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The Emotionally Intelligent
Leader
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Agenda
 Define
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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?
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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?
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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
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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 Awareness
The ability to recognize and understand
your moods, emotions and drives and their
effects on yourself and others.
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• Emotional Awareness
• Accurate Self-Assessment
• Personal Power
Social Awareness
Awareness of others’ needs, feelings and
concerns.
• Empathy
• Organizational Awareness
• Service Ethic
Self Management
Managing one’s internal states, resources
and impulses.
Relationship Management
Adeptness at inducing desirable responses
in others.
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Emotional self-control
Integrity
Innovation and Creativity
Initiative
Resilience
Stress Management
Realistic Optimism
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
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The Smallest
Things Make the
Biggest
Difference
FEED
the
RIGHT WOLF
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
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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
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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
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The Parent
The Adult
The Child
Hands on Hips mode
Rational & EmotionFree mode
Poor 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
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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?
1.
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Respond in the Adult
 Ask
open-ended questions.
 Be aware of tone of voice, ensure open, nonjudgemental 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
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"What's up?"
Way Forward
"What will you do?"
Goal
"What do you
want?"
Options
Reality
"What could you
do?"
"Where are you
now?"
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