Week 5 - Outline
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Transcript of Week 5 - Outline
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Week 5 - Outline
7:00 – 7:15 Last Assignment - C 7:15 - 7:30 Current Events 7:30 – 8:15 More MBTI 8:15 – 8:30 BREAK 8:45 – 9:00 Emotional Intelligence 9:00 - ? Class Exercise
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Most job-hunters who fail to master the job-hunt or find their dream job, fail not
because they lack information about the job market, but because they lack information about themselves. -Richard Nelson Bolles
Let’s Self-Discover!
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Knowing others is wisdom.Knowing the self is enlightenment.
Lao Tzu: Father of Taoism
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Purpose: To have an opportunity to be a part of an interview panel that allows you to be on both sides: a) interviewer and b) interviewee. Assignment Components:
1. You will be separated into groups according to your Industry of interest: information technology, engineering, healthcare, etc.
2. Each student will develop or update a current copy of their Resume or Curriculum
Vitae.
3. Each student will develop at least 5 behavioral interviewing questions that they will bring to the interview.
4. Each student will have an opportunity to interview and to be interviewed as part
of the exercise.
5. Each student will be rated by their peers for effective interviewing techniques. ASSIGNMENT DELIVERABLES
1. Resume or CV – 100 points 2. 5 Behavioral Interview Questions – 50 points 3. Peer – Rated Post Interview – 25 points 4. Panel Participation – 25 points
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CURRENT EVENTS
Who’s got one?
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MBTI PairsExtraversion Introversion
Sensing INtuition
Thinking Feeling
Judging Perceiving
Talk it out… Think it Through…
Specifics…
Impact on People…Logical Implications…
Joy of Processing…Joy of Closure…
Big Picture…
Source of Energy
Gathering /Sharing Information
Decision Making
Life / Work Orientation
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Remember…you prefer four type letters but you use all eight.
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Report type versus “True” type
Mark the one that fits the best for you.
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EXTROVERT “E” AND INTROVERT “I”
E Energized by things in the
outer world Verbalizes what is in his/her
mind Does his/her best thinking
out loud Often friendly, talkative, easy
to know Likes to be involved with
people and things—gives breadth to life
I Energized by inner resources,
internal experiences Thinks about information
before sharing -- guards thoughts until perfect
Keeps thoughts and emotions private
Prefers one-on-one or small groups
Is may seem withdrawn to Es
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How Clear Is Your Preference?
EE IIVery Clear - Clear - Moderate - Slight Slight - Moderate - Clear - Very Clear
Source of Energy
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SENSING “S” and INTUITION “N”
S Interested in what is
concrete What is for real Verifiable information Realistic Practical Works with practical
N Puts trusts in hunches and
insights Interested in “what could be” Speculates on “what if” Can work with fewer details Wants to explore
possibilities
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How Clear Is Your Preference?
SS NNVery Clear - Clear - Moderate - Slight Slight - Moderate - Clear - Very Clear
Gathering/Sharing Information
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THINKING “T” AND FEELING “F”
T Things need to make sense May seem distant or
approachable May respond by asking
questions or challenging what has been said
Tends to be direct in conversation
F Things need to “feel right” Very approachable Tends to look for common
ground Sensitive to others
sometimes at the cost of being direct
Value - driven
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How Clear Is Your Preference?
TT FFVery Clear - Clear - Moderate - Slight Slight - Moderate - Clear - Very Clear
Decision Making
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JUDGING AND PERCEIVING
J Needs to bring things to closure Likes things to be decided Approaches life in an orderly
fashion Decisive, deliberate Tends to be goal-oriented Outcome focused May seem a little “serious”
P Flexible, flexible, flexible Approaches life by letting it
unfold Is open to exploring to see how
things evolve More playful, light hearted Likes to generate alternatives Likes to keep all options open “Go with the Flow”
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How Clear Is Your Preference?
JJ PPVery Clear - Clear - Moderate - Slight Slight - Moderate - Clear - Very Clear
Life/Work Orientation
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Team Group Example
Brainstorming
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Priorities of Functions
DominantAuxiliaryTertiaryInferior
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BREAK
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SEPARATE INTO GROUPS OF 4 OR 5, YOU DECIDE. –
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EI CompetenciesSelf-AwarenessSelf-ManagementSocial AwarenessRelationship
Management
(from Primal LeadershipPrimal Leadership Goleman, Boyatzis and McKee 2002)
EI
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AN OVERVIEW OF EMOTIONAL COMPETENCIESDaniel Goldman,
SELFPersonal Competence
OTHERSocial Competence
RECOGNITION SELF AWARENESS-Emotional self-awareness-Accurate self – assessment-Self-confidence
SOCIAL AWARENESS-Empathy-Service orientation-Organizational awareness
REGULATION SELF MANAGEMENT-Self – control-Trustworthiness-Conscientiousness-Adaptability-Achievement drive-Initiative
RELATIONSHIP MANAGEMENT-Developing others-Influence-Communication-Leadership-Change catalyst-Building bonds-Teamwork & Collaboration
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Self-AwarenessKnowing one’s internal states, preferences,
resources and intuitions
Emotional Self-Awareness
Accurate Self-Assessment
Realistic Self-Confidence
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Knowing one’s internal states, preferences, resources and intuitions
Emotional Self-Awareness – Recognize your own inner signals, note how decisions and values match
Accurate Self-Assessment – Know your real limits and strengths, be graceful in learning, know when to ask for help
Realistic Self-Confidence – Be willing and able to play to your strengths, admit you have them!
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Do you know you?
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Social AwarenessAwareness of other’s feelings, needs, concerns and the currents, networks
and politics of the organizationEmpathy
Organizational Awareness
Service Orientation
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Awareness of other’s feelings, needs, concerns and the currents, networks and politics of the organization
Empathy – Listen, attune, grasp other’s perspectives
Organizational Awareness – “PP”olitically and “pp”olitically astute, know the values and unspoken rules
Service Orientation – be available to your staff, serve to receive excellent service
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Awareness of one’s effect on others, ability to work effectively and efficiently with others
Inspirational – Embody what you ask of others Influence – Be persuasive and engaging Developing Others – Cultivate people’s abilities Change Catalyst – Recognize the need for change, challenge the
status quo Conflict Management – acknowledge and redirect Building Bonds – Cultivate the web of relationships Teamwork & Collaboration – Be a model of respect, helpfulness
and cooperation
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What does it mean to “manage” oneself?
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SELF MANAGEMENT
Emotional self-control: keeping disruptive emotions and impulses under control
Transparency: Displaying honesty and integrity; trustworthiness
Adaptability: flexibility in adapting to changing situations or overcoming obstacles
Achievement: The drive to improve performance to meet inner standards of excellence.
Initiative: Readiness to act and seize opportunities Optimism: Seeing the upside in events
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Emotional Self-Control – Manage your own disturbing emotions, stay calm and clear-headed
Transparency – Live your values, admit mistakes, never turn a blind eye
Optimism – Roll with the punches, expect the best of everyone.
Adaptability – Flexible, nimble, fluid, comfortable with ambiguity
Innovation – Seize opportunities, or create them
Achievement – Continually learning – and teaching– ways to do things better
Managing one’s internal states, impulses and resources
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Do you have self-management?
Would others say you have it?
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Relationship Management
Inspirational Influence Developing Others Change Catalyst Conflict Management Building Bonds Teamwork &
Collaboration
Awareness of one’s effect on others, ability to work effectively and efficiently with others
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RELATIONSHIP MANAGEMENT
Inspirational leadership: Guiding and motivating with a compelling vision
Influence: Wielding a range of tactics for persuasion Developing others: Bolstering others’ abilities through feedback
and guidance. Change catalyst: Initiating, managing, and leading in a new
direction Conflict management: resolving disagreements Building bonds: Cultivating and maintaining a web of
relationships Teamwork and collaboration: cooperation and team building.
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Relationship ManagementWhy is it important?
Co-workers Customers Family Friends