What is Emotional Intelligence?

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What is Emotional Intelligence?
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• People who know their own emotionsand are good
  at reading others' emotionsmay be more effective
  in their jobs.
• (Robbins Judge, 2008, p. 116)

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• Emotional intelligence helps promote effective
  functioning and well-being among employees.
  People differ in terms of the extent to which
  they know how they, themselves, are feeling, why
  they are feeling that way, and their ability to
  manage those feelings. Similarly, they differ in
  their ability to understand what other people are
  feeling and why, and their ability to influence
  or manage the feelings of others. Emotional
  intelligence describes these individual
  differences (George Jones, 2008, pp. 59-60
  Goleman, 1995).

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• Emotional intelligence (the acronyms EQ or EI are
  used--either is acceptable) is ones ability to
  detect and manage emotional cues and information.
  Emotional intelligence is composed of five
  dimensions (Goleman, 2004, p. 88).

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The Five Dimensions of EI

• Self-Awareness the ability to recognize and
  understand your moods, emotions, and drives, as
  well as their effect on others.
• Self-Regulation the ability to control or
  redirect disruptive impulses and moods the
  propensity to suspend judgment--to think before
  acting.
• Motivation a passion to work for reasons that go
  beyond money or status a propensity to pursue
  goals with energy and persistence.
• Empathy the ability to understand the emotional
  makeup of other people skill in treating people
  according to their emotional reactions.
• Social Skill proficiency in managing
  relationships and building networks an ability
  to find common ground and build rapport.

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Self-Awareness

• Self-Awareness the ability to recognize and
  understand your moods, emotions, and drives, as
  well as their effect on others (Goleman, 2004, p.
  88). The following are key indicators of
  self-awareness.
• Self-confidence
• Realistic self-assessment
• Self-deprecating sense of humor

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Self-Awareness

• Self-awareness is the basis for the other
  components of emotional intelligence. It refers
  to a person's capacity for being aware of how
  they are feeling. In general, more self-awareness
  allows a person to more effectively guide their
  own lives and behaviors (Griffin  Moorhead,
  2007, p. 65).

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Self-Awareness

• Being aware of emotions requires reflection. If
  one learns to pause, to focus inward, and to seek
  ones emotions, one can become more aware of them.
  You might begin asking yourself several times
  during a normal day, "What am I feeling now?" If
  you question yourself frequently for a week, you
  will probably be able to notice what you feel
  more readily. Then the challenge--one accepted by
  people with high emotional intelligence--is to
  manage those emotions in a more positive way.
  People who develop a high emotional intelligence
  do not yield to their emotions easily--rather
  they seek to manage them (Clawson, 2009, p. 176).

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Self-Awareness in Practice

• Emotional awareness Recognizing ones emotions
  and their effects. People with this competence
• Know which emotions they are feeling and why
• Recognize how their feelings affect their
  performance
• Have a guiding awareness of their values and
  goals
• Accurate self-assessment Knowing ones strengths
  and limits. People with this competence
• Aware of their strengths and weaknesses
• Reflective, learning from experience
• Open to candid feedback, new perspectives,
  continuous learning, and self-development
• Able to show a sense of humor and perspective
  about themselves

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Self-Awareness in Practice

• Self-confidence Sureness about ones self-worth
  and capabilities. People with this competence
• Present themselves with self-assurance have
  "presence"
• Can voice views that are unpopular and go out on
  a limb for what is right
• Are decisive, able to make sound decisions
  despite uncertainties and pressures

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Self-Regulation

• Self-Regulation the ability to control or
  redirect disruptive impulses and moods the
  propensity to suspend judgment--to think before
  acting (Goleman, 2004, p. 88). The following are
  key indicators of self-regulation. 
• Trustworthiness and integrity
• Comfort with ambiguity
• Openness to change

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Self-Regulation

• Self-regulation refers to a person's capacity to
  balance anxiety, fear, and anger so that they do
  not overly interfere with getting things
  accomplished (Griffin Moorhead, 2007, p. 65).

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Self-Regulation in Practice

• Self-control Managing disruptive emotions and
  impulses. People with this competence
• Manage their impulsive feelings and distressing
  emotions well
• Stay composed, positive, and unflappable even in
  trying moments.
• Think clearly and stay focused under pressure
• Trustworthiness Maintaining standards of honesty
  and integrity. People with this competence
• Act ethically and are above reproach
• Build trust through reliability and authenticity
• Admit their own mistakes and confront unethical
  actions in others
• Take tough, principled stands even if they are
  unpopular 

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Self-Regulation in Practice

• Conscientiousness Taking responsibility for
  personal performance. People with this
  competence
• Meet commitments and keep promises 
• Hold themselves accountable for meeting their
  objectives
• Are organized and careful in their work  
• Adaptability Flexibility in handling change.
  People with this competence
• Smoothing handle multiple demands, shifting
  priorities, and rapid change 
• Adapt their responses and tactics to fit fluid
  circumstances
• Are flexible in how they see events  

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Self-Regulation in Practice

• Innovativeness Being comfortable with and open
  to novel ideas an new information. People with
  this competence
• Seek out fresh ideas from a wide variety of
  sources 
• Entertain original solutions to problems
• Generate new ideas 
• Take fresh perspectives and risks in their
  thinking 

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Motivation

• Motivation a passion to work for reasons that go
  beyond money or status a propensity to pursue
  goals with energy and persistence (Goleman, 2004,
  p. 88). The following are key indicators of
  motivation.
• Strong drive to achieve
• Optimism, even in the face of failure
• Organizational commitment

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Motivation

• Motivation refers to a person's ability to remain
  optimistic and to continue striving in the face
  of setbacks, barriers, and failure (Griffin
   Moorhead, 2007, p. 65). 

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Motivation in Practice

• Achievement drive Striving to improve or meet a
  standard of excellence. People with this
  competence
• Are results-oriented, with a high-drive to meet
  their objectives and standards
• Set challenging goals and take calculated risks
• Pursue information to reduce uncertainty and find
  ways to do better
• Learn how to improve their performance

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Motivation in Practice

• Commitment Aligning with the goals of the group
  or organization. People with this competence are
• Readily make personal or group sacrifices to meet
  a larger organizational goal
• Find a sense of purpose in the larger mission
• Use the group's core values in making decisions
  and clarifying choices
• Actively seek out opportunities to fulfill the
  group's mission

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Motivation in Practice

• Initiative Readiness to act on
  opportunities. People with this competence
• Are ready to seize opportunities
• Pursue goals beyond what is required or expected
  of them
• Cut through red tape and bend the rules when
  necessary to get the job done
• Mobilize others through unusual, enterprising
  efforts 
• Optimism Persistence in pursuing goals despite
  obstacles and setbacks. People with this
  competence
• Persist in seeking goals despite obstacles and
  setbacks
• Operate from hope of success rather than fear of
  failure
• See setbacks as due to manageable circumstances
  rather than a personal flaw

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Empathy

• Empathy the ability to understand the emotional
  makeup of other people skill in treating people
  according to their emotional reactions (Goleman,
  2004, p. 88). The following are key indicators of
  empathy.
• Expertise in building and retaining talent
• Cross-cultural sensitivity
• Service to clients and customers

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Empathy

• Empathy refers to a person's ability to
  understand how others are feeling even without
  being explicitly told (Griffin Moorhead, 2007,
  p. 65).  

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Empathy in Practice

• Empathy Sensing others' feelings and
  perspective, and taking an active interest in
  their concerns. People with this competence
• Are attentive to emotional cues and listen well
• Show sensitivity and understand others'
  perspectives
• Help out based on understanding other people's
  needs and feelings
• Service orientation Anticipating, recognizing,
  and meeting customers' needs. People with this
  competence
• Understand customers' needs and match them to
  services or products
• Seek ways to increase customers' satisfaction and
  loyalty
• Gladly offer appropriate assistance
• Grasp a customer's perspective, acting as a
  trusted advisor

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Empathy in Practice

• Developing others Sensing what others need in
  order to develop, and bolstering their
  abilities. People with this competence
• Acknowledge and reward people's strengths,
  accomplishments, and development
• Offer useful feedback and identify people's needs
  for development
• Mentor, give timely coaching, and offer
  assignments that challenge and grow a person's
  skills 

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Empathy in Practice

• Leveraging diversity Cultivating opportunities
  through diverse people. People with this
  competence are
• Respect and relate well to people from varied
  backgrounds
• Understand diverse worldviews and are sensitive
  to group differences
• See diversity as opportunity, creating an
  environment where diverse people can thrive
• Challenge bias and intolerance  

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Empathy in Practice

• Political awareness Reading a group's emotional
  currents and power relationships. People with
  this competence are
• Accurately read key power relationships
• Detect crucial social networks
• Understand the forces that shape views
  and actions of clients, customers, or competitors
• Accurately read situations and organizational and
  external realities  

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Social Skill

• Social Skill proficiency in managing
  relationships and building networks an ability
  to find common ground and build rapport (Goleman,
  2004, p. 88). The following are key indicators of
  social skill. 
• Effectiveness in leading change
• Persuasiveness
• Expertise in building and leading teams

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Social Skill

• Social skill refers to a person's ability to get
  along with others and to establish positive
  relationships (Griffin  Moorhead, 2007, p. 65).

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Social Skill in Practice

• Influence Wielding effective tactics for
  persuasion. People with this competence
• Are skilled at persuasion
• Fine-tune presentations to appeal to the listener
• Use complex strategies like indirect influence to
  build consensus and support
• Orchestrate dramatic events to effectively make a
  point

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Social Skill in Practice

• Communication Sending clear and convincing
  messages. People with this competence are
• Are effective in give-and-take, registering
  emotional cues in attuning their message
• Deal with difficult issues straightforwardly
• Listen well, seek mutual understanding, and
  welcome sharing of information fully
• Foster open communication and stay receptive to
  bad news as well as good

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Social Skill in Practice

• Leadership Inspiring and guiding groups and
  people. People with this competence
• Articulate and arouse enthusiasm for a shared
  vision and mission
• Step forward to lead as needed, regardless of
  position
• Guide the performance of others while holding
  them accountable
• Lead by example 

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Social Skill in Practice

• Conflict management Negotiating and resolving
  disagreements. People with this competence are
• Handle difficult people and tense situations with
  diplomacy and tact
• Spot potential conflict, bring disagreements into
  the open, and help deescalate
• Encourage debate and open discussion
• Orchestrate win-win solutions 

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Social Skill in Practice

• Building bonds Nurturing instrumental
  relationships. People with this competence are
• Cultivate and maintain extensive informal
  networks
• Seek out relationships that are mutually
  beneficial
• Build rapport and keep others in the loop
• Make and maintain personal friendships among work
  associates
• Collaboration and cooperation Working with
  others toward shared goals. People with this
  competence are
• Balance a focus on task with attention to
  relationships
• Collaborate, sharing plans, information, and
  resources
• Promote a friendly, cooperative climate
• Spot and nurture opportunities for collaboration

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Social Skill in Practice

• Team capabilities Creating group synergy in
  pursuing collective goals. People with this
  competence are
• Model team qualities like respect, helpfulness,
  and cooperation
• Draw all members into active and enthusiastic
  participation
• Build team identity, esprit de corps, and
  commitment
• Protect the group and its reputation, share
  credit 
• Change catalyst Initiating or managing
  change. People with this competence are
• Recognize the need for change and remove barriers
• Challenge the status quo to acknowledge the need
  for change
• Champion the change and enlist others in its
  pursuit
• Model the change expected of others 

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References

• Clawson, J. G. (2009). Level three leadership
  Getting below the surface (4th ed.). Upper Saddle
  River, NJ Pearson Prentice Hall.
• EI framework. (n.d.). Consortium for Research on
  Emotional Intelligence in Organizations.
  Retrieved from http//bolenderinitiatives.com/orga
  nizational-behavior/emotional-intelligence
• George, J. M., Jones, G. R. (2008).
  Understanding and managing organizational
  behavior (5th ed.). Upper Saddle River, NJ
  Pearson Prentice Hall.
• Goleman, D. (1995). Emotional intelligence. New
  York Bantam Books.
• Goleman, D. (2004, January). What makes a
  leader? Electronic version. Harvard Business
  Review, 82(1), 82-91.
• Griffin, R. W., Moorhead, G. (2007).
  Organizational behavior Managing people and
  organizations (8th ed.). New York Houghton
  Mifflin Company.
• Robbins, S. P., Judge, T. A. (2008). Essentials
  of organizational behavior (9th ed.). Upper
  Saddle River, NJ Pearson Prentice Hall.

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Dr. Ronald Keith Bolender, Presenter
Dr. Bolender' s Portfolio To contact Dr.
Bolender, ronald_bolender_at_yahoo.com