Transcript Document

ASTD Suncoast
How Emotional Intelligence Applies To Your
Role in the Workforce as a Trainer, Coach, and
Leader with in Your Organization
Agenda
 SoEI History
 Current trends Training today
 Definition of EI & Founders
 MHS & a snapshot EQI 2.O Model
 Group Exercise
 EI Competencies & ROI Learning
Techniques
 Collaboration EI Leader Checklist
 How to bring EI to the workforce today
Q&A
About SoEI
 Non profit 501C professional association
 Advocate for the understanding and use of
emotional intelligence
 Founded 2009
 HQ: Tampa, Florida
 National Website: www.societyofei.org
 Local Website: www.soeitampa.org
 11 National Chapters
Hank Clemons, Ph.D.
President & CEO
 Founder & President of the Society of Emotional Intelligence
 20 Years of Corporate experience in coaching and training
 Areas of focus include Emotional Intelligence, Leadership, and
Coaching. Talk Show Host, “Let’s Talk EI”
 Lecturer at University of South Florida, USF
 President of the HLC group, Inc., Training & Consulting firm
located in Tampa, FL
 Certified Master Training of the EQI- 2.0 & 360 through MHS.com
and Author of several books.
Janet Foster, Vice President
Chapter Development
HISTORY
www.societyofei.org
• 2010 – Chair, National Chapter Start-up, 1st annual SoEI Conference,
in Tampa, FL
• 2011 - Chair, Professional Development luncheons, 2nd annual
• 2012 President, Quarterly Professional Development Dinners,
3rd annual conference, Monthly internet Radio Station
w/guest speakers and Chapter Chair Co-Hosts
• 2013 National Vice President ,Chapter Development:
NYC, Atlanta, Houston, Tri-State (PA, DE, NJ), Gulf Coast,
Phoenix, Az, Central WA, LA, San Francisco, California
Florida; Tampa, Orlando, Tallahassee
October 18 th , 4th Annual Conference , Centre Club, Tampa 8:30 – 4 pm
Corporate Training & Coaching
25 + years , Talent Development, Engagement & Coaching
Engage, Develop and Retain
Key Talent www.masterworks.com
For over 30 years, Masterworks has been a pioneer and leader in the career
management field. We customize and integrate career resources to align talent
with the business needs; help leaders and managers engage, develop and retain
their people; and empower employees to take charge of their careers.
Our solutions - which include consulting, career portals, training, assessments,
and other resources - create the foundation for impactful "career conversations"
centered at increased contribution, performance, and career fit.
February, 2013 Training magazine ranked Capital One in their top 125 companies
for training. Capital One ranked #3 on the list among banks. Capital One
University Training Conference & Expo in Atlanta.
Trends of Training Today
What are the current Trends of Training Today?
*According to SHRM GloboReport
 Managing Human Capital
 Effective Strategies in elevating employee
engagement
 Operational Excellence – recognizing productivity
 Customer Relationships
2013
New Trends in T & D
 Most Co.'s utilize some sort of on-line e-learning and offer
mobile training
 Increasing accountability of participants
 Training in the cloud base platforms have exploded to flexible
users
 Mobile platforms allow managers & trainers to check users
programs, engagement, and respond to Q’s
 Training becomes more reactive with new challenges
History of EI Founders
1983
Reuven Howard
Bar-On Gardner
1990
1995
John
Peter
Mayer Salovey
Daniel Goldman
Definition of EI
Emotional intelligence is a set of emotional and social
skills that collectively establish how well we:




Perceive and express ourselves
Develop and maintain social relationships
Cope with challenges and change
Use emotional information in an effective and
meaningful way
What Emotional Intelligence is Not
Aptitude
 A written, oral, or
performance test
designed to measure a
person’s potential
ability for performing
well in some future
selected skill or activity
(e.g. musical aptitude)
Achievement
 A standardized
examination that
assesses the
proficiency level already
attained in specific
performance (e.g.
school grades, SAT
scores) GRE
Emotional Intelligence
EQ verses IQ
 Emotional Quotient (EQ) is estimated to account for
27% to 45% of job success
 EQ and IQ are not highly correlated,
...meaning there is nothing scientific to suggest
that if IQ is high then EQ will be high or… if IQ
is low, EQ will be low
 IQ is set and peaks around 17 years of age
 EQ is not fixed and can rise steadily with age
The EQ-i2.0 Model
 Made up of 5 Composite
Scales & 15 subscales
The EQ-i2.0 Model
Five – General Areas
1.
2.
3.
4.
5.
Self-Perception
Self-Expression
Interpersonal
Decision Making
Stress Management

Build on each other: self-perception
flows into self-expression and so on
Copyright © 2011 Multi-Health Systems Inc.
All rights reserved.
Based on the original BarOn EQ-i authored
by Reuven Bar-On, copyright 1997.
15
2.0
EQ-i
Scales and Subscales
Self-Perception



Self-Expression
Self-Regard
Self-Actualization
Emotional Self-Awareness
Interpersonal



Emotional Expression
Assertiveness
Independence

Decision Making
Interpersonal Relationships
Empathy
Social Responsibility
Problem Solving
Reality Testing
Impulse Control

Stress Management
Flexibility
 Stress Tolerance
 Optimism

Focus on Self-Perception
 The “inner-self”
 Designed to assess feelings of inner strength and
confidence, persistence in the pursuit of personally
relevant and meaningful goals while understanding what,
when, why, and how different emotions impact thoughts
and actions
Self Perception
 Self-Regard
 Self-Actualization
 Emotional Self-Awareness
Self Regard
 Respecting oneself while understanding
and accepting one’s strengths and
weaknesses
 Often associated with feelings of inner
strength and self-confidence
Self - Regard
LOW
HIGH
Unsure of Self
Self- assured
Lack of Respect
Accepting of self
Low-self esteem
High self-esteem
Unhappy with physical
appearance
Good sense of self
Confident
Not confident
Inner Strength
Fullfilled
Self-Actualization
Willingness to persistently try to
improve oneself and engage in the
pursuit of personally relevant and
meaningful objectives that lead to a
rich and enjoyable life
Self - Actualization
LOW
HIGH
Life lacks meaning
A full, rich life
Unsure where to go in life
Activities have meaning
Not pursuing enjoyable things
Self-satisfied
Unmotivated
Energized
Passionate and enthusiastic
Motivated to do best
May be spiritual
Emotional Self - Awareness
 Includes recognizing and understanding one’s
own emotions
 Includes the ability to differentiate between
subtleties in one’s own emotions while
understanding the cause of these emotions and
the impact they have on the thoughts and actions
of oneself and others
Emotional Self - Awareness
LOW
HIGH
Hard time verbalizing own
emotions
Difficulty recognizing or
identifying own emotions
Low self-awareness
Relates own feelings to appropriate
causes
Understands changing of emotions
and blends of emotions
Self-aware
Avoids emotional ownership
In touch with own feelings
Externalizes
Differentiates between emotions
Surprised by others’ reactions
Reads people well
Misreading and misread by
people
Denial of own feelings
People read you well
GROUP EXCERCISE
Focusing on Self-Perception : Self Regard, Self Actualization
and Emotional Self-Awareness :
 Why is it important to give forethought to
reactions to “our” actions as a trainer & leader?
 What responsibility does the trainer, and coach
have to anticipate reactions?
 What impact could this practice have on creating
a desired work culture in the future?
 What EI competencies does this focus on?
A few tips
Developing Self - Awareness
As a trainer or coach..
 Stop and notice the emotions you are feeling
 Give names of these emotions
 Understand these emotions before they manage
you
 Develop core coaching competencies:
building rapport, be empathic, ask good
questions
EI Competencies
Develop your EI competencies !
Leadership
 Influence
 Team Leadership
 Organization
Awareness
 Self Confidence
 Achievement Drive
 Ability to handle
Stress
Coaching
 Empathy
 Communication
 Listening
 Observations
 Understanding
 Clarity
ROI & Learning Techniques
Introduce EI to your organization….
 Aligning Training with Business Objectives
 Delivery of effective training options
 Demonstrate how ROI & ROE work together
 Collaborate with leaders at all level’s
 Be receptive and flexible to your leaders & peers
Collaborative EI Leaders
Check List:
 Are your employee’s engaged with effective training
products ?
 Do they bring their authentic selves to the work place?
 Do they share a sense of pride and ownership at work?
 Are decisions made with relevant input to ensure they are
smart & strategic?
 Is Change being implemented smoothly & effectively?
 Is Feedback regularly exchanged for performance
improvement in your organization?
 Has anyone given you feedback in the last month?
• If only 1 or 2 yes’s you can benefit from collaborative skills
Building!
ROI & Learning Techniques
How to bring to your organization
 Aligning Training with Business Objectives
 Delivery of effective training options
 Demonstrate how ROI & ROE work together
 Collaborate with leaders at all level’s
 Be receptive and flexible to your leaders & peers
Bring EI to the Workforce
Next steps……
Bring Emotional Intelligence
“From the Page to The Stage”
“If you get the emotions right you get
The business right” – Dr. Ravi Rao
Professional Development
Events in Tampa
www.soeitampa.org
August 1st - Quarterly meetings
 Emotional Intelligence & Your Career Success
Keiser University, College of Business Advisors:
6 – 8 pm. Facilitated by Janet Foster
April
 Bringing Emotional Intelligence To Your Daily Experience.
EI for You: Practical Applications, Dr. Jesse Collins
January
 Applying Emotional Intelligence in Project Management
Hector Prado, SoEI Member
Professional Development
Topic’s in 2012
 “Leadership and Workplace Success”: How Emotional
Intelligence Supports Organizational Performance.
MHS.com , Multi-Health Systems , (Emotional Quotient
Inventory); How American Express, the US Air Force utilized
EQI – 2.0 for Success to support corporation performance.
 Avoid the “Hiring Trap” : Interview for Emotional Intelligence,
Hank Clemons, CEO & President of SoEI
 Coaching for Emotional Intelligence; Bobbie Gemma, Certified
Coach
 “Get an EI Check up “, Robert G. Jerus, SPHR, MBA, Orlando
SoEI Chair [email protected]
Educational Training
Tampa
 Developing Your Emotional Intelligence
 A 4-Part Series
2- Day EI “Train the Trainer” Certification EI
 EQI – 2.0 - ( Emotional Quotient Inventory) Certification
2 days, Oct 16th, 17h, 2013, Tampa FL
Society of Emotional Intelligence: 4th Annual
 Conference, October 18th, 2013 , Tampa, FL 1 DAY
http://www.societyofei.org
www.soeitampa.org
L&D
Application
• Read and learn more about EI, there are many different books
available on www.soeitampa.org, Google play, amazon etc.
• Become part of the EI community, join SoEI, attend workshops
Professional development quarterly events, and conferences
• Get EI assessment as an individual and a leader
• Develop an EI workforce plan with a coach to improve your EI
application and success
• Introduce EI to your spouse, family, church, school, and coworkers or your leadership team in your organization
• Get certified to test and coach independently or at your
workplace organization
• Get certified and become a trainer
Society of
Emotional Intelligence
Q&A
Thank you ASTD for your participation!