Getting a Clue : Emotional Intelligence
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Transcript of Getting a Clue : Emotional Intelligence
Getting a clue
a presentation brought to you by:
Emotional Intelligence
Dr. Greg Stewart
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Greg Stewart, PhD, LPC
Greg holds a BA in Organizational Leadership and a PhD in Counseling. His dissertation was The Relationship of Emotional Intelligence with Job Satisfaction and Organizational Commitment. He is a certified Bar-On Eq-I administrator and is also certified with DDI (Development Dimensions International) in the building of competency models for organizations. He has deep insight into problem-solving and employee motivation and is a phenomenal speaker and blogger of management and leadership.
SVP Enterprise Solutions Sales
imagine great people ®
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EI over IQ?
• 34 percent of hiring managers said they are placing greater emphasis on emotional intelligence when hiring and promoting employees post-recession
• 71 percent said they value emotional intelligence in an employee more than IQ
• 59 percent of employers would not hire someone who has a high IQ but low EI
• 75 percent are more likely to promote an employee with a high EI over one with a high IQ
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Gardner’s Multiple Intelligences
• Logical-Mathematical • Visual-Spatial • Bodily-Kinesthetic • Linguistic • Musical • Intrapersonal • Interpersonal
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We support our clients through the full employee life-cycle, helping them identify the best people for their jobs and then developing them to their fullest potential.
Creating Value for Clients
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Talent Management 101
A Job
• PIP • Well-placed • IDP
Manager
• Skill Expert • Productivity Mgr • Objectives / Goals
Leader
• Mission, Vision, Values
• Strategy • Critical Thought
EMOTIONAL INTELLIGENCE
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Emotional Intelligence: Goleman’s Model
• Self-Awareness
• Self-Management
• Other’s Awareness
• Other’s Management (Social Intelligence)
7 Graph By Slark http://www.flickr.com/photos/slark/356609304/sizes/m/in/photostream/
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Emotional Intelligence: Goleman’s Model
• SELF-AWARENESS
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True, Objective Knowledge of Self • Self-Regard: The ability to accept one’s perceived positive and negative aspects as well as one’s limitations and possibilities.
• Self-Efficacy: One's belief in one's ability to succeed in specific situations.
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The Source of the Working Self
Resumé
Attributes Competencies & Skills
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The Source of the Working Self
Resumé
Attributes Competencies & Skills
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So, What’s the Issue?
• There is WHAT we do, and then there is HOW we affect people when we do what we do.
• In both the WHAT and the HOW, we all have strengths and weaknesses. – Are we aware of how to describe them? – Are we aware of their intensity?
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The Johari Window
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Just Tell It Like It Is?
• No, because of the negative emotional impact.
• The negative emotional impact is a direct result of either low EI on the speaker’s part or on the hearer’s part.
• We can avoid “truth-telling” because of the impact
on productivity and the organization overall.
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Organizational Keys To Build Self-Awareness
• Peformance Management, not just Performance Evaluations
• PROACTIVE teachability, not reactive
• Objective, valid, individual assessments
• 180 degree, or 360 degree evaluations
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EI over IQ?
• 34 percent of hiring managers said they are placing greater emphasis on emotional intelligence when hiring and promoting employees post-recession
• 71 percent said they value emotional intelligence in an employee more than IQ
• 59 percent of employers would not hire someone who has a high IQ but low EI
• 75 percent are more likely to promote an employee with a high EI over one with a high IQ
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Questions?
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