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Emotional Intelligence: A Critical Element in Leadership Jorge Cherbosque, PhD UCLA Staff and Faculty Counseling

Emotional Intelligence: A Critical Element in Leadership Jorge Cherbosque, PhD UCLA Staff and Faculty Counseling Center. Session Overview. Areas covered: What is Emotional Intelligence The business case for EQ training Four quadrant model and questions answered Group exercise

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Emotional Intelligence: A Critical Element in Leadership Jorge Cherbosque, PhD UCLA Staff and Faculty Counseling

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  1. Emotional Intelligence: A Critical Element in Leadership Jorge Cherbosque, PhDUCLA Staff and Faculty Counseling Center

  2. Session Overview • Areas covered: • What is Emotional Intelligence • The business case for EQ training • Four quadrant model and questions answered • Group exercise • Individual self assessment • Skill building in conflict resolution

  3. What is Emotional Intelligence EQ is the ability to: • Sense • Understand • Communicate • And Effectively Apply the power and acumen of emotions as a source of human energy, information, trust, communication, creativity, influence and conflict resolution

  4. The Business CaseWhy organizations are interested in Emotional Intelligence • The ability of an organization to perform depends on the relationships of the people involved, which ultimately relates to the degree of emotional intelligence of its employees and leaders.

  5. Research • An analysis of over 300 top-level executives from 15 global companies found that 6 emotional competencies distinguished stars from average performers: Influence, team leadership, organizational awareness, self-confidence, achievement drive, and leadership.

  6. Research • At L’Oreal, sales agents selected on EQ competencies significantly outsold those selected using the company’s old selection procedure, increasing revenue by over $2 million. Sales agents selected on the basis of EQ competency also had a 63% decrease in turnover during the first year.

  7. Research • Center for Creative Leadership found that the primary causes of derailment in executives involved deficits in emotional competence. Primarily: • difficulty handling change • inability to work in a team • poor interpersonal relations.

  8. Research • Egon Zehnder International analyzed 515 senior executives. Those strong in EQ were more likely to succeed than those who were strongest in relevant experience or IQ. EQ is a stronger predictor of success than experience or high IQ. Study included exec’s from Latin America, Germany, Japan with same results across cultures.

  9. Leadership and EQ findings: • Leaders possessing Emotional Intelligence will create an effective work climate that will further develop emotional intelligence at the subordinate level. • The higher the level of a job’s complexity and authority, the greater the impact of high Emotional Intelligence.

  10. A Model for Effective Training in Emotional Intelligence

  11. Overview of EQ Workshop at UCLA • Designed to introduce topic as relevant to business success • Four-part assessment of individual • Series of exercises designed to develop skill and ability in each quadrant

  12. Four Quadrant ModelforEmotional Intelligence

  13. Applying the ModelIn developing Emotional Intelligence each quadrant addresses a question

  14. Quadrant 1 Answers the question:

  15. Quadrant 2 Answers the Question:

  16. Quadrant 3 Answers the Question:

  17. Quadrant 4 Answers the Question

  18. Four Quadrant Model (schematic)

  19. EQ in Action – Group exercise Form groups of 4

  20. Each member select a question: A. I am impatient with people who are different from me. B. I can express my negative feelings without offending others. C. It is hard for me to ask for what I want. D. I like it when others recognize that I have won the argument. • Your question is related to which of the 4 dimensions • How would you answer the question- very true, true, not true, not at all true of you

  21. A. I am impatient with people who are different from me. • Social Awareness

  22. B. I can express my negative feelings without offending others. • Emotional Self Control

  23. C. It is hard for me to ask for what I want. • Emotional Self Expression

  24. D. I like it when others recognize that I have won the argument. • Social Skills

  25. Assessment and Interpretation Quadrant 4: Social Skills

  26. Self-Awareness and Skill Building • Awareness Exercise: Formative Experience • Your Pyramid for Personal and Organizational Success • Increase Your Effectiveness in Conflict Resolution: Clean Talk Model

  27. Closure • Questions/comments from you.

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