotions well in ourselves and
in our interpersonal relationships.

4

RESEARCH
§ Up to 90% of the difference between outstanding
and average leaders is linked to emotional
intelligence. EQ is twice as important as IQ and
technical expertise combined, and is four times
as important in overall success.

§ Research by the Center for Creative Leadership
found the primary cause of derailment in
executives involves deficits in emotional
competence.
§ Change
§ Teamwork
§ Interpersonal Relations

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WHY DEVELOP
EMOTIONAL INTELIGENCE?
§ More than 50% of employees lack the
motivation to keep learning and improving.
§ Four in 10 people cannot work
cooperatively.
§ 70% of all change initiatives fail because of
people issues – inability to lead, lack of
teamwork, unwillingness to take initiative,
and inability to deal with change.
Hay Group

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EQ vs. IQ
EQ Key to Success in the Business World

§ EQ is the ability to bring people together and
motivate them.
§ EQ is the trust to build productive
relationships.
§ EQ is the resilience to perform under pressure.
§ EQ is the courage to make decisions.
§ EQ is the strength to persevere through
adversity.

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EQ vs. IQ

§ EQ is the vision to create the future.
§ EQ is a skill. Skills can be learned.
§ Employees in an emotionally intelligent
company empowered to contribute fully.
§ Emotionally intelligent organization
creates innovative products & services,
and exceptional customer loyalty.

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Five Competencies of
Emotional Intelligence at Work
§ Self-Awareness - Ability to recognize and
understand your moods, emotions, and drives, as
well as their effect on others.

§ Self-Regulation - Ability to control impulses
and moods.

§ Motivation-Passion to pursue goals with energy.
§ Empathy-Awareness of others’ feelings.
§ Social Skill-Proficiency in managing
relationships.
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SECOND THAT EMOTION

§ Relationships determine who owns the future.

§ Successful organizations hire based on EQ
competencies.

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The Peter Principle and EQ

§ People are frequently promoted to their
level of incompetence.
§ Individuals are often promoted because
of their technical expertise, when the
needed skills are managing people.
§ The technical expert can become a poor
boss.

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EQ GREMLINS

§ Fear
§ Avoid Conflict and Challenge
§ Negative Internal Dialogue
§ Unrealistic Expectations
§ Blaming Others

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EMOTIONAL AWARENESS

§ Recognize which emotions you are feeling.
§ Aware of connection between your feelings,
thoughts and actions.
§ Recognize how feelings affect performance.
§ Guided by values.

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EMPATHY

§ Starts with self-awareness
§ The ability to see things from the other’s
point of view
§ You can recall some of the same feelings
§ Sharing and identifying with emotional
states

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EMPATHY

According to Goleman, empathy
represents the foundation skill for all the
social competencies important for work.
1. Understanding others
2. Service orientation
3. Developing others
4. Leveraging diversity
5. Political awareness

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EMPATHY QUESTIONS

1. “Can you say more about that?”
2. “Really? That’s interesting. Can you be
more specific?”
3. “I wasn’t aware of that. Tell me more.”
4. “I’m curious about that…let’s discuss this
in more depth.”
5. “Let me see if I understand you
correctly… here is what I heard you
say…”
6. “How do you feel about that? What are
some of your concerns?”
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SELF-ASSESSMENT

§ Aware of strengths and weakness
§ Reflective, learn from experience
§ Open to feedback
§ Seek continuous learning and self-
development

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KNOW YOURSELF EXERCISE

§ What is a current challenge that leads to
emotional tensions?
§ What feelings does that situation trigger?
§ What thoughts trigger those feelings?
§ What are some new ways to build
relationship in this situation?
§ What positive outcome can be generated?

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BUSINESS CASE FOR EQ

§ T eam Building Case Study

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EQ-i Business Report

§ Examines how EQ-i scores impact an
individual’s performance in the
workplace.

§ Development section transfers
strategies into a leadership action plan.

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Bar-On EQ-i
§ Five Composite Domains
1. Intrapersonal Skills
2. Interpersonal Skills
3. Stress Management
4. Adaptability
5. General Mood

§ EQ (Emotional Quotient) scores are developed
for each of these areas ( and 15 content scales)

§ Self-report and/or 360

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Bar-On EQ-i – 15 Skills
§ Intrapersonal:
– Self-Regard
– Emotional Self-Awareness
– Assertiveness
– Independence
– Self-Actualization
§ Interpersonal:
– Empathy
– Social Responsibility
– Interpersonal Relationship
§ Stress Management:
– Stress T olerance
– Impulse Control
§ Adaptability:
– Reality T esting
– Flexibility
– Problem Solving
§ General Mood:
– Optimism
– Happiness

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EQ Competencies

The 15 EQ Competencies

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Self-Regard

The ability to look at and
understand oneself, respect
and accept oneself,
accepting one’s perceived
positive and negative
aspects as well as
one’s limitations and
possibilities.

24

Emotional
Self-Awareness
The ability to recognize and
understand one’s feelings and
emotions, differentiate between
them, know what caused them
and why.

25

Assertiveness

The ability to express
feelings, beliefs, and
thoughts and defend
one’s rights in a
nondestructive way.

26

Independence
The ability to be self-reliant
and self-directed in one’s
thinking and actions and to
be free of emotional
dependency; these people
may ask for and consider the
advice of others, but they
rarely depend on others to
make important decisions or
do things for them.
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Self-Actualization

The ability to realize
one’s potential
capacities and to strive
to do that which one
wants to do and enjoys
doing.

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Empathy
The ability to be attentive
to, to understand, and to
appreciate the feelings of
others…it is being able to
“emotionally read” other
people.

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Social Responsibility
The ability to
demonstrate oneself
as a cooperative,
contributing, and
constructive
member of one’s
social group.

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Interpersonal Relationship

The ability to
establish and
maintain mutually
satisfying
relationships that are
characterized by
intimacy and by
giving and receiving
affection.
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Stress T olerance

The ability to
withstand adverse
events and stressful
situations without
falling apart by
actively and
confidently coping
with stress.

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Impulse Control

The ability to resist or
delay an impulse, drive,
or temptation to act.

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Reality T esting

The ability to assess the
correspondence between
what is experienced (the
subjective) and what in
reality exists (the
objective).

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Flexibility

The ability to adjust one’s
emotions, thoughts, and
behavior to changing
situations and conditions.

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Problem Solving

The ability to identify and
define problems as well as
to generate and implement
potentially effective
solutions.

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Optimism

The ability to look at
the brighter side of life
and to maintain a
positive attitude, even
in the face of
adversity.

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Happiness

The ability to feel
satisfied with one’s life,
to enjoy oneself and
others, and to have fun.

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EQ-i Group Report

§ Results….

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ACTION PLAN:
Using EQ-i Results
§ Identify 3 strengths.
§ Identify 3 development areas.
§ Develop a plan to improve specific skill.
§ Move action forward with a coach.

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UNLEASHING OUR
POTENTIAL

“Our deepest fear is not that we are
inadequate. Our deepest fear is that
we are powerful beyond measure. It
is our light, not our darkness, that
frightens us.”

Nelson Mandela

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Dr. Maynard Brusman
Consulting Psychologist & Executive
Coach

Working Resources
P .O. Box 471525 San Francisco, California
94147
T el: 415-546-1252
E-mail: mbrusman@workingresources.com
Web Site: http://www.workingresources.com
Subscribe to Working Resources Newsletter:
http://www.workingresources.com
Visit Maynard's Blog:
http://www.workingresourcesblog.com
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Developing Emotionally Intelligent Leaders Conversations

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