The Emotionally Intelligent Leader

www.healthcareteamperformance.com/nha

The Emotionally Intelligent Leader

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Agenda Define Emotional Intelligence and its benefits to

you. Understand the 4 Quadrants of EI Gain tools to strengthen your EI:

Setting your Intentions PAC Model IGROW Coaching Model

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Studies show…. For all levels of jobs EI competencies are twice as

effective as IQ in determining and individual’s success rate.

Leaders possessing EI will create healthier work climates and will develop EI within their teams.

The higher level of the job’s complexity and authority the greater the impact of EI.

Senior leaders show an 85% correlation between EI and success.

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What is Emotional Intelligence?

The capacity for recognizing our own feelings and those in others, for motivating ourselves, for managing emotions well in ourselves and in our relationships.

Daniel Goleman

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What is Emotional Intelligence?

Emotional Intelligence is the ability to understand, accept, and recognize our own emotions and feelings, including their impact on ourselves and other people and to use this knowledge to improve our own behaviours as well as to manage and improve our relationships with others.

Ann Cartwright and Amanda Solloway, 2007

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Benefits of EI Increased self-confidence Improved relationships in the workplace Greater communication Less conflict and greater conflict resolution Less stress Better management of change Greater trust and respect Improved teamwork and collaboration

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“After each shift I go home feeling defeated because I can’t give the care I want to my patients. I don’t work in a supportive environment where people trust and respect one another, and that impacts my ability to ask for help and to trust that others will be there when I need them to be.”

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“The patient is the number one priority at all times, so there is no ego, there is no jockeying for position, and no pecking order. We are simply just there for the patient, their family, and for one another. It’s hard to describe. I never feel alone because there is such a strong sense of teamwork. I know that when I ask for help I’ll get it, I know I can always ask questions, and I know that my opinion is valued.”

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The Four Quadrants of EI

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Self AwarenessThe ability to recognize and understand your moods, emotions and drives and their effects on yourself and others.

• Emotional Awareness• Accurate Self-Assessment• Personal Power

Social AwarenessAwareness of others’ needs, feelings and concerns.

• Empathy• Organizational Awareness• Service Ethic

Self ManagementManaging one’s internal states, resources and impulses.

• Emotional self-control• Integrity• Innovation and Creativity• Initiative• Resilience• Stress Management• Realistic Optimism

Relationship ManagementAdeptness at inducing desirable responses in others.

• Developing others• Influencing• Communication• Conflict Management• Catalyzing Change• Building Bonds• Teamwork and Collaboration• Building Trust

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To lead others you must first lead

yourself.

Dan Waldschmidt

The Smallest Things Make the Biggest Difference

theRIGHT WOLF

FEED

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Set your Intentions Every Day Set aside 5 to 10 minutes every morning to set

your daily intentions. Find a quiet spot where you will not be

interrupted. Sit comfortably and close your eyes. Take 10 deep breaths and focus on releasing any

tension each time you exhale. Then ask yourself 3 questions…….

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Set your Intentions

What will you achieve today?

Who will you be today?

What actions will you take today?

Visualize your answers to each question and see, feel, and hear yourself achieving what you want to achieve, being you you want to be and taking the

actions you want to take.

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Developing Team Self-Management Establish Monday Morning Huddles:

What will WE achieve this week?

Who will WE be this week?

What actions will WE take this week?

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The Parent/Adult/Child Model

The ParentHands on Hips mode

The AdultRational & Emotion-

Free mode

The ChildPoor Me Mode

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When in the Adult Mode we: Ask for information and don’t make assumptions. Respond rather than react. Are assertive. Seek a win-win. Are straightforward, open and honest. Talk to others as equals. Create dialogue.

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Individual Exercise

1. Consider an ineffective interaction in which you did not remain firmly in the Adult.

2. In which mode were you functioning?

3. What caused you to slip into that mode, what are your triggers?

4. What can you do going forward to better manage your response?

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Respond in the Adult Ask open-ended questions. Be aware of tone of voice, ensure open, non-

judgemental tone. Be aware of your own biases when commenting

and asking questions. Recognize and manage your triggers. Do not judge. Be respectful.

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“Coaching is…. helping another person reach higher effectiveness by creating a dialogue that leads to awareness and action.”

Anne Loehr, A Manager’s Guide to Coaching

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IGROW Coaching Model

Issue"What's up?"

Goal"What do you

want?"

Reality"Where are you

now?"

Options"What could you

do?"

Way Forward"What will you do?"

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Documents

The Emotionally Intelligent Leader