Sustaining the Leadership Challenge with the Emotional Intelligence Skills

AssessmentRosalie Clough, Senior Strategist

Doug Brown, Senior Strategist

We are an organizational success strategy company.

Successful companies achieve organizational success through intentional processes and established cultural behavior expectations. Our team of Success Strategists is ready to help your organization achieve increased awareness, articulation and coordination of organizational processes and behaviors. This will result in greater agility, cultural alignment and increased results.

ExemplaryLeadership

EISA FactorsPerceiving ManagingDeciding Achieving Influencing

TLC PracticesModelInspire

ChallengeEnable

Encourage

Short Title?

When You Return to Your Office, We Hope You Will Be Able to Say…

No workplace is perfect, but this is the perfect

place to work.

Qualities We Admire in Leaders & Mentors

Think of a leader or mentor who made a significant impact on your life.

Think of 3 - 5 qualities or characteristics which made them impactful.

Write each characteristic on a Post-It Note.

Why Sustain TLC with EISA?

What is the factor that distinguishes the highest-performing

managers from the lowest-performing? According to the Center for

Creative Leadership, the single factor that differentiated the top from

the bottom is the higher score on affection – both expressed and

wanted. The highest performing managers show more warmth and

fondness toward others than do the bottom 25 percent. They get closer

to people, and significantly more open in sharing thoughts and

feelings than their lower-performing counterparts.

This study adds to the growing body of evidence that

emotional intelligence can be more important than IQ in predicting

success in organizations.

Encouraging

the Heart, Kouzes and Posner

Why Sustain TLC with EISA?

I've learned that people will forget what you

said, people will forget what you did, but people will

never forget how you made them feel.

Maya

Angelou

Why We Are Here

Feelings are much like waves, we can't stop them

from coming but we can choose which one to surf.” 

Jonatan Mårtensson

Why We Are Here

Leadership happens in conversations.

Carol and Jack Weber

Emotionally intelligent leaders create great

workplace cultures where people collaborate

by having open and honest deep conversations

about what matters.Susan Scott

Are Emotions at Work at Work?

How a management team feels has a direct impact on a company’s earnings. (Barsade, Ward, Turner and Sonnenfeld)

Teams with a higher EQ perform at higher level more quickly than teams with a low EQ. (Jordan, Ashkanasy, Hartel and Hooper)

How we feel does seem to influence our performance. (Totterdell, Kellet, Teuchmann and Briner)

The spread of emotions from person to person (emotional contagion) has a powerful effect on groups. (Barsade)

Caruso and Salovey

How Does EISA Help Sustain TLC?

Combining the EISA Factors with the TLC Practices helps Leaders to …

ActReact

Interact … in response to their emotions

and those around them.

What is Leadership?

The Leadership Challenge is about how leaders mobilize others to want to get extraordinary things done in organizations.

It’s about the practices leaders use to transform values into actions, visions into realities, obstacles into innovations, separateness into solidarity, and risks into rewards.

It’s about leadership that creates the climate in which people turn challenging opportunities into remarkable successes.

Kouznes & Posner

What is Emotional Intelligence?

Emotional Intelligence is:

The ability to identify emotional information in oneself and others

The ability to manage emotional information in oneself and others

The ability to focus emotional information on required behaviors

What is EISA?

The Emotional Intelligence Skills Assessment (EISA) is a comprehensive system designed to measure and improve Emotional Intelligence (EI) levels in individuals, teams and organizations.

EISA identifies areas of strength and potential growth and provides a framework for understanding and improving individual emotional and social functioning.

Stemming from the previous work of BarOn, Goldman and Mayer, Salovey and Caruso, the EISA measures the interconnected components of emotional intelligence directly tied to emotional and social functioning.

The Five Factors of EISA

Perceiving

Managing

Decision Making

Achieving

Influencing

Perceiving

Perceiving is the ability to accurately recognize, attend to, and understand emotions.

Recognize different emotions & intensity

Identify and describe emotions

Perceive and respond appropriately

Behave authentically and predictably

Recognize emotional triggers

Managing

Managing is the ability to effectively manage, control and express emotions.

Accurately interpret emotions

Motivate, cope with stress, decisive

Emotional cues guide actions

Manage emotions and expressions

Project image of sympathy & steadiness

Decision Making

Decision making is the appropriate application of emotion to manage change and solve problems.

Emotions compatible with task demands

Manage change & solve personal and interpersonal problems based on their emotional state

Astute awareness of the “problem” and the appropriate emotional response

Achieving

Achieving is the ability to generate the necessary emotions to self-motivate in the pursuit of realistic and meaningful objectives.

Experience more pleasure in success

Take personal responsibility for own actions

Prefer immediate feedback about efforts

Enjoy moderate levels of risk

Fewer physical reactions

Make tasks personally relevant & meaningful

Influencing

Influencing is the ability to recognize, manage and evoke emotion within oneself and others to promote change.

Understand own strengths

Take opportunities to influence others

Assertive

Use positive emotions to influence others

Positive and confident disposition

Sustaining TLC with EISA

Emotional Intelligence in Action

Project managers must:• Act,• React and• Interact with a wide variety of emotions

Project managers must:

• Hear and observe emotions,• Foster collaboration and• Develop “our” solution, not “my” solution

Sustaining TLC with EISA

Applying, Learning and Growing TLC Practices

Administer an LPI

Compare to the 360

Coach to the LPI

Feedback

Administer a second LPI

Applying, Learning and Growing EISA Factors

Administer 360

Compare to the LPI

Coach to the 360

Feedback

Administer a second 360

Sustaining TLC with EISA

The Universal Emotions in the workplace:

They enter the workplace from outside the workplace

They originate from within the workplace and go back outside the workplace

They effect our lives inside the workplace

They effect our lives outside the workplace

Teaching and Training EI

Key learning points about Emotional Intelligence (Kornacki & Caruso)

Recognize that emotions exist and pay attention to emotion cues

Emotions contain data

Emotions can be managed

Emotions can be used to influence yourself and others (intra and interpersonal)

When leveraged, emotion and rational data produce optimum decision making

Combing the LPI with the EISA 360

LPI Behaviors

#1. Sets personal example of what is expected

#9. Actively listens to diverse points of view

#14. Treats others with dignity and respect

EISA Factors

#8 I feel sure of myself in most situations

#13 I am easily distracted by things going on around me

#3. I am attuned to others’ reactions to

me

Coaching

Confidence building

Active listening skills

Build trust

The TLC EISA Bowl

Divide into teams

Each team chooses a “ringer”

First team to ring and correctly answer toss-up question gets to answer the bonus questions

Winning team answers bonus questions

Non-winning (as opposed to losing) teams critique the winning team’s answer

Sustaining the Leadership Challenge with the Emotional Intelligence Skills

AssesmentRosalie Clough, Senior Strategist

Doug Brown, Senior Strategist