Emotional intelligence
18 Jun 2012•0 j'aime•1,517 vues
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Presentation to the Career Prospectors and Right Management Executive Groups on Emotional Intelligence in a Job Search.
JoanMaloneSuivre
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Emotional intelligence
- 2. AGENDA Defining Emotional Intelligence (EI) Why EI is important Evaluating Your EI Using EI to increase your search success
- 3. THE 5 BIGGEST REASONS WHY NEW HIRES FAIL Coachability 26% Emotional Intelligence 23% Motivation 17% Temperament 15% Technical Competence 11% - Leadership IQ
- 4. EMOTIONAL INTELLIGENCE (EI) • The ability to motivate oneself and persist in the face of frustrations • To control impulse and delay gratification • To regulate one‟s moods and keep distress from swamping the ability to think • To empathize and to hope Daniel Goleman, Emotional Intelligence
- 6. 5 BASIC EMOTIONAL AND SOCIAL COMPETENCIES • Self-awareness • Self-regulation • Motivation • Empathy • Social Skills
- 7. SELF-AWARENESS “Knowing what we are feeling in the moment, and using those preferences to guide our decision making; having a realistic assessment of our own abilities and a well grounded sense of self confidence.”
- 8. SELF-REGULATION “Handling our emotions so that they facilitate rather than interfere with the task at hand; being conscientious and delaying gratification to pursue goals; recovering well from emotional distress.”
- 9. MOTIVATION “Using our deepest preferences to move and guide us to our goals; to help us take initiative and strive to improve; and to persevere in the face of setbacks and frustrations.”
- 10. EMPATHY “Sensing what people are feeling, being able to take their perspective, and cultivating rapport and attunement with a broad diversity of people.”
- 11. SOCIAL SKILLS “Handling emotions in relationships well and accurately reading social situations and networks; interacting smoothly; using these skills to persuade and lead, negotiate and settle disputes, for cooperation and teamwork.”
- 12. WHAT EI IS NOT…. • Merely “being nice” • Giving free rein to feelings • Impacted by gender - there are far more similarities than differences • EI capability is not „fixed‟, it continues to develop as we go thru life and learn from our experiences
- 13. OUR TWO MINDS – ONE THAT FEELS, ONE THAT THINKS Emotional Rational Mind Mind Awareness Impulsive Thoughtful Powerful Able to ponder Sometimes and reflect Illogical
- 15. FIRST FEELINGS, SECOND THOUGHTS • Humans had an emotional brain long before there was a rational brain • As we evolved, the brain became more complex, ultimately allowing for learning and memory
- 16. FIRST FEELINGS, SECOND THOUGHTS • The most evolved human brain, where we are today, allowed for the addition of nuance to emotional life – the ability to have feelings about our feelings
- 17. FIRST FEELINGS, SECOND THOUGHTS
- 18. THE TRIPWIRE • Within the emotional brain lies the specialist for emotional matters – the amydgala • Acts as the storehouse of emotional memory
- 20. STRATEGIES FOR BEATING A HIJACKING 1. Use the 6 second rule 2. Use humor or empathy to neutralize your reaction
- 21. STRATEGIES FOR BEATING A HIJACKING 3. Identify the cause of hijacking 4. Identify your triggers and use that info to learn to prevent the same response
- 22. MULTIPLE INTELLIGENCES • IQ contributes about 20 % to the factors that determine life success • 80 % of success seems to be attributable to „other factors‟, including EI
- 23. MULTIPLE INTELLIGENCES • Data suggests that EI can be as powerful, or more powerful, than IQ • In our current world, no intelligence is more deemed important than the interpersonal
- 24. EI – THE NOT-SO-SECRET CAREER BOOSTER • People skills are not incidental to our success; they are essential • The great thing about people skills is that they can be learned • All business is a relationship business
- 29. QUALITIES HR AND HIRING MANAGERS SEEK: Candidates who demonstrate they can: Admit and learn from their mistakes Keep emotions in check and have thoughtful discussions on tough issues Listen as much or more than they talk Take criticism well Show grace under pressure
- 30. BE AWARE Employers and recruiters are looking to evaluate the level of EI you will bring into the workplace. - Rosemary Haefner, VP of Human Resources at Career Builder
- 31. CAREER BUILDER SAYS “…survey of 2600 employers showed that 61% are more likely to promote workers with high Emotional Intelligence over candidates with high IQ.” -Marcia Robinson
- 32. CAREER BUILDER SAYS “…when it‟s down to you or another candidate for a promotion or new job, dynamic interpersonal skills will set you apart.” - Marcia Robinson
- 33. INTERVIEW STRATEGY Know that almost every question asked in an interview is designed to test your character and not your expertise. Behavioral Interview questions are a great opportunity to showcase your EI – choose examples to share which will highlight your ability to stay cool under pressure, respond with compassion, etc.
- 34. INTERVIEW STRATEGY Prepare answers to behavioral based questions prior to an interview. Script out responses that contain a specific situation, what you did in response to the situation (details please), and how the issue was resolved.
- 35. REFERENCES Recruiters may ask your references about your EI – it would be a good idea to give them a heads up to expect that type of question, remind them of a time when you were especially effective at ……
- 36. MOST IMPORTANT Know yourself and where you are at the moment emotionally Consider doing an EI assessment online
- 37. SELF-AWARENESS Knowing one‟s internal states, preferences, resources, and intuitions • Emotional awareness • Accurate self-assessment • Self-confidence
- 38. SELF-REGULATION Managing one‟s internal states, impulses and resources • Self-control • Trustworthiness • Conscientiousness • Adaptability • Innovation
- 39. MOTIVATION Emotional tendencies that guide or facilitate reaching goals • Achievement drive • Commitment • Initiative • Optimism
- 40. EMPATHY Awareness of other‟s feelings, needs and concerns • Understanding others • Service orientation • Leveraging diversity • Political awareness
- 41. SOCIAL SKILLS Adeptness at inducing desirable responses in others • Influence • Communication • Leadership • Building bonds • Collaboration and cooperation
- 42. “TO BE SUCCESSFUL IN A JOB HUNT…. …you will not only need to demonstrate an association between what the employer wants…., you will need to be able to tell your story in a way that makes it obvious you have the emotional intelligence /emotional quotient to get the job done.” - Career Collective Community
- 43. FEEDBACK FROM THOSE WHO HAVE ‘LANDED’ Your search may change you forever……..in very good ways!
- 45. “There is opportunity for those in transition to utilize transition to develop life skills which will …..add immediate value to growing organizations and communities in the emerging future.” - Emotional Intelligence for the Job Seeker
- 46. THE GOOD NEWS FOR US… “…studies that have tracked people‟s level of EI through the years show that people get better and better in these capabilities as they grow more adept at handling their own emotions and impulses; at motivating themselves, and honing their empathy and social adroitness.
- 47. THE GOOD NEWS FOR US… There is an old- fashioned word for this growth in emotional intelligence: maturity.” Daniel Goleman, Working with Emotional Intelligence
- 48. SOURCES Emotional Intelligence, Daniel Goleman Working with Emotional Intelligence, Daniel Goleman www.righteverywhere.com/Career/CareerArticles.aspx?ArticleID=11386 – Predicting Success: Emotional Intelligence http://inlandnet.org/emotional-intelligence-job-seeker - Emotional Intelligence for the Job Seeker www.rjcassociate.net/pub054.Ink.php - Emotional Intelligence: The not-so- secret career booster http://thehiringsite.careerbuilder.com/2011/08/18/surveys-employers-value- emotional-intelligence http://www.thegladiator.info/articles/simmons-hsayss.phtml - HOW SHARP ARE YOUR SOFT SKILLS?, By Kathy Simmons
- 49. SOURCES http://www.nextcareer.info/emotional-intelligence - An emotionally intelligent career transition, by Mitch McCrimmon www.businessweek.com/print/managing/content/mar2009/ca20090327_8600 41.htm http://lawsonwilliams.wordpress.com/2011/07/14/emotional-intelligence-in- leadership http://www.keppiecareers.com/2011/01/03/how-to-find-a-job-in-2011-pay- attention-to-emotional-intelligence LeadershipIQ.com – Hiring for Attitude www.ideamarketers.com/library/prinarticle.cfm?articleid=27757 Hrrp://fernandotarnogol.com/career-tips/improve-emotional-intelligence- job-intervieew-eq/
- 50. SOURCES www.wetfeet.com/blog/2011/july/a-closer-look-into-the-meaning-of- emotional-intelligence July 18,2011 www.wetfeet.com/advice-tools/career-planning/how-recruiters-use-your- emotional-iq http://voices.yahoo.com/shared/print.shtml?content_type=article&content_t ype_id=8383515
Notes de l'éditeur
- Hiring in general is tremendously expensive for employers. Hiring the wrong person and having to manage them out of the business is far, far worse. Increasingly, organizations are seeking to know more about candidates under consideration. Once you are into the interview process, you are considered to have the necessary skills to do the job. That is a given. Now the focus is on your ‘fit’ with the organization and part of that fit is how well you manage yourself and your emotions in the workplace. Strengthening your Emotional Intelligence skills is one piece of the job search toolbox that you can use to provide that additional 10% that causes you to be the candidate of choice at the end of the interview process.
- Daniel Goleman’s work is the basis of most of this information today. He is credited with publicizing the concept of EI with his book published in 1995. While the concept of EI is not new in the world of psychology and research, it’s only been within the last 15 years or so that the concept has been widely utilized by the business community. All of us here probably know someone who is very intelligent from an IQ perspective yet seems to have no common sense or ability to successfully interact with others. Are there any fans of The Big Band Theory in the room??
- In the book Working with Emotional Intelligence, Daniel Goleman lays out an emotional competence framework..He states that our Emotional Intelligence determines our potential for learning the practical skills that are based on it’s five elements.Our Emotional Competence shows how much of that potential we have translated into on-the-job performance.Someone high in EI doesn’t guarantee a person will have learned the emotional competencies that matter for work; it means only that they have the potential to learn them.In one analysis, emotional competencies were found to be twice as important in contributing to excellence as pure intellect and expertise.
- Because the emotional brain is the root from which the rational brain grew, the emotional centers have immense power to influence the functioning of the rest of the brain.Mans brain has evolved over time, with the more primitive parts of the brain being the brain stem and the lower sections. As we have evolved, the brain became larger and more complex, growing over and around the primitive parts of the brain. Point out the amygdala area.
- When impulsive feelings override the rational, the amygdala has reacted instantly, sending a message of crisis, capturing and driving much of the brain, including the rational mind
- If you have ever found yourself wondering why you said or did something normally out of character for you, or simply couldn’t think straight, you’ve been hijacked.It’s happened to all of us, usually at most inopportune times!!Because transition is an extremely unsettling time, you may more at risk than normal for being hijacked. It’s best to know yourself and know when you are most vulnerable.
- Most important is knowing when you are most vulnerable – Self Awareness
- You may have heard that EI is 80% of the factors that determine life success. That statement stems from someone doing the math attributing 20% of success to IQ. Other factors can be things such as quality of education, experiences one has been exposed to, something as fundamental as nutrition.
- All of us mix IQ and EQ in varying degrees.Still, of the two, EI adds far more of the qualities that make us more fully human
- Distribute first handout – How sharp are your soft skills?
- When I first read these questions I laughed. I asked myself how I wanted to answer versus what I would really do…Give them a few minutes to score their responses.Read thru the questions and specify the “correct” or most EI response.Most of these seem pretty obvious on paper, but think about a time when you were overwhelmed – can you see some of these things happening? Pass out second handout.
- This information is a sort of guide to remind you of where you want your behavior to be. Use at your discretion.
- We are all in transition or search mode, and we’re doing everything we can to attract the attention of recruiters. So, how do we prepare ourselves as we network around town and rehearse for interviews?
- It’s up to us as applicants to ‘connect-the-dots’ for those interviewing us….how our prior experiences can be applied to their needs.
- You are the most important piece of this puzzle. You can and will meet the challenge of locating a new position. But, anytime you can add additional tools to your toolbox, it’s worth doing so.Earlier I mentioned that there are 5 basic emotional and social competencies associated with EI. Next we’ll review them in the context of a job search.
- Now we’ll discuss the Emotional Competence Framework, specifically around job search.Emotional Awareness - recognizing one’s emotions and their effectsAccurate Self-assessment – Knowing one’s strengths and limitsSelf-confidence – A strong sense of one’s self-worth and capabilitiesIt’s all about choiceWe can fight new realities or learn to identify them, increasing our ability to adapt, learn, change and growHelps the job seeker to sense and be directed in ways that will bring in new information and provide new approachesKnow that uncertainty is the ultimate emotional saboteur
- Self-Control – Keeping disruptive emotions and impulses in checkTrustworthiness – Maintaining standards of honesty and integrityConscientiousness – Taking responsibility for personal performanceAdaptability – Flexibility in handling changeInnovation – Being comfortable with novel ideas, approaches, and new informationThe imperative to earn a living can obscure objectivity and the ability to be open to new directions and alternativesLearn to ‘let go’ and ‘let something new come’. Remember all of those times when you were able to demonstrate self-regulation and congratulate yourself. That skill seems to be becoming rare.
- Achievement drive: striving to improve or meet a standard of excellentCommitment: Aligning with the goals of the group or organizationInitiative: Readiness to act on opportunitiesOptimism: Persistence in pursuing goals despite obstacles and setbacks.Suggestions:Utilize self-awareness and re-frame thoughts that downgrade your abilitiesLearn from each experience to help you succeed in the nextLearn to ‘catch’ and dismiss negative self talkFocus on what you want to say once you’ve landed and are looking backHold your own value close to your heartCatch yourself when taking it personally, bring yourself back to your own inherent worth and dignity – continue to move forward
- Empathizing with others DOES NOT MEAN AGREEING WITH THEMUnderstanding others: Sensing others’ feeling and perspectives, and taking an active interest in their concernsService orientation: Anticipating, recognizing, and meeting customers’ needsLeveraging diversity: Cultivating opportunities through different kinds of peoplePolitical awareness: Reading a group’s emotional currents and power relationshipsSuggestion:The ability to build empathy begins with Number One - you.Be kind to yourself.Reliance on others and the need to build relationships in order to be successful in the job search is a high level opportunity for the job seeker
- Influence: using effective tactics for persuasion – craft your interview preparation to the organization and it’s cultureCommunication: Listening openly and sending convincing messages – for en effective give and take, register emotional cues and adjust your messageLeadership: Inspiring and guiding others – sharing information from the heart speaks to othersBuilding bonds: Nurturing instrumental relationships – especially mutually beneficial to both parties, also, rapport hinges on empathy and usually occurs in the course of a conversation, or not.Collaboration and cooperation: Working with others toward shared goalsA recruiter friend of mine told me it’s critical for job seekers to get out and interact with others regularly. He has interviewed people who were inept socially simply because they were spending too much time alone.
- People who have successfully navigated a search may find themselves behaving differently after they’ve landed: They may be more open to helping othersThink out of the box when it comes to considering candidatesBe more responsive to requests for assistance or informationThey have learned to value the reliance that we humans have on each otherThese are competencies that will enhance and advance.