It is now widely accepted that leaders need more than above average knowledge of their business to succeed; today’s marketplace requires keen knowledge about human talents. Research has demonstrated it is human abilities that are crucial to leaders and their organizations for survival. For decades development of human abilities has been referred to as soft skills; however, due to research by people like Daniel Goleman, PhD, emotional intelligence (EQ) now is used because it more adeptly conveys the talents required for leading in the 21st century. Emotional intelligence is comprised of Personal and Social Competencies:
Personal Competencies: How we manage ourselves.
Motivation – Emotional tendencies that guide or facilitate reaching goals.
1. Achievement and Drive: What is your personal standard of excellence?
2. Commitment: What obstacles stand in your way of aligning yourself with the goals of the group or organization?
3. Initiative: How can you make sure to consider opportunities that come your way?
4. Optimism: What is required for you to maintain focus on goals despite setbacks?
Self-Awareness – Knowing one’s internal states, preferences, resources and intuitions.
1. Emotional Awareness: How can you ensure you recognize your emotions and there effects on you and others?
2. Self-Confidence: What is the condition of your self-worth and capabilities?
3. Accurate Self-Assessment: Have you taken time to assess your strengths and weaknesses?
Self-Regulation – Managing one’s internal state, impulses and resources.
1. Self-Control: What tactics do you employ to keep disruptive emotions and impulses in check?
2. Trustworthiness: How do you maintain standards of honesty and integrity?
3. Conscientiousness: How do you demonstrate ownership of your behavior?
4. Adaptability: Are you flexible regarding change or does it have to be your way?
Social Competence – How we handle relationships.
1. Empathy: Awareness of others’ feelings, needs, and concerns.
2. Understanding Others: How often do you ask questions to learn the feelings and perspectives of others?
3. Developing Others: Are you actively seeking opportunities to help others by mentoring?
4. Social Skills: Ability to induce desirable responses in others.
Influence: What personal tactics do you use to influence others?
Communication: What tactics do you use to accurately understand what is being communicated to you?
5. Team Capabilities: How often do you have conversations with team member(s) about non-job topics?
Depending on the needs voiced by your company, we will conduct workshops to help employees begin to strengthen their EQ. We will do this by:
1. Measure each employee’s EQ.
2. Review the process of learning.
3. Review what EQ is and why it is important. a. May want to cover critical thinking here.
4. Learn tactics for increasing EQ.
5. Exploring relationship management and collaboration
6. Each employee creates a specific plan for identifying areas for improvement and specific steps for developing EQ.
7. Approximately six months later reassess employees EQ.