Emotional Intelligence (EQ) is the capacity to understand yourself and others’ emotions, and to motivate and develop yourself and others to result in improved work performance and enhanced organizational effectiveness. Emotional Intelligence is measurable, and most importantly can be developed! Cognitive Intelligence (IQ) helps to determine if an individual is trainable where Emotional Intelligence (EQ) helps to determine if an individual is capable. EQ addresses the emotional, personal, social, and survival skills associated with street smarts

1. DMA Leadership
Deborah Duke
419-410-7193
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2.  Understand the power of EQ
 Learn to fight Drag on potential through
balance in work and life
 Learn that emotions are an integral part of
everyone’s work experience and are impacted
by the leader
 Learn about the impact between emotions
and productivity and quality
 Learn how to create a positive work
environment

3. Emotional Intelligence
Emotional-social intelligence is a cross-section
of interrelated emotional and social
competencies and skills that determine how
well we understand and express ourselves,
understand and relate with others, and cope
with daily demands.

4. The capacity to understand your own and
others’ emotions, and to motivate and
develop yourself and others to result in
improved work performance and enhanced
organizational effectiveness
 Essentially:
◦ Understanding Yourself
◦ Managing Yourself
◦ Understanding Others
◦ Managing Others
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5. What similarities, themes or patterns do you
see? Is it the aptitude IQ or attitude EQ that
drives your thoughts?
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6. Intellectual Abilities Emotional Intelligence
 Intellectual capability  Emotional Intelligence EQ is
(IQ), knowledge, and the differentiating factor in
technical expertise are success
threshold  90% of the difference
 Conceptual and between outstanding and
analytical thinking are average leaders is linked to
necessary, but not EQ
sufficient in and of  EQ is two times as
themselves important as IQ and
technical expertise
combined
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8. Potential
What I am capable of doing
Performance
What I am willing to do

9. Performance
Potential

11. The Truth : You can’t cheat drag –There’s always a price
Reduced performance, efficiency, unrealized potential

12. Watch Your Habits
They are Internalized principles and patterns of behavior
Desire
Knowledge
Skills
Habits

13. Watch your thoughts, for they become words.
Watch your words, for they become actions.
Watch your actions, for they become habits.
Watch your habits, for they become character.
Watch your character, for it becomes your
destiny.”

15. For Total Well- Being

18. Events
Interpret
Belief Thought Emotion Behavior

20.  Workbook page 5
 Make Four Quadrants
 You are going to draw four items
 One at a time
 15 seconds to complete
 Start in the upper right quadrant

21.  Focus: Being attentive to the speaker and the
message he or she is trying to convey
 Feedback: completing the communication
cycle by encouraging the speaker, asking
clarifying questions and paraphrasing, and
summarizing key points
 Filtering: Creating personal meaning from the
speakers comments. Putting the speakers
words in context to your own experiences,
knowledge and perceptions

23.  Mission: what you do
 Vision: where you want to go
 Values: beliefs about how to get there
 Purpose: why you do what you do

24. What we think
Reality as others see us

25. It is how you handle them that makes a
difference

26.  Attitude Skills
 Skills
 Knowledge Performance Knowledge
Attitude Competence

27.  Unconscious impulses
 Conscious decisions
 Social constructs between people
 Ways of acting and talking
 Mental states that result when bodily
responses are sensed by the brain
 Feelings & Thoughts about situations people
find themselves in
 Bodily responses that have evolved as part of
our struggle to survive


29.  Acknowledging and Increasing your EQ can
assist you in the application of a positive
attitude, respect, and healthy patterns of
behavior towards self and others


30. “Corporate America is now built on
Intellectual Capital rather than
bricks and mortar– and that is
changing everything”– Thomas Stewart
author of Intellectual Capital: The New Wealth of
Organizations

32.  Reading one’s own emotions and recognizing
their impact
 Using intuitions, “gut sense” and feelings to
guide decisions
 Seeking varied feedback to gain realistic
knowledge of strengths and gaps
 Consciousness of own impact on others
Enables us to act with conviction and
authenticity
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33.  blind ambition
 Unrealistic goals
 Power hungry
 Relentless striving
 Insatiable need for recognition

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35.  Keeping disruptive emotions & impulses
under control
 Focused drive to achieve a goal
 Unleashing self’s creative and adaptive
potential
Enables us to act with mental clarity
and concentrated energy when
disruptive emotions threaten, and to
embody an optimistic enthusiasm
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36.  Impulsive behavior
 Rigidity of behavior and thought
 lack of trust
 poor follow-up /completion
 avoidance of others

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38.  Ability to tune in to how others feel,
and to “read” situations
Enables us to be socially
effective in all aspects of
working life; to excel at
meeting the needs of others;
and to motivate and retain
key talent
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39.  Dissension,
 Distrust
 Poor leadership / followership,
 Ineffective conflict
 Sub-optimizing teams,
 Poor job performance
 Loss of job

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41.  Ability to guide the emotional tone of the
group
Enables us to interact in ways that
create resonance; to find common
ground and create rapport; to
articulate vision; to direct and
guide with conviction
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42.  Seek first to understand
 Seek first to be understood
 Keeping promises  Breaking promises
 Honesty, openness  Smooth manipulation
 Kindnesses, courtesies  Unkindness's, discourtesies
 Win-Win or No Deal Win-Lose or Lose-Win
thinking thinking
 Clarifying expectations  Violating expectations
 Disloyalty, duplicity
 Loyalty to the absent
 Pride, conceit, arrogance
 Apologies  Not receiving feedback and
 Receiving feedback and giving “You” messages
giving “I” messages  Holding grudges
 Forgiveness

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45.  Building Emotional Intelligence in the
organization aids in a bottom line Return on
Investment (ROI) by building stronger
leadership, hiring the right players,
developing more productive employees,
reducing turnover, which means more bottom
line success.

46.  Competencies that most often lead to success

48. Red= core Green= Supporting Blue= resultant
 Self Regard: being aware of, understanding and
accepting oneself
 Emotional Self Awareness: being aware of and
understanding one’s emotions
 Assertiveness: expressing one’s feelings and
oneself nondestructively
 Independence: being self-reliant and free of
emotional dependency on others
 Self Actualization: having the drive to set and
achieve personal goals

49.  Empathy: being aware of and understanding
how others feel
 Social Responsibility: identifying with and
feeling part of one’s social group
 Interpersonal Relationship: establishing
mutually satisfying relationships with others
 Stress Tolerance: effectively and constructively
managing one’s emotions
 Impulse Control: effectively and constructively
controlling one’s emotions

50.  Reality Testing: validating one’s feelings and
thinking with external reality
 Flexibility: coping with and adapting to change
in one’s daily life
 Problem Solving: generating effective solutions
to problems of a personal nature
 Optimism: having a positive outlook and
looking at the brighter side of life
 Happiness: feeling content with oneself, others
and life in general

51.  Know their values and emotions and use that knowledge
to make decisions
 Accurately read other people’s emotional states
 Manage their emotions without being hijacked by them
 Persist in the face of setbacks; remain optimistic
 Constructively channel impulses
 Confront problems promptly
 Challenge others appropriately
 Demonstrate courage
Bottom line: The higher the EQ potential in an
organization the more adaptable it becomes.
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52.  133 brief items
 5 point response set: “not true to true of me”
 20- 30 minutes to complete
 Standard scores based on “100” as the mean
◦ Total EQ
◦ 5 EQ Composite Scales
◦ 15 EQ Content Scales
◦ 4 Validity Scales
 Omission rate, Inconsistency Index
 Positive/Negative Impression

53.  Personal EQ assessments with certified
personal advisory interpretation and feedback
on results
 Organizational and team assessments
 EQ 360 feedback assessments including peers,
direct reports, clients, family and friends
raters giving an unbiased look at how others
see you.
 Coaching, seminars and training programs to
enhance and improve performance
 Employee selection and retention through pre-
employment screening

54. High emotional intelligence leads to success,
happiness, and resilience in people and the
workplace. Retention, leadership, and job
satisfaction as well as personal satisfaction
are maximized when people recognize their
potential and have a plan to overcome their
weaknesses.

55.  Read through all if the EQ competencies. Rate
each competency relative to the importance
of your job.
◦ L= Low
◦ M=medium
◦ H= High
 Place a Checkmark next to the three
competencies you think is critical to team
success
 Place a STAR next to the three competencies
you think are critical to your Success

56. 419-410-7193