Transcript The Importance of Emotional Intelligence in Career Guidance Erato Paraschaki, MBA Program Director 1st Career Guidance Conference – A European Dimension ALBA, 4th of.

The Importance of Emotional
Intelligence in Career Guidance
Erato Paraschaki, MBA Program Director
1st Career Guidance Conference – A European Dimension
ALBA, 4th of November 2006
“People who possess high emotional
intelligence are the people who truly
succeed in work as well as play, building
flourishing careers and lasting meaningful
relationships”
Daniel Goleman, 2002
What is Emotional
Intelligence?
“The capacity for recognizing
our own emotions and those of others, for
motivating ourselves and others, and for
managing emotions well in ourselves and our
relationships”
Daniel Goleman, 1998
• Is the foundation of relationships
• Provides the capacity and capability to change and grow
Why EI is important for
career guidance ?
Why do smart people fail?
“Of the competencies that distinguish an
outstanding executive from an average one,
only a small percentage are cognitive or
intellectual abilities”
Source: Finkelstein, 2003
Why EI is important for
career guidance ?
• Hay Group studies revealed that:
• More than 50% of employees lack the motivation
to keep learning and improving
• 4 in 10 people cannot work cooperatively
• 70% of all change initiatives fail due to people
issues – lack of teamwork, inability to deal with
change, unwillingness to take initiative, etc.
• Primary derailer of top executives: lack of
impulse control
Why EI is important for
career guidance ?
• In Sales Roles: Study of 44 Fortune 500 firms shows
that high-EI salespeople produce twice the revenue of
average performers.
• In Technical Roles: Programmers in the top 10% of EI
competency can develop effective software three times
as fast as those lower in EI.
• In Leadership Roles: Study of 15 global companies
attributes 85-90% of leadership success to EI. At the
highest leadership levels, EI accounts for virtually the
entire advantage.
• In All Roles: Emotional Competence is twice as
important as cognitive abilities for star performers in all
jobs, in every field.
The Essence of
Emotional Intelligence
Understanding Yourself
Managing Yourself
Understanding Others
Managing Relationships
Actions
Awareness
The EI Framework:
How EI drives Performance
Self
Others
Self
Awareness
Social
Awareness
Self
Management
Relationship
Management
Positive impact
on others
EI Competencies Framework
by Daniel Goleman
SELF-AWARENESS
• Emotional self-awareness
• Accurate self-assessment
• Self-confidence
SOCIAL AWARENESS
• Empathy
• Service orientation
• Organizational awareness
SELF-MANAGEMENT
• Emotional self-control
• Trustworthiness
• Conscientiousness
• Adaptability
• Achievement drive
• Initiative
RELATIONSHIP MANAGEMENT
• Developing Others
• Influence
• Communication
• Conflict management
• Visionary leadership
• Catalyzing change
• Building bonds
• Teamwork and collaboration
Coaching is..
Your chance to effectively contribute to
another person's development
It is a resonant relationship where two
parties exchange ideas and experiences
The aim is to help the coachee achieve
his/her personal goals (including
professional etc)
Advantages of Coaching
•
•
•
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Help analyze the feedback received
Pose the right questions
Stress the positive aspects
Help create a thinking framework towards
personal development
TOWARDS ACHIEVEMENT
OF GOALS
Skills for Coaching
•
Active listening
–
–
–
–
–
–
•
Maintain eye contact
Avoid destructions
Pay attention to body language
Listen before making conclusions
Don't interrupt let the coachee conclude
Summarize
Raise the right questions
– Open questions to encourage participation
– Close questions to get a specific answer and verify that you
have understood correctly what has been said
•
Support your ideas
–
–
–
–
•
Describe the situation how you see it
State your opinion and thoughts
Share experiences
Encourage the coachee to discuss his opinions, thoughts,
experiences
Achieve agreement
Key Competencies
of Coaches
• Empathy and Social Awareness
– Sensitive to and caring for the “other”
• Emotional Self-Awareness
– Focusing and Managing Projection
• Pattern Recognition
Mistakes Coaches Make
• Not sufficiently tapping into positive attractors
• Being drawn into the negative attractors too
frequently or for too long
• Providing too much delivery, not enough
listening, observing missing what the other party
is really saying
• Using your own style to the detriment of dialogue
The role of Parents
• Act as Coaches to emotional upbringing
• Assist the child to develop emotional awareness
• 5 stages process
– Know and identify child's emotions
– View the emotion as an opportunity for intimacy and
teaching
– Listen carefully, show empathy and recognize child's
negative emotions
– Assist the child to name his/her emotions
– Set the boundaries of the child´s actions (NOT
EMOTIONS AND DESIRES) and examine different
strategies to solve the issue involved
The Role of Teachers
• Provide the knowledge and technical skills
• Assist on the development of Selfawareness
• Provide constant feedback and teach the
students how to receive feedback
How do I provide feedback?
• Always tied to previously outlined goals and expectations
• Behavior- or skill- or problem-oriented rather than
person-oriented
• Descriptive rather than judgmental
• Specific rather than general
• Aim at improvement rather than punishment. Target
behavior for which the receiver can do something about
• Always use affirmative tone and language
Teach students that
feedback….



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
Is an opportunity to learn and improve
During feedback to acknowledge emotions. To avoid
leaving emotions either prevent from hearing or distant
from what one's hearing
To avoid being defensive, explaining or justifying. To
listen, ask questions to understand
To ask the impact of behavior it may be different from
intent
To thank people who give feedback
ALBA´s Methodology
• Leadership and Career Potential
Development Course focused on the
Emotional Intelligence framework by
Daniel Goleman
• Model course LEAD created by Richard
Boyatzis at Case Western Reserve
University, the Weatherhead School of
Business (ESADE, ALBA)
ALBA´s Methodology
• Leadership & Career Potential
Development Course
– Self-Assessment tests (360o feedback,
Learning Style Inventory, etc)
– Developing a Personal Vision set of questions
– Individual Coaching Sessions
– Deliver a Career/Life future Scenario,
Learning Plan
The role of Career Office
– Career Panels to provide:
• descriptions of professions and their potential
development
• Industries constraints
– Personalized action plan for each student
• CV advising
• Interviewing Skills development
– Contact with the Job Market
• Career Forum
• Direct link with companies
• Follow up with the companies