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© Langley Group© Langley Group
Emotional Intelligence
Essentials
Sue Langley
© Langley Group
Tips for the Webinar
Tweeting? Please use these tags:@thelangleygroup @MHS_talent #TIwebinars
Citrix Tech Support (800) 263-6317
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Welcome
Tweeting? Please use these tags:@thelangleygroup @MHS_talent #TIwebinars
Citrix Tech Support (800) 263-6317
For More Info / To Register / To Access Archive:Search “Webinars” or “On Demand” at TrainingIndustry.com
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Today’s Speaker
Sue Langley
CEO and Founder,
The Langley Group
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Introduction
• Why emotional intelligence matters more than ever in today’s complex environments
• The MSCEIT framework for perceiving, understanding, using and managing emotions
• How to read micro-expressions and pick up emotional cues
• The universal triggers of emotions, how and why they escalate
• Tools to predict, measure and develop emotional intelligence.
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Overview
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Basic emotion theory
Emotions contain data
“Ironically, the feeling that something is real, true, and right comes not from the reasonable neocortex, it comes from evolutionarily older emotion centers of the limbic cortex.”
- Paul MacLean, Neuroanatomist
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Basic emotion theory
The Adaptive View of Emotions1. Occurs due to a change in the environment
2. Occurs automatically and quickly
3. Emotions influence attention and thought
4. Motivates certain behavior
5. Serves an adaptive function
…..Change in the environment
Emotion occurs automatically and quickly and influences… ..attention and
thought.
You realise you have been speeding,
possibly endangering the lives of others.
SLOW DOWN!
Motivates certain behavior
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Possible Outcomes:• Greater satisfaction• Problem resolution• Social behaviour• Improved influence and communication• More accurate identification• Emotional understanding• Management strategies• Better coaching skills
Impact of training
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“Transformational leadership and emotional intelligence are related.
The ability to be aware of our and others emotions, manage them intelligently, be sufficiently self- motivated and empathetic contribute to a transformational leadership style.
The implications of these findings are that it is possible to create El roadmaps for guided intervention to enhance TL.”
Mathew, M; Gupta, K S. (2015)
EI and Leadership
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“EI intuitively offers a window into mental health, since the ability of individuals to recognize, use, and understand their own emotional states or emotional problems is considered an important indicator of healthy mental functioning (Downey et al., 2008).
Emotionally intelligent people can cope better with life’s challenges and environmental demands, and control their own emotions more effectively, contributing to good psychological and physical health.
Individuals with high levels of emotions communication abilities should be able to give and receive emotional support more effectively than those with low levels of emotions communication abilities (Bodie & Burleson, 2008)”
EI and Mental Health
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Current research
Dept of Defence – Advisors in Afganistan
Military – success and EI
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Research
15%
25%
38%
22%
IQ Personality EI Other
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Daniel Goleman, wrote the book Emotional Intelligence based loosely on Peter and Jack’s 1990 paper. He went somewhat beyond their original meaning and included several other components:
• knowing one’s emotions • managing emotions • motivating oneself • recognising emotions in others • handling relationships
This is where two different models of Emotional Intelligence emerged:• Ability Based Model (Mayer and Salovey)• Trait Based or Mixed Model (Goleman, Bar-On, etc.)
Mayer and Salovey defined EI as: “The ability to monitor one's own and others' feelings and emotions, to discriminate among them, and to use this information to guide one's thinking and action.” (1990)
Background
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Introduction
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MSC Model
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The M-S-C model “…constitutes the most workable contemporary definition of emotional intelligence.” and will be the “…focus of research on EI for some time”
(Zeidner et al 2004)
“The Mayer and Salovey definition of Emotional Intelligence is the recognized standard for scholarly discourse . . . Scholars who
wish to contribute to the mainstream literature on emotional intelligence need to be absolutely clear on this point.”
(Jordan, Ashkanasy & Hartel; 2003).
Research
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How are these emotionsdirecting and influencing thinking?
What caused these emotions? How might these emotions change?
How do you manage your emotions and others emotions?
What emotions are you, and others, experiencing?
1. 2.
4.3.
Emotional blueprint
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The ability to correctly identify how yourself and others are feeling
Emotion contains information about ourselves, other people and the world around us.
Emotions are a form of data.
We need to pay attention to emotions and be accurate in identifying how we and others feel.
Perceiving Emotions
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Micro-expressions
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Display rules
53%
19%
ANGER JOY
Barsade, 2001
Micro-expression vs display rules?
• How do they play out in different cultures?
• National?
• Organisational?
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The ability to create emotions and integrate your feelings into the way you think
Our emotions influence both what we think about and how we think.
If you are in a positive mood you will see things differently than if you are in a negative mood.
Using emotions
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The ability to understand the causes and complexity of emotions
Figuring out why we feel a certain way and how these feelings change over time.
If you understand emotions, you can predict how an idea will be taken, how others might react to you, etc
Understanding emotions
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Triggers
Happiness
• Gain something of value; things work out
Anger
• Blocked from getting something; something / someone is getting in my way
Sadness
• Lose something of value
Fear
• Possible threat; physical or psychological
Surprise
• Something unexpected is happening
Disgust
• Rules are violated; something / someone is offensive to me
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Intensity progress
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ANGER
IRRITATION
FRUSTRATION
UPSET
ANNOYANCE
MAD
FURIOUS
ENRAGED
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Intensity progress
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HAPPY
PLEASED
JOYOUS
CONTENT
POSITIVE
ECSTATIC
AMUSED
CALM
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The ability to figure out strategies that use your emotions to help you achieve a goal
Emotions contain data and information, it is important to stay open to this information and use it to help make good decisions.
It may not always be good sense to go with a current feeling, better to return to it later.
If we permanently suppress a feeling we will ignore critical information.
Managing emotions
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Ability based EI as a set of abilities Similar premise to IQ
ie. MSCEIT
Trait based EI as a set of traits
Link to social / emotional ie. Bar-On EQ-I
Competency based EI as a set of competencies Learned capability levels
ie. ECI
Behaviour based EI as a set of skills
Demonstration of behaviour ie. Genos
Measuring EI
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Self Rated EI vs EI Ability Test (MSCEIT)
Self Rated IQ vs IQ Test
Measuring EI
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Measuring EI
Self-Report
• Athletic ability
360
• Athletic ability
Performance
• Athletic ability
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MSCEIT accreditation
Dates: Wednesday 17 – Friday 19 August 2016
Location: Cliftons, Collins Street, Melbourne
OR
Internal at a place near you!
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MSCEITPersonal Development Report
Sally Sample
Developed by Sue LangleyT: +612 9399 3989
W: www.emotionalintelligenceworldwide.com
E: contact@langleygroup.com.auABN 38 116 191 185
MSCEIT™ is developed by Jack Mayer, Peter Salovey and David Caruso
published and distributed by MHS, Toronto
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Questions?
sue@langleygroup.com.au
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Upcoming Webinars
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December 15 - Helping Mid-level Leaders Navigate a Rock and a Hard Place
December 17 - A Look Ahead: Learning Trends for 2016
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Thank you for joining us!
On behalf of TrainingIndustry.com, thanks to:Today’s Speaker: Sue LangleyToday’s Sponsor: MHS
Questions or Comments? Please contact Lea Johnson:ljohnson@trainingindustry.com
@thelangleygroup @MHS_talent #TIwebinars
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