Emotional Intelligence Test

Emotional Emotional Intelligence Intelligence

For BMS For BMS

Intelligence GaugeIntelligence Gauge

Exercise of the brain is as important as Exercise of the brain is as important as exercise of the muscles. As we grow exercise of the muscles. As we grow

older, it's important that we keep older, it's important that we keep mentally alert. The saying; "If you don't mentally alert. The saying; "If you don't

use it, you will lose it," applies to the use it, you will lose it," applies to the brain, so.....brain, so.....

Following is a way to gauge your loss or Following is a way to gauge your loss or non-loss of intelligence. Take the following non-loss of intelligence. Take the following test and determine if you are losing it or are test and determine if you are losing it or are

still "with it."still "with it."

OK, relax, clear your mind and... Lets begin.OK, relax, clear your mind and... Lets begin.

1. What do you put in a 1. What do you put in a toaster?toaster?

Answer: Answer:

"bread.""bread."

If you said "toast," then you are wrong If you said "toast," then you are wrong my friend.my friend.

If you said, "Bread," go to Question 2.

2. Say “Silk" five times. 2. Say “Silk" five times. Now spell “Silk." Now spell “Silk."

What do Cows drink?What do Cows drink?Answer: Answer:

If you said “milk” you are wrong If you said “milk” you are wrong Cows drink water Cows drink water

If you said "water," proceed to question 3

MilkMilk

3. If a 3. If a red housered house is made from is made from red red bricksbricks, and a , and a blue houseblue house is made is made

from from blue bricksblue bricks, and a , and a pink pink househouse is made from is made from pink brickspink bricks and a and a black houseblack house is made from is made from

black bricksblack bricks, what is a , what is a green green househouse made from?? made from??

Answer: Answer:

Greenhouses are made from g-----. If you Greenhouses are made from g-----. If you said, "Green bricks,“ you are not said, "Green bricks,“ you are not concentrating. concentrating.

If you said "glass," then go on to Question 4.

4. Twenty years ago, a plane was flying at 20,000 feet over 4. Twenty years ago, a plane was flying at 20,000 feet over Germany. If you recall, Germany at the time was politically divided Germany. If you recall, Germany at the time was politically divided into West Germany and East Germany. There is an engine failure into West Germany and East Germany. There is an engine failure and the plane crashes smack in the middle of "no man's land" and the plane crashes smack in the middle of "no man's land" between East Germany and West Germany.between East Germany and West Germany.

Where would you bury the survivors?Where would you bury the survivors?

. . . In East Germany or West Germany or in "no man's . In East Germany or West Germany or in "no man's land"?land"?

Answer: Answer: You don't, of course, bury survivors. You don't, of course, bury survivors.

If you said, "You don't bury the survivors," proceed to question. 5

5. If the hour hand on a 5. If the hour hand on a clock moves 1/60 of a clock moves 1/60 of a

degree every minute how degree every minute how many degrees will the hour many degrees will the hour

hand move in one hour?hand move in one hour?

Answer: Answer: One degree. If you said, "360 degrees" or One degree. If you said, "360 degrees" or anything other than "one degree," you are anything other than "one degree," you are to be congratulated on getting this far, but to be congratulated on getting this far, but you are obviously out of your league. you are obviously out of your league.

Everyone else proceed to the final question.

6. Without using a calculator -- 6. Without using a calculator -- You are drivingYou are driving a a bus from London to Milford Haven in Wales In London, bus from London to Milford Haven in Wales In London, 17 people get on the bus. In Reading, six people get off 17 people get on the bus. In Reading, six people get off

the bus, and nine people get on. In Swindon, two the bus, and nine people get on. In Swindon, two people get off and four get on. In Cardiff, 11 people get people get off and four get on. In Cardiff, 11 people get off and 16 people get on. In Swansea, three people get off and 16 people get on. In Swansea, three people get off and five people get on. In Carmarthen, six people off and five people get on. In Carmarthen, six people

get off and three get on. You then arrive at Milford get off and three get on. You then arrive at Milford Haven.Haven.

What was the name of the bus driver?What was the name of the bus driver?

Answer: Don't you remember? It was YOU!!! You Answer: Don't you remember? It was YOU!!! You were the bus driver!!!were the bus driver!!!

Effective Effective LeadersLeaders

““Emotional Emotional Intelligence Intelligence Sets Apart Sets Apart Good and Good and Effective Effective Leaders”Leaders”

What is Intelligence?What is Intelligence?

Typically focused onTypically focused on– analytic reasoninganalytic reasoning– verbal skillsverbal skills– spatial abilityspatial ability– attentionattention– memorymemory– judgementjudgement

Murky concept with Murky concept with definitions by many definitions by many experts...experts...

One DefinitionOne DefinitionIndividuals differ from one Individuals differ from one another in their ability to another in their ability to understand complex ideas, understand complex ideas, to adapt effectively to the to adapt effectively to the environment, to learn from environment, to learn from experience, to engage in experience, to engage in various forms of reasoning, various forms of reasoning, to overcome obstacles by to overcome obstacles by taking thought… taking thought… Concepts Concepts of intelligence are attempts of intelligence are attempts to clarify and organize this to clarify and organize this complex set of phenomenacomplex set of phenomena..

Neisser et al, 1996.Neisser et al, 1996.

IQIQA weak predictor forA weak predictor for– achievementachievement– job performance successjob performance success– overall success, wealth, & happinessoverall success, wealth, & happiness

Accounts for a major component of Accounts for a major component of employment success according to employment success according to numbers of studies covering career numbers of studies covering career success; maybe as much as 20-25%.success; maybe as much as 20-25%.

IQ contributes only 20% to life success — the rest comes from emotional intelligence (EQ)

5 areas of emotional intelligence 1.self-awareness2.managing emotions3.self-motivation4.empathy 5.handling relationships.

How do we view emotions?How do we view emotions?

•chaoticchaotic•haphazardhaphazard•superfluoussuperfluous•incompatible with reasonincompatible with reason•disorganizeddisorganized•largely viscerallargely visceral•resulting from the lack of effective adjustmentresulting from the lack of effective adjustment

How do we view emotionsHow do we view emotions??

•Arouse, sustain, direct activity•Part of the total economy of living organisms •Not in opposition to intelligence•Themselves a higher order of intelligence

Emotional processingEmotional processingmay be an essential partmay be an essential partof rational decision makingof rational decision making

The main purpose of the innermostThe main purpose of the innermostpart of the brain is survival.part of the brain is survival.

To Get at To Get at Emotion, Emotion,

Go Deep...Go Deep...Amygdala isdeep within the most elemental partsof the brain.

There is aThere is aBiological Purpose for EmotionBiological Purpose for Emotion

Signaling function (that we might take Signaling function (that we might take action)action)

Promote unique, stereotypical patterns Promote unique, stereotypical patterns of physiological changeof physiological change

Provide strong impulse to take actionProvide strong impulse to take action

All about emotionsAll about emotionsEvolution has given us emotions to help us cope with Evolution has given us emotions to help us cope with dangerous situations. Emotions evolved to drive us dangerous situations. Emotions evolved to drive us to take action in the face of danger. We retain the to take action in the face of danger. We retain the emotional system of our cave-man ancestors, who emotional system of our cave-man ancestors, who regularly faced life-and-death situations. In modern regularly faced life-and-death situations. In modern society, those emotions often overwhelm thought. In society, those emotions often overwhelm thought. In a real sense, we have two minds,one that thinks and a real sense, we have two minds,one that thinks and one that feels. The rational mind lets us think, ponder one that feels. The rational mind lets us think, ponder and refl ect. But the emotional mind is impulsive and and refl ect. But the emotional mind is impulsive and powerful. Usually, the two work in harmony, but powerful. Usually, the two work in harmony, but intense feelings sometimes allow the emotional mind intense feelings sometimes allow the emotional mind to dominate the rational mindto dominate the rational mind

Basic Emotions--presumed to be hard Basic Emotions--presumed to be hard wired and physiologically distinctivewired and physiologically distinctive

JoyJoy

SurpriseSurprise

SadnessSadness

AngerAnger

DisgustDisgust

FearFear

Evolutionary Advantage to Evolutionary Advantage to EmotionEmotion

Emotional intelligence, including factors like Emotional intelligence, including factors like the ability to motivate oneself, persistence, the ability to motivate oneself, persistence, impulse Control, mood regulation, empathy impulse Control, mood regulation, empathy and hope. IQ and emotional intelligence are and hope. IQ and emotional intelligence are not Opposing competencies. They work not Opposing competencies. They work separately. It is possible to be intellectually separately. It is possible to be intellectually brilliant but emotionally inept. brilliant but emotionally inept.

This causes many life problems. This causes many life problems.

EI includes 4 types of abilities:EI includes 4 types of abilities:1.1.Perceiving emotions — the ability to Perceiving emotions — the ability to

detect and decipher emotions detect and decipher emotions in faces, in faces, pictures, voices, and cultural artefacts- pictures, voices, and cultural artefacts- including the ability to identify one’s own including the ability to identify one’s own emotions. Being “aware of both our mood emotions. Being “aware of both our mood and our thoughts about that mood.” self-and our thoughts about that mood.” self-awareness is the foundation for managing awareness is the foundation for managing emotions and being able to shake off a bad emotions and being able to shake off a bad mood mood

2.2.Using emotions — the ability to Using emotions — the ability to harness emotions to facilitate harness emotions to facilitate various cognitive activities, such as various cognitive activities, such as thinking and problem solving. The thinking and problem solving. The emotionally intelligent person can emotionally intelligent person can capitalize fully upon his or her capitalize fully upon his or her changing moods in order to best fit changing moods in order to best fit the task at hand.the task at hand.

3.Understanding emotions — the ability 3.Understanding emotions — the ability to comprehend emotion language and to comprehend emotion language and to appreciate complicated relationships to appreciate complicated relationships among emotions. For example, among emotions. For example, understanding emotions encompasses understanding emotions encompasses the ability to be sensitive to slight the ability to be sensitive to slight variations between emotions, and the variations between emotions, and the ability to recognize and describe how ability to recognize and describe how emotions evolve over timeemotions evolve over time

4.4.Managing emotions — the Managing emotions — the ability to regulate emotions in ability to regulate emotions in both both ourselves and in others. ourselves and in others. Therefore, the emotionally Therefore, the emotionally intelligent person can harness intelligent person can harness emotions, even negative ones, emotions, even negative ones, and manage them to achieve and manage them to achieve intended goals.intended goals.

Model Model

Yale psychologist Peter Saloveycites fi ve major areas of emotional intelligence:

1. Self-Awareness — knowing one’s emotions.2. Managing emotions — handling feelings so that they are appropriate.3. Motivation — marshalling emotions in service of a goal.4. Recognizing emotions in others — empathy, which is the fundamental people skill.5. Handling relationships — skill in managing emotions in others

Intra-personal,

Emotional Self-Awareness Emotional Self-Regulation Emotional Self-Motivation

Inter personal

Empathy Nurturing Relationships

STEP 1: SELF-AWARENESS

There is only one corner of the universe that you can be certain of improving; and that is your own self.

Often, some of our inner drives are hidden from our consciousness. Emotional intelligence enables us to access this information by helping us to tune into ourresponses and identify our hot buttons – those core beliefs and values – which, ifpressed, evoke the flight or fight response, trigger an emotion and propel us into action,for good or bad!

Self-awareness is the ability to see ourselves with our own eyes, to be aware of our … Goals, immediate and long-term Beliefs, about ourselves and others Values, those things we hold dear Drivers, that affect how we work Rules, that we live by, the shoulds, musts and oughts Self-talk, the inner voice that tells us we can or cannot do something… and the ways in which these impact on what we do and contribute to our mapof the world.

Non-verbal behaviourEnergy levels Impact on othersPhysical presence SkillsPersonal styleSelf-talk I'm not good at handling conflict-Negative thinking evokes an 'emotional hijacking' and undermines performance.Beliefs – about self and othersEmotions – own and othersHot buttons Fears and anxietiesJudgements A good team member is … Individuals are difficult when they …Self-confidence Driver behaviourRules As a...I must …I should …I ought …

Four main EI constructs:Four main EI constructs:1.1.Self-awareness — Self-awareness —

the ability to read one's the ability to read one's emotions and emotions and recognize recognize their impact their impact while using gut feelings while using gut feelings to guide decisions.to guide decisions.

2.2.Self-management — Self-management — involves controlling involves controlling one's emotions and one's emotions and impulses and adapting to impulses and adapting to changing circumstances.changing circumstances.

3.3.Social awareness — Social awareness — the ability to sense, the ability to sense, understand, and react understand, and react to to others' emotions while others' emotions while comprehending social comprehending social networks.networks.

4.4.Relationship Relationship management — the management — the ability to inspire, ability to inspire, influence, and influence, and develop develop others while managing others while managing conflictconflict

•The 5 Components The 5 Components •of EIof EI

1.1. Emotional Self-AwarenessEmotional Self-Awareness2.2. Managing one’s own emotionsManaging one’s own emotions3.3. Using emotions to maximize Using emotions to maximize

intellectual processing intellectual processing and decision-makingand decision-making

4. Developing empathy4. Developing empathy5. The art of social relationships 5. The art of social relationships

(managing emotions in others)(managing emotions in others)

Why we Need EI..?Why we Need EI..?

Emotional Intelligence is imperitive as it is Emotional Intelligence is imperitive as it is one of the important deciding factor for one of the important deciding factor for relationship management resulting in :relationship management resulting in :

1.1. Motivation Motivation 2.2. Retention Retention 3.3. Self management Self management 4.4. Managing othersManaging others..

Emotional IntelligenceEmotional Intelligence

Emotional Intelligence Emotional Intelligence is the ability of an is the ability of an individual to :individual to : To deal successfully with To deal successfully with other people , other people , To manage one’s self,To manage one’s self,To motivate other people,To motivate other people,To understand one's own To understand one's own feelings feelings To appropriately respond to To appropriately respond to the everyday environment the everyday environment


In Working with Emotional In Working with Emotional Intelligence, author Daniel Intelligence, author Daniel Goleman defines EI in the Goleman defines EI in the workplace as the ability of workplace as the ability of employees to recognize:employees to recognize: Their own feelingsTheir own feelings

The feelings of othersThe feelings of others

What motivates themWhat motivates them

How to manage their emotions, How to manage their emotions, both in themselves and in both in themselves and in relationships with othersrelationships with others


Emotional Intelligence doesn't mean Emotional Intelligence doesn't mean being soft – it means being intelligent being soft – it means being intelligent about emotions – a different way of about emotions – a different way of being smart. being smart.

Emotional intelligence is your ability Emotional intelligence is your ability to acquire and apply knowledge from to acquire and apply knowledge from your emotions and the emotions of your emotions and the emotions of others in order to be more successful others in order to be more successful and lead a more fulfilling life and and lead a more fulfilling life and career.career.

NeedNeedWhen When relationships Fail, relationships Fail, It is Usually Due It is Usually Due To Poor Emotional To Poor Emotional Intelligence Intelligence

Bosses and leaders, in particular, need high EQ because Bosses and leaders, in particular, need high EQ because they represent the organization to the public, they they represent the organization to the public, they interact with the highest number of people within and interact with the highest number of people within and outside the organization and they set the tone for outside the organization and they set the tone for employee morale, says Golemanemployee morale, says Goleman

PassionPassion

EmpathyEmpathyInnovationInnovation MaturityMaturity Achievement

driveAchievement

drive

HonestyHonesty

Traits of Successful LeadersTraits of Successful Leaders

TraitsTraitsTraitsTraitsCourage CommitmentCommitment

A bad leaderA bad leaderDoes not listenDoes not listenFails to delegateFails to delegateDoes not show respectDoes not show respectShows no interest in followersShows no interest in followersGives negative feedback to a third Gives negative feedback to a third partypartyDoes not praise when praise is dueDoes not praise when praise is dueCriticizes in front of othersCriticizes in front of othersTakes personal credit for others Takes personal credit for others ideasideasIs always taking controlIs always taking controlHas a tendency to bully!Has a tendency to bully!

The Five Ps of LeadershipThe Five Ps of Leadership

Pay attention to what’s important

Praise what you want to continue

Punish what you want to stop

Pay for the results you want

Promote those people who deliver those results

Leaders with empathy are able to understand their employees’ needs and provide them with constructive feedback, he says

CHARISMACHARISMAThe process of influencing major changes in The process of influencing major changes in the attitudes and assumptions of organization the attitudes and assumptions of organization members, and building commitment for the members, and building commitment for the organization’s objectivesorganization’s objectives

The special quality that gives someone power The special quality that gives someone power and authority over a large number of peopleand authority over a large number of people

Model of Personal Meaning and Model of Personal Meaning and Charismatic LeadershipCharismatic Leadership

LeaderLeaderPersonalPersonalMeaningMeaning

LeaderLeaderBehaviorBehavior

Attributions of Attributions of CharismaticCharismaticLeadershipLeadership

Personal MeaningPersonal Meaning

““The degree to which The degree to which people’s lives make people’s lives make emotional sense and emotional sense and that the demands that the demands confronted by them are confronted by them are perceived as being perceived as being worthy of energy and worthy of energy and commitment.”commitment.”

Sources of Sources of Personal MeaningPersonal Meaning

Self-concept/identitySelf-concept/identityLegacyLegacyBeliefsBeliefsCulture and Culture and traditionstraditionsPolitical/social Political/social orientationorientationSpirituality and Spirituality and religionreligionHobbies/personal Hobbies/personal pursuitspursuitsValues/idealsValues/ideals

Charisma and Charisma and Unconventional BehaviorUnconventional BehaviorTo transcend the To transcend the existing orderexisting order

Evoke sentiments of Evoke sentiments of adorationadoration

Exemplifies heroism, Exemplifies heroism, personal risk, & self-personal risk, & self-sacrificesacrifice

Counter to the normCounter to the norm

Effects of Effects of Charismatic LeadershipCharismatic Leadership

Trust in “rightness” of visionTrust in “rightness” of vision

Similarity of followers’ & leader’s beliefs & Similarity of followers’ & leader’s beliefs & valuesvalues

Heightened sense of self-confidenceHeightened sense of self-confidence

Acceptance of higher or challenging goalsAcceptance of higher or challenging goals

Identification with & emulation of leaderIdentification with & emulation of leader

Unconditional acceptance of leaderUnconditional acceptance of leader

Strong affection for leaderStrong affection for leader

EmpowersOthers

Visionary

SelfPromoting

VerbalSkills

MinimumInternalConflict

High EnergyAction

Orientation

Inspires Trust

High RiskOrientatio

n

SelfConfidence Moral

Conviction

RelationalPowerBase

CharismaticCharismaticLeaderLeader

CharacteristicCharacteristicss

CharismaticCharismaticLeaderLeader

CharacteristicCharacteristicss

VISIONVISIONThe ability to The ability to imagine different and imagine different and better conditions and better conditions and ways to achieve ways to achieve themthemFuture orientationFuture orientationSee the difference in See the difference in how things are and how things are and how they should behow they should be

COMMUNICATIONS SKILLSCOMMUNICATIONS SKILLSGreat rhetorical skillsGreat rhetorical skills– Especially oralEspecially oral– Can speak about the Can speak about the

vision and make the vision and make the followers “see it”followers “see it”

– Hitler captivated Hitler captivated people, even those people, even those who spoke no Germanwho spoke no German

Writing, while Writing, while important, is not as important, is not as powerfulpowerful– Winston Churchill used Winston Churchill used

both masterfullyboth masterfully

SELF CONFIDENCE & MORAL SELF CONFIDENCE & MORAL CONVICTIONCONVICTION

Unshakable self confidenceUnshakable self confidence– Passed on to followersPassed on to followers

True faith in the “cause” True faith in the “cause”

Strong moral beliefsStrong moral beliefs

Willingness to sacrificeWillingness to sacrifice– Self & followersSelf & followers

TRUSTTRUST

Followers have total trust and belief in the Followers have total trust and belief in the leader and the “cause”leader and the “cause”

Show commitment to followers, who return Show commitment to followers, who return itit

ACCEPT RISKACCEPT RISK

Willing to be at great personal riskWilling to be at great personal risk– ProfessionallyProfessionally– PhysicallyPhysically

Willing to risk the followersWilling to risk the followers

Use unconventional (risky) strategies & Use unconventional (risky) strategies & methods to achieve goalsmethods to achieve goals

ABILITY TO MINIMIZE ABILITY TO MINIMIZE INTERNAL CONFLICTINTERNAL CONFLICT

Through strength of beliefThrough strength of belief

With referent powerWith referent power

Due to follower belief in the leader and the Due to follower belief in the leader and the causecause

WILLINGNESS & ABILITY TO WILLINGNESS & ABILITY TO EMPOWEREMPOWER

Know they need the efforts & ideas of Know they need the efforts & ideas of othersothers

Let the subordinate leaders do those Let the subordinate leaders do those things they are able to dothings they are able to do

Often take credit for followers’ ideas and Often take credit for followers’ ideas and effortsefforts

SELF-PROMOTINGSELF-PROMOTING

Beat their own drumsBeat their own drums

Campaign for “the cause”Campaign for “the cause”

Explain their vision to all who will listen or Explain their vision to all who will listen or read read

CAN CHARISMA BE CAN CHARISMA BE DEVELOPED?DEVELOPED?

Evidence seems to indicate that it canEvidence seems to indicate that it can

It may be that individuals who develop It may be that individuals who develop charisma have the undeveloped charisma have the undeveloped characteristics which “practice” brings to the characteristics which “practice” brings to the forefrontforefront

4 Strategies to Develop4 Strategies to DevelopCharismatic QualitiesCharismatic Qualities

Develop visionary skillsDevelop visionary skills

Practice being candidPractice being candid

Develop warm, positive,humanistic attitude

Develop warm, positive,humanistic attitude

Develop an enthusiastic, optimistic, energetic personality

Develop an enthusiastic, optimistic, energetic personality

Why Emotional Why Emotional Intelligence is necessary Intelligence is necessary

for leadersfor leaders

Helps leaders handleHelps leaders handle adversity & setbackadversity & setback

Teaches leaders cope Teaches leaders cope when change & when change & uncertainty hits uncertainty hits

organization or their organization or their personal lives.personal lives.

Why Emotional Intelligence Why Emotional Intelligence is necessary for managersis necessary for managers

Help them manage effective relationship.

Help them being focused Help them being focused and stay on track by and stay on track by remembering purpose & remembering purpose & vision.vision.

EQ & ManagersEQ & ManagersEmotional Intelligence is very important Emotional Intelligence is very important for managers as their behavior & for managers as their behavior & treatment of their people determine treatment of their people determine turnover and retention of the company. turnover and retention of the company. Managers & supervisors are the direct line Managers & supervisors are the direct line of contact for the employees. They interact of contact for the employees. They interact daily with individuals who have distinct daily with individuals who have distinct needs, wants & expectations. needs, wants & expectations. They significantly influence the attitudes, They significantly influence the attitudes, performance & satisfaction of employees performance & satisfaction of employees within their departments & other within their departments & other departments.departments.

EQ is very important for EQ is very important for managers as they are the managers as they are the

direct line of contact & their direct line of contact & their behavior & treatment behavior & treatment

determines retention & determines retention & turnoverturnover

EQ & ManagersEQ & ManagersThe stress of trying to The stress of trying to lead and satisfy so many lead and satisfy so many people's changing needs people's changing needs and expectations can be and expectations can be overwhelming, to say overwhelming, to say nothing of the demands nothing of the demands from upper management. from upper management. Being both firm and Being both firm and caring at the same time caring at the same time causes many to feel causes many to feel inadequate for the role..inadequate for the role..

85 % percent of 85 % percent of turnover is turnover is

reportedly due to an reportedly due to an inadequate inadequate

relationship between relationship between the employee and the employee and

their direct their direct supervisorsupervisor

When trust is lacking performance suffers

Enhancing EI skills enables Supervisors and Managers to regulate Enhancing EI skills enables Supervisors and Managers to regulate their emotions and motivate themselves more effectively – allowing their emotions and motivate themselves more effectively – allowing them to manage their own emotional turmoil effectively and them to manage their own emotional turmoil effectively and demonstrate compassion and empathy for their employeesdemonstrate compassion and empathy for their employees.

EQ & Managers

IT also provides them with the IT also provides them with the courage to push against the courage to push against the system to make necessary system to make necessary changes for their people.changes for their people.

All employees want a All employees want a supportive, caring supportive, caring Supervisor or Manager Supervisor or Manager who has their best who has their best interests at heartinterests at heart

EQ & ManagersEQ & Managers Knowing this, Knowing this,

the employee will the employee will be more likely to be more likely to turndown offers turndown offers from other from other companies to companies to work for such a work for such a personperson. .

Upon graduating from college, Upon graduating from college, Debra believed that if she Debra believed that if she worked hard, she would worked hard, she would achieve her career success achieve her career success goalsgoals

She racked up a list of accomplishments

However, just two However, just two years into her years into her career she was career she was fired.fired.

Example to illustrate how Example to illustrate how EQ can positively or EQ can positively or negatively impact one's negatively impact one's career and the career and the organizationorganization::

Example to illustrate how EQ can positively or Example to illustrate how EQ can positively or negatively impact one's career and the negatively impact one's career and the

organization:organization: Debra Benton reports in her book, Debra Benton reports in her book, Lions Don't Need to RoarLions Don't Need to Roar, "I was , "I was stunned ... college courses had stunned ... college courses had not addressed the importance of not addressed the importance of people skills or being a team people skills or being a team player. That lack of knowledge player. That lack of knowledge cost me my job." She thought cost me my job." She thought work was all about producing work was all about producing results. While working with an results. While working with an outplacement firm, Debra met outplacement firm, Debra met other high producers who had other high producers who had lost their jobs for the same lost their jobs for the same reason.reason.

That lack of people management That lack of people management cost her jobcost her job

The number one-factor that The number one-factor that sets high-powered sets high-powered professionals apart from the professionals apart from the pack is a high level of pack is a high level of emotional intelligence, emotional intelligence, compassion and energy to compassion and energy to function in a team function in a team environment environment

Debra soon learned Debra soon learned that shooting stars that shooting stars have a short life cycle if have a short life cycle if they are unable to they are unable to relate to and relate to and understand others. understand others.

Suppose that the morning of a big presentation Suppose that the morning of a big presentation you have a fight with any of your family member. you have a fight with any of your family member. Not a big argument—maybe just one of those Not a big argument—maybe just one of those unnerving spats about who forgot to pick up the unnerving spats about who forgot to pick up the dry cleaning—so your morning doesn’t get off on dry cleaning—so your morning doesn’t get off on the right foot. Then you car is punctured upping the right foot. Then you car is punctured upping your stress level a bit more. When you arrive at your stress level a bit more. When you arrive at work, there’s a problem with the elevators, work, there’s a problem with the elevators, causing more delay. Arriving at the conference causing more delay. Arriving at the conference room for your presentation, you find that the room for your presentation, you find that the sound system doesn’t work and the caterer sound system doesn’t work and the caterer hasn’t shown up with refreshments. Your junior hasn’t shown up with refreshments. Your junior associate—who was supposed to call the catererassociate—who was supposed to call the caterer—bears the brunt of your anger that has been —bears the brunt of your anger that has been building since you left the house.building since you left the house.

An Example of EQ

Types of EQTypes of EQ

Working with people means Working with people means working with Emotionsworking with Emotions

When people are working When people are working at a common place , at a common place , emotions will play a role. emotions will play a role. theories to the contrary theories to the contrary notwithstanding. “Don’t notwithstanding. “Don’t bring your personal bring your personal problems to work” is one problems to work” is one variation of the argument variation of the argument that emotions are that emotions are inappropriate in the inappropriate in the workplace. Business workplace. Business decisions, so the argument decisions, so the argument goes, should be based on goes, should be based on information, logic and calm information, logic and calm cool reason, with emotions cool reason, with emotions kept to a minimum.kept to a minimum.

Managing Emotions at Managing Emotions at WorkplaceWorkplace

But it is unrealistic to suppose But it is unrealistic to suppose that emotions can be checked at that emotions can be checked at the door when you arrive at work. the door when you arrive at work. Some people may assume, for a Some people may assume, for a variety of reasons, that emotional variety of reasons, that emotional neutrality is an ideal, and try to neutrality is an ideal, and try to keep feelings out of sight. Such keep feelings out of sight. Such people work and relate in a people work and relate in a certain way: usually they come certain way: usually they come across as rigid, detached or across as rigid, detached or fearful, and fail to participate fearful, and fail to participate fully in the life of the workplace. fully in the life of the workplace. This is not necessarily bad in This is not necessarily bad in some situations, but it is usually some situations, but it is usually not good for an organization for not good for an organization for such people to move into such people to move into management roles. The same management roles. The same would be true for people who would be true for people who emote excessively, who tell you emote excessively, who tell you how they feel about everything. how they feel about everything. Simply being around them can be Simply being around them can be exhausting.exhausting.

Developing EI in the Developing EI in the workplaceworkplace

Developing emotional Developing emotional intelligence in the intelligence in the workplace means workplace means acknowledging that acknowledging that emotions are always emotions are always present, and doing present, and doing something intelligent with something intelligent with them. People vary them. People vary enormously in the skill enormously in the skill with which they use their with which they use their own emotions and react to own emotions and react to the emotions of others—the emotions of others—and that can make the and that can make the difference between a good difference between a good manager and a bad one.manager and a bad one.

It’s not overly egalitarian to It’s not overly egalitarian to suggest that most suggest that most

professionals, managers and professionals, managers and executives are fairly smart executives are fairly smart people (of course there can people (of course there can be glaring exceptions), but be glaring exceptions), but

there can be a huge there can be a huge difference in how well they difference in how well they handle people. That is, the handle people. That is, the

department manager may be department manager may be a genius in technical, a genius in technical,

product or service knowledgeproduct or service knowledge—and get failing marks in —and get failing marks in

terms of people skills.terms of people skills.

Importance of Emotional Importance of Emotional IntelligenceIntelligence

People derail because of People derail because of classic emotional failings, not classic emotional failings, not the lack of technical skills –the lack of technical skills –Developing emotional Developing emotional intelligence can help intelligence can help companies generate companies generate productive & profitable productive & profitable outcome. The manager who outcome. The manager who knows how to stay motivated knows how to stay motivated under stress , motivate under stress , motivate others, navigate complex others, navigate complex interpersonal relationships, interpersonal relationships, inspire others and build inspire others and build teams who is an unchallenged teams who is an unchallenged expert on a product or service expert on a product or service will get superior results will get superior results

Components of Components of Emotional IntelligenceEmotional IntelligenceThere are five parts to it.There are five parts to it.

1.1. Knowing what you're feelingKnowing what you're feeling

2.2. Managing your feelings, especially Managing your feelings, especially distressing feelings. distressing feelings.

3.3. Self-motivation, Self-motivation,

4.4. Empathy Empathy

5.5. Managing relationshipsManaging relationships

Probabilities of not having an Probabilities of not having an Good Emotional Intelligence and Good Emotional Intelligence and

their consequencestheir consequences While people have shown they can produce While people have shown they can produce

better results at workplace, many of us lack better results at workplace, many of us lack emotional intelligence. We simply don’t emotional intelligence. We simply don’t know how to perceive, understand, express know how to perceive, understand, express and manage our emotions effectively. There and manage our emotions effectively. There are adverse consequences to have low are adverse consequences to have low emotional intelligence. emotional intelligence.

These includes:-These includes:-1.1. Relationship ProblemsRelationship Problems2.2. Rage in the WorkplaceRage in the Workplace3.3. Poor decision making capabilityPoor decision making capability4.4. failure to advance in careerfailure to advance in career

Relationship ProblemsRelationship ProblemsRage in the workplace

Poor decision making capabilityPoor decision making capability

Failure to advance in careerFailure to advance in career

Emotional Intelligence Emotional Intelligence Important FactorsImportant Factors

1.1.Motivation, Motivation,

2.2.Retention , Retention ,

3.3.Self management Self management

4.4.Managing othersManaging others..

Motivating Motivating EmployeesEmployees

• The greatest motivation –comes from a The greatest motivation –comes from a person’s belief systemperson’s belief system

• Motivation is like a fire- unless you Motivation is like a fire- unless you keep adding fuel to it, it dies. But ,if the keep adding fuel to it, it dies. But ,if the source of motivation is belief in inner source of motivation is belief in inner values, it becomes long lastingvalues, it becomes long lasting

• Experience shows that People will do Experience shows that People will do a lot for money, more for a good leader a lot for money, more for a good leader and do most for a beliefand do most for a belief

• People do things for their own People do things for their own reasons, not yoursreasons, not yours

Once upon a time there Once upon a time there was a bunch of baby was a bunch of baby frogs........frogs........

… … participating in a participating in a

competition.competition.

The target was to get The target was to get to the top of a high to the top of a high tower.tower.

A crowd of people had gathered A crowd of people had gathered to observe the race and to observe the race and encourage the participants.....encourage the participants.....

The start shot rang out.......The start shot rang out.......

Quite honestly:Quite honestly:

None of the onlookers believed that the baby None of the onlookers believed that the baby frogs could actually accomplish getting to the frogs could actually accomplish getting to the

top of the towertop of the tower.

Words like:

"Åh, it’s too difficult!!!

They’ll never reach the top."

or:

"Not a chance... the tower is too high!"

One by one some of the baby frogs fell One by one some of the baby frogs fell off…off…

...Except those who fastly climbed ...Except those who fastly climbed higher and higher.. higher and higher..

The crowd kept on yelling:The crowd kept on yelling:

"It’s too difficult. Nobody is going to make it!"

More baby frogs became tired and gave More baby frogs became tired and gave up... up...

...But one kept going higher and higher........But one kept going higher and higher.....

He was not about giving up!He was not about giving up!

At the end everybody had given up, At the end everybody had given up,

except the one determined to except the one determined to reach the top!reach the top!

All the other participants naturally All the other participants naturally wanted to know how he had wanted to know how he had

managed to do what none of them managed to do what none of them others had beenothers had been able able to do!

One competitor asked the winner, what One competitor asked the winner, what was his secret?was his secret?

The truth was.......The truth was.......

The winner was deaf!!!!The winner was deaf!!!!

The lesson to be learned:

Don’t ever listen to people who are Don’t ever listen to people who are negative and pessimistic...negative and pessimistic...

……they will deprive you of your they will deprive you of your loveliest dreams and wishes you loveliest dreams and wishes you

carry in your heart !carry in your heart !Always be aware of the power of words, as everything

you hear and will interfere with your actions!

Therefore:

Always stay…Always stay…

POSITIVE!POSITIVE!

And most of all:Turn a deaf ear when people tell you, that you Turn a deaf ear when people tell you, that you

cannot achieve your dreams!cannot achieve your dreams!

The Magic ofThe Magic ofEMPLOYEE EMPLOYEE

RETENTION and EIRETENTION and EI

Growth OpportunitiesGrowth Opportunities

Growth is everyone’s prime objective. Growth is everyone’s prime objective. Therefore it is implicit to offer growth Therefore it is implicit to offer growth opportunities.opportunities.

The vital factor that ensures a majority of The vital factor that ensures a majority of senior level employees remain associated senior level employees remain associated with your organization. This is more crucial with your organization. This is more crucial in an industry like BPO, which has the in an industry like BPO, which has the highest churn rate because of the highest churn rate because of the prolonged boom in the industry. prolonged boom in the industry.

Attractive PackageAttractive Package

Remuneration package is the driving force Remuneration package is the driving force of any employment.of any employment.

Handsome package as a platform for Handsome package as a platform for people to take new initiatives.people to take new initiatives.

Besides basic package, there can also be Besides basic package, there can also be performance-based incentives-relating to performance-based incentives-relating to targets achieved, accuracy and targets achieved, accuracy and productivity.productivity.

Personnel TrainingPersonnel Training

An organization should also take due care An organization should also take due care of the training and development needs of of the training and development needs of its employees. its employees.

Besides helping them improve their skills Besides helping them improve their skills and enhance their performance, it should and enhance their performance, it should also foster a faster growth rate in their also foster a faster growth rate in their career path.career path.

RecreationRecreation Recreation is an important as any other tool. It Recreation is an important as any other tool. It

helps in creating a conducive environment – helps in creating a conducive environment – making fun for everyone.making fun for everyone.

Thus, it is necessary to introduce consistent Thus, it is necessary to introduce consistent recreation initiatives like Sports, Activities, family recreation initiatives like Sports, Activities, family get together and unwinding zones at the get together and unwinding zones at the workplacesworkplaces

Besides this, cultural programmers and Birthday Besides this, cultural programmers and Birthday celebrations break the monotony of everyday celebrations break the monotony of everyday work pressure. work pressure.

The GrievancesThe Grievances

In order to create a supportive work atmosphere, In order to create a supportive work atmosphere, ensure a prompt atmosphere, ensure a prompt ensure a prompt atmosphere, ensure a prompt redressed of grievances. This reinforces an redressed of grievances. This reinforces an employee’s belief in the management and in the employee’s belief in the management and in the fact, that no stone will be left unturned to identify fact, that no stone will be left unturned to identify and solve their grievances and quickly as and solve their grievances and quickly as possible.possible.

Coned…..2pageConed…..2page

The GrievancesThe Grievances

The unbridled growth of the new economy, the The unbridled growth of the new economy, the emergences of the knowledge worker and the high emergences of the knowledge worker and the high demand for talent in the domestic and global markets demand for talent in the domestic and global markets have rewritten the rules of the game.have rewritten the rules of the game.

Though hiring good employees is a nightmare, it is more Though hiring good employees is a nightmare, it is more difficult to retaining good employees. The talent difficult to retaining good employees. The talent management is the key area in every organization worth management is the key area in every organization worth its HR department and CEOs are more worried about its HR department and CEOs are more worried about intellectual capital than working capital. To add to the intellectual capital than working capital. To add to the problems are the huge packages being doled out at all problems are the huge packages being doled out at all levels.levels.

Emotional Intelligence - the Emotional Intelligence - the five domains Of Self five domains Of Self

ManagementManagement

Goleman identified the five 'domains' of Goleman identified the five 'domains' of EQ as: EQ as:

Knowing your emotions. Knowing your emotions.

Managing your own emotions. Managing your own emotions.

Motivating yourself. Motivating yourself.

Recognizing and understanding other Recognizing and understanding other people's emotions. people's emotions.

Managing relationships, i.e.., managing Managing relationships, i.e.., managing the emotions of othersthe emotions of others

SELF-AWARENESSSELF-AWARENESS High self-awareness refers to having an High self-awareness refers to having an accurate understanding of how you behave, accurate understanding of how you behave, how other people perceive you, recognizing how other people perceive you, recognizing how you respond to others, being sensitive how you respond to others, being sensitive to your attitudes, feelings, emotions, intents to your attitudes, feelings, emotions, intents and general communication style at any and general communication style at any given moment and being able to accurately given moment and being able to accurately disclose this awareness to others.disclose this awareness to others.

SKILL INDICATORSSKILL INDICATORS– Know when you are thinking negatively Know when you are thinking negatively – Know when your self-talk is helpful Know when your self-talk is helpful – Know when you are becoming angry Know when you are becoming angry – Know how you are interpreting events Know how you are interpreting events – Know what senses you are currently using Know what senses you are currently using – Know how to communicate accurately Know how to communicate accurately

what you experience what you experience – Know the moments your mood shifts Know the moments your mood shifts – Know when you are becoming defensive Know when you are becoming defensive – Know the impact your behavior has on Know the impact your behavior has on

othersothers

SKILLS ASSESSMENTSKILLS ASSESSMENT– Do you recognize your feelings and Do you recognize your feelings and

emotions as they happen? emotions as they happen? – Are you aware of how others perceive Are you aware of how others perceive

you? you? – How do you act when you are How do you act when you are

defensive? defensive? – Are you aware of how you speak to Are you aware of how you speak to

yourself?yourself?

SELF – MANAGEMENT and SELF – MANAGEMENT and AWARENESS AWARENESS Emotional awarenessEmotional awarenessAccurate self-assessmentAccurate self-assessmentSelf-confidenceSelf-confidenceSELF - REGULATIONSELF - REGULATION Self-controlSelf-control::TrustworthinessTrustworthinessConscientiousnessConscientiousness: : AdaptabilityAdaptabilityInnovativenessInnovativenessSELF - MOTIVATIONSELF - MOTIVATIONAchievement driveAchievement drive: : Commitment: Commitment: InitiativeInitiativeOptimismOptimism::

SELF – MANAGEMENT and AWARENESSSELF – MANAGEMENT and AWARENESS Emotional awarenessEmotional awareness:: Recognizing one’s emotions and their effects. People Recognizing one’s emotions and their effects. People with this competence:with this competence: Know which emotions they are feeling and why� Know which emotions they are feeling and why� Realize the links between their feelings and what they think, do, and say� Realize the links between their feelings and what they think, do, and say� Recognize how their feelings affect their performance� Recognize how their feelings affect their performance� Have a guiding awareness of their values and goals� Have a guiding awareness of their values and goals�Accurate self-assessmentAccurate self-assessment:: Knowing one’s strengths and limits. People with Knowing one’s strengths and limits. People with this competence are:this competence are: Aware of their strengths and weaknesses� Aware of their strengths and weaknesses� Reflective, learning from experience� Reflective, learning from experience� Open to candid feedback, new perspectives, continuous learning, and self � Open to candid feedback, new perspectives, continuous learning, and self �developmentdevelopment Able to show a sense of humor and perspective about themselves� Able to show a sense of humor and perspective about themselves�Self-confidenceSelf-confidence:: Sureness about one.s self-worth and capabilities. People Sureness about one.s self-worth and capabilities. People with this competence:with this competence: Present themselves with self-assurance; have .presence.� Present themselves with self-assurance; have .presence.� Can voice views that are unpopular and go out on a limb for what is right� 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 � Are decisive, able to make sound decisions despite uncertainties and �pressurespressures

SELF - REGULATION 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 pressureTrustworthiness: Maintaining standards of honesty and integrity. People with this competence:• Act ethically and are above reproach• Build trust through their reliability and authenticity• Admit their own mistakes and confront unethical actions in others• Take tough, principled stands even if they are unpopularConscientiousness: 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

SELF – REGULATION (Cont)SELF – REGULATION (Cont)Adaptability: Flexibility in handling change. People with this competence: Smoothly handle multiple demands, shifting �priorities, and rapid change Adapt their responses and tactics to fit fluid �circumstances Are flexible in how they see events�Innovativeness: Being comfortable with and open to novel ideas and 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�

SELF - MOTIVATIONAchievement 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 Commitment:Commitment: Aligning with the goals of the group or organization. People with thiscompetence:• 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

Managing OthersManaging Others

Management Skills For Management Skills For EveryoneEveryone

Personal Management Personal Management SkillsSkills

Steps for great self-Steps for great self-esteem:esteem:

Take responsibilityTake responsibility

Watch your negative self talkWatch your negative self talk

Don’t allow others negativity Don’t allow others negativity to affect youto affect you

Commit to building your self-Commit to building your self-esteem dailyesteem daily

Have an optimistic attitudeHave an optimistic attitude

Management: to be in command or to have under control.Management: to be in command or to have under control.

Examples of Self TalkExamples of Self TalkNegative Self Talk:Negative Self Talk:

I’m so stupid I’m so stupid sometimes!sometimes!

I look awful today!I look awful today!

I just keep getting I just keep getting fatter and fatter!fatter and fatter!

I’m always broke!I’m always broke!

Why do these things Why do these things always happen to me?always happen to me?

Positive Self Talk:Positive Self Talk:

I am capable!I am capable!

I have many wonderful I have many wonderful qualities!qualities!

I love myself just the way I I love myself just the way I am!am!

I believe in my ability to I believe in my ability to succeed!succeed!

I deserve the respect of I deserve the respect of others!others!

Setting Goals is Setting Goals is SMARTSMART!!

““Goal” In Goal-Goal” In Goal-Setting:Setting:

SSpecificpecific

MMeasurableeasurable

AAchievablechievable

RReviewed/revised eviewed/revised oftenoften

TTime specificime specific

Assertive Assertive Behavior SkillsBehavior Skills

Learning to say “NO”:Learning to say “NO”:1.1. Acknowledge the Acknowledge the

requestrequest

2.2. DeclineDecline

3.3. State reasonState reason

4.4. Offer alternative Offer alternative solutionssolutions

5 Major time wasters:5 Major time wasters:

1. Spreading yourself too thin

2. Being Afraid

3. Not wanting to say no

4. Being tied to the phone

5. Procrastinating

Team/Office Team/Office PoliticsPolitics

PPower, know who has itower, know who has it

OOpportunity to align pportunity to align yourselfyourself

LLearn to keep on top of earn to keep on top of thingsthings

IIdentify with a mentordentify with a mentor

TTrack your success skillsrack your success skills

IInvolve yourself in other nvolve yourself in other activitiesactivities

CCommunicate effectively ommunicate effectively and know how to handle and know how to handle conflictconflict

SSeparate yourself as a stareparate yourself as a star

Dealing With Difficult Dealing With Difficult PeoplePeople

Sherman Tanks- directors gone Sherman Tanks- directors gone bad, they like to bully/threatenbad, they like to bully/threatenSnipers- Passives, socializers, take Snipers- Passives, socializers, take shots at youshots at youExploders- Socializers, blow up Exploders- Socializers, blow up then are embarrassed then are embarrassed Complainers- any type! Complain Complainers- any type! Complain over and overover and overGossipers- any type! Like to Gossipers- any type! Like to spread rumorsspread rumors

Ways To Handle Ways To Handle Difficult PeopleDifficult People

1.1. Tolerate it without Tolerate it without resentmentresentment

2.2. Tolerate with resentmentTolerate with resentment3.3. Leave the situationLeave the situation4.4. Protest….Protest….

+ = ++ = + If they are nice If they are nice be be nicenice- = + - = + Give jerks the Give jerks the

benefit of the benefit of the doubtdoubt

Career KillersCareer KillersLack of direction or goalsLack of direction or goalsHaving no Emotional Having no Emotional IntelligenceIntelligenceNot using Emotional Not using Emotional IntelligenceIntelligenceRefusing to be a team playerRefusing to be a team playerBehaving passively or Behaving passively or aggressivelyaggressivelyNegative work habitsNegative work habitsAttitude of indifferenceAttitude of indifferenceExpecting others to look out Expecting others to look out for youfor you

Ending On A Ending On A Positive NotePositive Note

The power of a smile:The power of a smile:Sets a positive toneSets a positive toneGives you an air of Gives you an air of confidenceconfidenceEnergizes youEnergizes youReduces tensionReduces tensionImproves tonalityImproves tonalityMakes you look Makes you look youngeryoungerHelps you build the Helps you build the reputation as an reputation as an achieverachiever

MANAGING MANAGING PEOPLE WITH PEOPLE WITH

EIEI

• CONSISTENCY IN DEALINGS, APPROACHCONSISTENCY IN DEALINGS, APPROACH

• DEMONSTRATE FAIRNESSE EMOTIONAL DEMONSTRATE FAIRNESSE EMOTIONAL INTELLIGENCEINTELLIGENCE

• EXHIBIT LEADERSHIP QUALITIESEXHIBIT LEADERSHIP QUALITIES

• PLAN<SET GOALS AND STRATEGYPLAN<SET GOALS AND STRATEGY

• EXUDE CONFIDENCE IN HIMSELF, TEAMEXUDE CONFIDENCE IN HIMSELF, TEAM

• CLARITY IN COMMUNICATIONCLARITY IN COMMUNICATION

• SET EXAMPLESET EXAMPLE

• AUTHENTIC & DIRECTAUTHENTIC & DIRECT

• SELF-RESPECTSELF-RESPECT

• LEARN FROM FAILURELEARN FROM FAILURE

MANAGING PEOPLE : some MANAGING PEOPLE : some principlesprinciples

Key Aspects of the Management ProcessKey Aspects of the Management Process

The Four Management FunctionsThe Four Management Functions

PlanningPlanning OrganizinOrganizingg

LeadingLeading ControllingControlling

Mintzberg's 10 Mintzberg's 10 Managerial Managerial

RolesRoles

Strategic SkillsStrategic SkillsEnvironmental Environmental assessment scanningassessment scanningStrategy formulationStrategy formulationMapping strategic Mapping strategic intent and defining intent and defining missionmissionStrategy Strategy implementationimplementationHuman resources Human resources knowledgeknowledge

Task SkillsTask SkillsSetting and prioritizing Setting and prioritizing objectivesobjectivesDeveloping plan of Developing plan of action and action and implementationimplementationResponding in a flexible Responding in a flexible mannermannerCreating valueCreating valueWorking through the Working through the organizational structureorganizational structureAllocating human Allocating human resourcesresourcesManaging time Managing time efficientlyefficiently

(continued(continued))

People SkillsPeople SkillsDelegatingDelegatingInfluencingInfluencingMotivatingMotivatingHandling conflictHandling conflictWin-win negotiatingWin-win negotiatingNetworkingNetworkingCommunicatingCommunicating– VerbalVerbal– NonverbalNonverbal

ListeningListeningCross-cultural Cross-cultural managementmanagementHeterogeneous teamworkHeterogeneous teamwork

Self-Awareness SkillsSelf-Awareness SkillsPersonal adaptabilityPersonal adaptability

Understanding personal Understanding personal biasesbiases

Internal locus of controlInternal locus of control

Working EnvironmentsWorking Environments

The physical workplace provision has an important The physical workplace provision has an important effect on individual productivity and satisfactioneffect on individual productivity and satisfaction– Comfort;Comfort;– Privacy;Privacy;– Facilities.Facilities.

Health and safety considerations must be taken Health and safety considerations must be taken into accountinto account– Lighting;Lighting;– Heating;Heating;– Furniture.Furniture.

How EQ succeeds IQHow EQ succeeds IQ

Emotional Intelligence explains why Emotional Intelligence explains why inspire of equal intellectual capacity, inspire of equal intellectual capacity, educational background, training or educational background, training or experience some people excel while others experience some people excel while others of same caliber and high educational of same caliber and high educational degree lag behind.degree lag behind.

Emotional Intelligence is the dimension of Emotional Intelligence is the dimension of intelligence responsible for our ability to intelligence responsible for our ability to manage ourselves and our relationship manage ourselves and our relationship with others.with others.

EQ versus IQEQ versus IQ

Intelligence Intelligence quotient quotient

or IQor IQAn An intelligence quotientintelligence quotient or or IQIQ is a score is a score derived from one of several different derived from one of several different standardized tests attempting to measure attempting to measure intelligence. The term "IQ," is a translation of the . The term "IQ," is a translation of the German Intelligenz-QuotientIntelligenz-Quotient, , IQ scores are used in many contexts: as IQ scores are used in many contexts: as predictors of predictors of educational achievement or special achievement or special needs, by social scientists who study the needs, by social scientists who study the distribution of IQ scores in populations and the distribution of IQ scores in populations and the relationships between IQ score and other relationships between IQ score and other variables, and as predictors of job performance variables, and as predictors of job performance and and income. .

Emotional Intelligence Emotional Intelligence (quotient) or EQ(quotient) or EQ

Emotional Intelligence is a way of Emotional Intelligence is a way of recognizing, understanding, and choosing recognizing, understanding, and choosing how we think, feel, and act. It shapes our how we think, feel, and act. It shapes our interactions with others and our interactions with others and our understanding of ourselves. It defines how understanding of ourselves. It defines how and what we learn; it allows us to set and what we learn; it allows us to set priorities; it determines the majority of our priorities; it determines the majority of our daily actions. Research suggests it is daily actions. Research suggests it is responsible for as much as 80% of the responsible for as much as 80% of the "success" in our lives." "success" in our lives."

EQ versus IQEQ versus IQIn the business world so much of emphasis In the business world so much of emphasis has been placed on intellect. Intellect has has been placed on intellect. Intellect has proven invaluable to drive our success in proven invaluable to drive our success in business. Process and procedures based business. Process and procedures based on analysis,logic,strategies are critically on analysis,logic,strategies are critically important important However to get the higher level of However to get the higher level of competence in business we must blend the competence in business we must blend the progress that we have made in using progress that we have made in using intellect & IQ with the invaluable intellect & IQ with the invaluable competencies of EQ.competencies of EQ.

Why EQ…???Why EQ…???EQ is the distinguishing factor that EQ is the distinguishing factor that determines if we make lemonade when life determines if we make lemonade when life hands us lemons or spend our life stuck in hands us lemons or spend our life stuck in bitterness.bitterness.EQ is the distinguishing factor that help us to EQ is the distinguishing factor that help us to maintain a warm relationship or a distant maintain a warm relationship or a distant contacts.contacts.EQ is the distinguishing factor which draws EQ is the distinguishing factor which draws others to us or repels them.others to us or repels them.EQ is the distinguishing factor which enable EQ is the distinguishing factor which enable us to work in coordination with others or to us to work in coordination with others or to create a disputed situation.create a disputed situation.EQ is the distinguishing factor which enables EQ is the distinguishing factor which enables to win the heart of people or to win the to win the heart of people or to win the situation by argumentsituation by argument..

Why EQWhy EQ

EQ is the distinguishing factor that determines if we make lemonade when life hands us lemons or spend our life stuck in bitterness

EQ is the distinguishing factor that help us to maintain a warm relationship or a distant contacts.

EQ is the distinguishing EQ is the distinguishing factor which draws others factor which draws others to us or repels them.to us or repels them.

EQ is the distinguishing factor which EQ is the distinguishing factor which enable us to work in coordination with enable us to work in coordination with others or to create a disputed situationothers or to create a disputed situation

EQ is the distinguishing factor which EQ is the distinguishing factor which enables to win the heart of people or to win enables to win the heart of people or to win the situation by argumentthe situation by argument

Benefits of EQBenefits of EQThe competencies & gift that EQ gives us are many. The competencies & gift that EQ gives us are many. Included are skills that drive our internal world as well as our Included are skills that drive our internal world as well as our response to the external one.response to the external one.

Some examples includesSome examples includes personal motivation,personal motivation,personal mastery over our life’s purpose & intentionpersonal mastery over our life’s purpose & intentionempathy for othersempathy for otherssocial expertise that allow us to network and develop social expertise that allow us to network and develop relationships that enhance our purposerelationships that enhance our purposecharacter & integrity that enable us to appear genuine and character & integrity that enable us to appear genuine and aligned;aligned;a tenacity to face and resolve both internal and external a tenacity to face and resolve both internal and external conflictconflictpersonal influence that enable us to advance our purpose.personal influence that enable us to advance our purpose.

Benefits of EQBenefits of EQ

Personal MotivationPersonal Motivation

Personal mastery over Personal mastery over our life’s purpose & our life’s purpose &

intentionintention

EmpathyEmpathy

Social expertise that allow Social expertise that allow us to network and develop us to network and develop relationships that relationships that enhance our purposeenhance our purpose

Character & Character & integrity that integrity that enable us to appear enable us to appear genuine and genuine and alignedaligned

A tenacity to face and A tenacity to face and resolve both internal and resolve both internal and external conflictexternal conflict

Personal influence that enablePersonal influence that enable us to advance our purposeus to advance our purpose..

Use of EQ at Use of EQ at WorkplaceWorkplace

It is EQ that will solve ourIt is EQ that will solve our retention & morale problemsretention & morale problemsimprove our creativityimprove our creativitycreate synergy from teamworkcreate synergy from teamworkspeed our information by way of sophisticated speed our information by way of sophisticated people networkspeople networksdrive our purpose drive our purpose and ignite the best and most inspired and ignite the best and most inspired performance from our followers.performance from our followers.

It is EQ that will solve ourIt is EQ that will solve our retention & morale retention & morale

problemsproblems

Improve our creativityImprove our creativity

Create synergy from Create synergy from teamworkteamwork

Speed our information by way of sophisticated people networks

Why use EQ in the Why use EQ in the workplaceworkplace

The workplace & workplace The workplace & workplace culture is changing. Today the culture is changing. Today the emphasis is more on people emphasis is more on people focused style of leadership. focused style of leadership. Today employees are motivated Today employees are motivated by the relationship they have in by the relationship they have in their workplace & EI seems like their workplace & EI seems like a logical framework to help build a logical framework to help build these relationships. Emotions these relationships. Emotions influence all aspect of our lives. influence all aspect of our lives. Its impossible to separate them Its impossible to separate them from work. They play a large from work. They play a large role in how others perceive us role in how others perceive us through our tone of voice, facial through our tone of voice, facial expressions and bodyexpressions and body language. language.

EQ in the WorkplaceEQ in the Workplace

It is really very sad that after so much It is really very sad that after so much research on the benefits of Emotional research on the benefits of Emotional Intelligence, too many managers and Intelligence, too many managers and leaders continue to ignore the facts. They're leaders continue to ignore the facts. They're stuck in their old patterns of intimidation stuck in their old patterns of intimidation and coercion, demoralizing employees and and coercion, demoralizing employees and creating attitudes of grudging compliance. creating attitudes of grudging compliance. The point to remember is Emotional The point to remember is Emotional Intelligence is learnable. All that needs to Intelligence is learnable. All that needs to happen is for managers and leaders to see happen is for managers and leaders to see the benefit of doing so.the benefit of doing so.

Application of EQ in the Application of EQ in the WorkplaceWorkplace

EI is increasingly being applied to EI is increasingly being applied to organizational level initiatives such as organizational level initiatives such as workforce planning, performance workforce planning, performance management, strategic and cultural change management, strategic and cultural change as well as the recruitment process.as well as the recruitment process.

According to Jim Hunter, CEO at Genos, According to Jim Hunter, CEO at Genos, issues of employee retention and employer of issues of employee retention and employer of choice are front of mind in many choice are front of mind in many corporations. “EI is being seen as an corporations. “EI is being seen as an excellent medium to enhance the excellent medium to enhance the environment, culture, leadership and team environment, culture, leadership and team dynamic within an organization.”dynamic within an organization.”

Managing ConflictManaging Conflictin the Workplace Using in the Workplace Using Emotional IntelligenceEmotional Intelligence

Why Conflict ArisesWhy Conflict Arises

Type “A” PersonalityType “A” Personality

Vs.

Type “B Personality

Type ”A” PersonalityType ”A” Personality

Highly CompetitiveHighly Competitive

Strong PersonalityStrong Personality

Restless when inactiveRestless when inactive

Seeks Promotion Seeks Promotion Punctual Punctual

Thrives on deadlinesThrives on deadlines

Multi jobs at onceMulti jobs at once

Type “B” PersonalityType “B” Personality

Works methodicallyWorks methodically

Rarely competitiveRarely competitive

Enjoys leisure timeEnjoys leisure time

Does not anger easilyDoes not anger easily

Does job well but Does job well but doesn’t need doesn’t need recognitionrecognition

Easy-goingEasy-going

Aggressive PeopleAggressive People

Body language Body language – Stiff and straight Stiff and straight – Points, bangs tables to emphasize pointsPoints, bangs tables to emphasize points– Folds arms across body Folds arms across body

Verbal languageVerbal language– ““I want you to…”I want you to…”– ““You must…”You must…”– ““Do what I tell you!”Do what I tell you!”– “ “You’re stupid!”You’re stupid!”

Aggressive people Aggressive people are basically are basically insecure….. Try toinsecure….. Try toavoid them.avoid them.

Submissive peopleSubmissive people

Body LanguageBody Language– Avoids eye contactAvoids eye contact– Stooped postureStooped posture– Speaks quietlySpeaks quietly– FidgetsFidgets

Verbal LanguageVerbal Language– ““I’m sorry”I’m sorry”– “ “It’s all my fault”It’s all my fault”– ““Oh dear”Oh dear”

Submissive people have a great senseof inferiority

Assertive PeopleAssertive PeopleBody language Body language – Stands straightStands straight– Appears composedAppears composed– SmilesSmiles– Maintains eye contactMaintains eye contact

Verbal language Verbal language – ““Let’s”Let’s”– “ “How shall we do this?”How shall we do this?”– “ “I think… What do you think?”I think… What do you think?”– “ “I would like…”I would like…”

Types of ConflictTypes of Conflict

Within an individual Within an individual

Between two individualsBetween two individuals

Within a team of individualsWithin a team of individuals

Between two or more teams within an Between two or more teams within an organizationorganization

Causes of conflictCauses of conflict

Conflict of aims- different goalsConflict of aims- different goals

Conflict of ideas- different Conflict of ideas- different interpretationsinterpretations

Conflict of attitudes - different Conflict of attitudes - different opinionsopinions

Conflict of behavior- different Conflict of behavior- different behaviors are unacceptable behaviors are unacceptable

Stages of ConflictStages of Conflict Conflict arises Conflict arises

Positions are stated and hardened Positions are stated and hardened

Actions, putting into action their Actions, putting into action their chosen plan chosen plan

Resolution???Resolution???

Preventing ConflictPreventing ConflictAssess positive and negative Assess positive and negative personality traits of people involvedpersonality traits of people involved

Determine personality type Determine personality type – AggressiveAggressive– SubmissiveSubmissive– AssertiveAssertive

Assess if people are introvert or Assess if people are introvert or extroverts...extroverts...

Preventing ConflictPreventing Conflict

Review past conflictsReview past conflicts

Assess communication skills of those Assess communication skills of those involvedinvolved

Read body language of participantsRead body language of participants


Try to reduce conflictTry to reduce conflict – Realize that communication is colored by Realize that communication is colored by

personal experience, beliefs, fear, personal experience, beliefs, fear, prejudicesprejudices

– Try to be neutral Try to be neutral – Plan the timing and place of the Plan the timing and place of the

conversation conversation – Realize that outside stress may add to Realize that outside stress may add to

confrontationconfrontation– Eliminate/reduce external interruptionsEliminate/reduce external interruptions


Manage the language usedManage the language used– Neutral vs. loaded wordsNeutral vs. loaded words– Reduce technical languageReduce technical language– Allow for cultural differences in languageAllow for cultural differences in language– Words may have different meanings for Words may have different meanings for

different people…ask them to elaboratedifferent people…ask them to elaborate

Aids to CommunicationAids to Communication

Listen Actively Listen Actively

RelaxRelax

Observe body Observe body languagelanguage

Develop interest in Develop interest in others interestsothers interests

Ask for clarificationAsk for clarification

Plan what you are Plan what you are going to saygoing to say

Tailor words to Tailor words to personperson

Determine the best Determine the best timing timing

Determine the best Determine the best placeplace

Why is the Why is the conversation conversation necessarynecessary

Personalities who cause conflictPersonalities who cause conflict

AggressorAggressor

PassivePassive

AbsenteeAbsentee

Error proneError prone

Negative attitudeNegative attitude

ChatterboxChatterbox

Do nothingDo nothing

Personalities who cause conflictPersonalities who cause conflict

UnreliableUnreliable

Time wasterTime waster

Resentful personResentful person

WAC’em methodWAC’em method

WWhat’s bothering you?hat’s bothering you?

A -What do you want to Ask the person to do?

Check in to see if what you’ve asked for can happen

EI is being seen as an EI is being seen as an excellent medium to enhance excellent medium to enhance the environment, culture, the environment, culture, leadership and team dynamic leadership and team dynamic within an organization.”within an organization.”

QuoteQuote “ “You can buy people’s time; you can You can buy people’s time; you can

buy their physical presence at a buy their physical presence at a given place; you can even buy a given place; you can even buy a measured number of muscular measured number of muscular motions per hour. But you cannot motions per hour. But you cannot buy enthusiasm…you cannot buy buy enthusiasm…you cannot buy loyalty…you cannot buy the devotion loyalty…you cannot buy the devotion of their hearts. This you must earn."of their hearts. This you must earn."

Emotional Ambivalence Emotional Ambivalence fuels organizational fuels organizational

successsuccess Creativity Innovation & Emotional Creativity Innovation & Emotional

Intelligence :-Intelligence :- People who are emotionally People who are emotionally

ambivalent – simultaneously feeling ambivalent – simultaneously feeling positive and negative emotions – positive and negative emotions – tend to be more creative in the tend to be more creative in the workplace than those who feel just workplace than those who feel just happy or sad, or lack emotion at all, happy or sad, or lack emotion at all, according to a new study.according to a new study.

The task of the leader is to get his The task of the leader is to get his people from where they are people from where they are to where they have not been.to where they have not been. - Henry Kissinger - Henry Kissinger

Leaders in Emotional Leaders in Emotional IntelligenceIntelligence

Solid ,pure human relations and support are the key to any success Talal Abu Ghazaleh

Coming together is a beginning; keeping together is progress; working together is success. Henry Ford

First they ignore you, then they laugh at you, then they fight you, then you win Mohandas Gandhi Personality is reduced and deformed

with depleted thoughts and stagnant mind. King Hussein

I have found that being honest is the best technique I can use. Right up front, tell people what you're trying to accomplish and what you're doing... Lee Lee

IacoccaIacocca

In times of rapid change, experience could be your worst enemy.

J. Paul Getty

Success is a lousy teacher. It seduces smart people into thinking they can't lose . Bill

Gates

You achieve your goals with a smile or a laugh. .

Adel Emam

The 3 Leaders Roles in The 3 Leaders Roles in EIEI

1 - Sell the VISION

2- Achieve it through the TEAM

3- Maintain Effective RELATIONSHIPS

The 7 Requirements for The 7 Requirements for Leadership BehaviorLeadership Behavior

1- Shows Enthusiasm

2- Supports Other People“ Become Genuinely interested in other people” - Dale Carnegie

3- Recognize individual efforts“ Give honest, sincere appreciation” , Dale Carnegie


4- Listen to individual’s ideas and problems.“ Be a good listener. Encourage others to talk about them selves” , Dale Carnegie

Ignoring, Pretending,

Selective,

Empathetic listening


5- Provide direction“ Ask questions instead of giving orders”, Dale Carnegie

6- Encourage.“ Let the other person feels the idea is his or her” – Dale Carnegie

“ Use encouragement. Make the fault seem easy to correct” Dale Carnegie


7- Develop other people.

LEADERS create LEADERS

The 3 Leaders ToolsThe 3 Leaders Tools

DelegationDelegation

CoachingCoaching

EmpowermentEmpowerment

Inspired to become a Inspired to become a leader…leader…

START NOWSTART NOW1.1.Have a dream ….VISIONHave a dream ….VISION

2.2.GAP analysis ….SELF AWARNESS GAP analysis ….SELF AWARNESS

3.3.Plan …..SMARTPlan …..SMART

4.4.Act ….. ENTHUSIASMAct ….. ENTHUSIASM

5.5.Evaluate ….. RECHARGE YOUR BATTERIESEvaluate ….. RECHARGE YOUR BATTERIES

Emotional Intelligence Emotional Intelligence Management CompetenciesManagement Competencies Without emotional intelligence Without emotional intelligence

management competencies , the executive management competencies , the executive or manager is more likely to derail.or manager is more likely to derail.

With these emotional intelligence With these emotional intelligence management competencies, managers and management competencies, managers and executives are more likely to receive executives are more likely to receive performance based bonuses, higher salaries performance based bonuses, higher salaries overall, and experience greater job security.overall, and experience greater job security.

Here’s why these eight emotional Here’s why these eight emotional intelligence management intelligence management

competencies qualities are so competencies qualities are so important nowimportant now

Self-awareness and Self-awareness and accurate self-assessment: accurate self-assessment:

Without self-awareness Without self-awareness and accurate self-and accurate self-assessment, executives and assessment, executives and managers will be too quick managers will be too quick to get irritated with others, to get irritated with others, will create problems in will create problems in their work relationships their work relationships and in their personal and in their personal relationships, will come relationships, will come across as abrasive, won’t across as abrasive, won’t be able to admit mistakes be able to admit mistakes or accept useful, realistic or accept useful, realistic criticism, and won’t have a criticism, and won’t have a realistic awareness of their realistic awareness of their strengths or limitations.strengths or limitations.

InitiativInitiativee Executives and managers who Executives and managers who

are rather low in initiative ill be are rather low in initiative ill be responding to events, rather than responding to events, rather than being proactive, thereby finding being proactive, thereby finding themselves in continual crisis themselves in continual crisis mode. Plus when leaders aren’t mode. Plus when leaders aren’t utilizing initiative, they may fail to utilizing initiative, they may fail to seize strategic opportunities, seize strategic opportunities, either because they haven’t either because they haven’t started their analysis and planning started their analysis and planning process early enough or because process early enough or because they may resist taking even well they may resist taking even well calculated risks. calculated risks.

Sound decision-makingSound decision-making If a manager or executive is If a manager or executive is

low in their ability to make low in their ability to make sound decisions this will only sound decisions this will only be accentuated in a period of be accentuated in a period of great uncertainty and great uncertainty and turbulence. Executives low in turbulence. Executives low in this area may spend more this area may spend more time than they can afford to in time than they can afford to in analysis, may not analysis, may not demonstrate the courage to demonstrate the courage to make choices, may avoid make choices, may avoid taking responsibility, and may taking responsibility, and may lack the commitment to lack the commitment to execute a decision fully.execute a decision fully.

EmpathyEmpathy When managers and executives When managers and executives

don’t demonstrate enough don’t demonstrate enough empathy in times of uncertainty or empathy in times of uncertainty or crisis, they will likely be seen as crisis, they will likely be seen as indifferent, uncaring and in-indifferent, uncaring and in-authentic – all of which will make authentic – all of which will make employees be less cooperative employees be less cooperative and less communicative. The and less communicative. The manager may be left feeling manager may be left feeling misunderstood, and will have misunderstood, and will have difficulty “reading” their difficulty “reading” their employeesemployees

CommunicationCommunicationManagers and executives will Managers and executives will be hampered to an be hampered to an extraordinary degree if they extraordinary degree if they don’t use adequate don’t use adequate communication skills during communication skills during turbulent times. By not turbulent times. By not communicating well enough communicating well enough managers will tend to avoid managers will tend to avoid getting into dialogue about getting into dialogue about important issues, will often only important issues, will often only communicate good news and communicate good news and will tend to try to hide bad news will tend to try to hide bad news – hurting trust, and will have – hurting trust, and will have great difficulty in managing great difficulty in managing complicated issues. In complicated issues. In addition, they will appear addition, they will appear unavailable and uncaring to unavailable and uncaring to others, which will hurt others, which will hurt teamwork and cooperation. teamwork and cooperation.

InfluenceInfluenceWhen executives and When executives and managers are low in the managers are low in the management competency of management competency of influence they will fail to leave influence they will fail to leave the right impression, will tend the right impression, will tend to alienate others rather than to alienate others rather than getting support, may end up getting support, may end up working too independently and working too independently and even against the group, and even against the group, and will have difficulty motivating will have difficulty motivating the group quickly enough to the group quickly enough to address the eminent challenge address the eminent challenge

AdaptabilityAdaptabilityWithout ramping up the ability to be Without ramping up the ability to be more adaptable in a time of more adaptable in a time of turbulence and uncertainty many turbulence and uncertainty many executives and managers will tend to executives and managers will tend to respond negatively to new, changing respond negatively to new, changing situations. In addition, they may situations. In addition, they may show emotional strain to others show emotional strain to others when they have to shift priorities; when they have to shift priorities; tend to express, or simmer with, tend to express, or simmer with, frustration with change – even if it is frustration with change – even if it is for a positive purpose; will have for a positive purpose; will have difficulty adapting their responses difficulty adapting their responses and tactics to fit the emerging and tactics to fit the emerging circumstances; and ultimately will circumstances; and ultimately will often be hesitant in taking on new often be hesitant in taking on new challenges.challenges.

Self-managementSelf-managementWhen managers or When managers or executives have low self-executives have low self-management they tend to management they tend to react impulsively in react impulsively in stressful situations, stressful situations, possibly get overly possibly get overly stressed, angry or upset stressed, angry or upset when facing rapidly when facing rapidly changing situations or changing situations or conflict at work; and conflict at work; and sometimes respond to sometimes respond to problems in a no problems in a no constructive manner – constructive manner – which often causes which often causes unwanted consequences. unwanted consequences.

Advice on Using Advice on Using

Emotional Emotional Intelligence in Your Intelligence in Your

LifeLife

Do not undermine Do not undermine your worth by your worth by

comparing yourself comparing yourself with others. with others.

It is because we are It is because we are different that each different that each

of us is special.of us is special.

Do not set your goals Do not set your goals by what other people by what other people

deem important. deem important.

Only you know what Only you know what is best for you….is best for you….

Do not give up when Do not give up when you still have you still have

something to give. something to give. Nothing is really Nothing is really

over until the over until the moment you stop moment you stop

trying.trying.It is a fragile thread It is a fragile thread

that binds us to that binds us to each othereach other…..…..

Do not let your life Do not let your life slip through your slip through your

fingers by living in fingers by living in the past nor for the the past nor for the

future. future.

By living your life By living your life one day at a time, one day at a time,

you live all the days you live all the days of your life.of your life.

Do not shut Do not shut love out of your love out of your life by saying it life by saying it is impossible to is impossible to

find. The find. The quickest way to quickest way to receive love is receive love is to give love; to give love;

the fastest way the fastest way to lose love is to lose love is to hold it too to hold it too

tightly.tightly.

Do not be afraid to Do not be afraid to encounter risks. It is encounter risks. It is

by taking chances by taking chances that we learn how to that we learn how to

be brave.be brave.

Do not Do not dismiss dismiss

your your dreams.dreams.

To be To be without without

dreams is dreams is to be to be

without without hope; to hope; to

be be without without

hope is to hope is to be be

without without purpose.purpose.

Life is not a race, but a journey to Life is not a race, but a journey to be savored be savored

each step of the way.each step of the way.

Do not run through life so Do not run through life so fast that you forget not only fast that you forget not only where you have been, but where you have been, but also where you are going.also where you are going.

Just do it!‘‘Many of life’s failures are people who did not Many of life’s failures are people who did not realize how close they were to success when realize how close they were to success when

they gave up.’they gave up.’T. EdisonT. Edison

ConclusionConclusion Thus in today's scenario its very Thus in today's scenario its very

important for any manager or important for any manager or executive to learn this skill ofexecutive to learn this skill of Emotional IntelligenceEmotional Intelligence

We all can be emotionally We all can be emotionally intelligent by practicing it as it is intelligent by practicing it as it is a very much trainable skill.a very much trainable skill.

Lets learn it and use it for Lets learn it and use it for organizational as well as for our organizational as well as for our personal successpersonal success..

Emotional Intelligence Test

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