EMOTIONAL INTELLIGENCE
AND TEAM BUILDING
WORKSHOP
Presenter: Dr. Maynard Brusman

Learning Objectives
l Discuss a workable definition of Emotional
Intelligence in leadership and teambuilding.
l Understand the five domains of Emotional
Intelligence.
l Team Building Exercise to explore personal
strengths and vulnerabilities related to EQ.
l Develop an EQ Action Plan resulting in
improved team performance.

Emotional Intelligence is the
ability to…
l recognize our own feelings and those of
others, motivate ourselves, and manage
emotions well in ourselves and in our
interpersonal relationships.

RESEARCH
l Up to 90% of the difference between
outstanding and average leaders is linked to
emotional intelligence. EQ is twice as important
as IQ and technical expertise combined, and is
four times as important in overall success.
l Research by the Center for Creative
Leadership found the primary cause of
derailment in executives involves deficits in
emotional competence.
1. Change 2. Teamwork 3. Interpersonal
Relations

WHY DEVELOP
EMOTIONAL INTELIGENCE?
l More than 50% of employees lack the
motivation to keep learning and improving.
l Four in 10 people cannot work cooperatively.
l 70% of all change initiatives fail because of
people issues – inability to lead, lack of
teamwork, unwillingness to take initiative, and
inability to deal with change.
Hay Group

EQ vs. IQ
EQ key to success in the
business world
l EQ is the ability to bring people together and
motivate them.
l EQ is the trust to build productive
relationships.
l EQ is the resilience to perform under pressure.
l EQ is the courage to make decisions.
l EQ is the strength to persevere through
adversity.

EQ vs. IQ
l EQ is the vision to create the future.
l EQ is a skill. Skills can be learned.
l Employees in an emotionally intelligent
company empowered to contribute fully.
l Emotionally intelligent organization
creates innovative products & services,
and exceptional customer loyalty.

Five Competencies of
Emotional Intelligence at Work
l Self-Awareness-Ability to recognize and
understand your moods, emotions, and drives, as
well as their effect on others.
l Self-Regulation-Ability to control impulses and
moods.
l Motivation-Passion to pursue goals with energy.
l Empathy-Awareness of others’ feelings.
l Social Skill-Proficiency in managing
relationships.

SECOND THAT EMOTION
l Relationships determine who owns the
future.
l Successful organizations hire based on
EQ competencies.

The Peter Principle and EQ
l People are frequently promoted to their
level of incompetence.
l Individuals are often promoted because
of their technical expertise, when the
needed skills are managing people.
l The technical expert can become a poor
boss.

EQ GREMLINS
l Fear
l Avoid Conflict and Challenge
l Negative Internal Dialogue
l Unrealistic Expectations
l Blaming Others

EMOTIONAL AWARENESS
l Recognize which emotions you are
feeling.
l Become aware of the connection between
your feelings, thoughts and actions.
l Recognize how feelings affect
performance.
l Guided by values.

HOW EMOTIONALLY
INTELLIGENT ARE YOU?
Quiz

EMPATHY
l Starts with self-awareness.
l The ability to see things from the other’s
point of view.
l Y ou can recall some of the same feelings.
l Sharing and identifying with emotional
states.

EMPATHY
l According to Goleman, empathy represents
the foundation skill for all the social
competencies important for work.
1. Understanding others
2. Service orientation
3. Developing others
4. Leveraging diversity
5. Political awareness

EMPATHY QUESTIONS
1. “Can you say more about that?”
2. “Really? That’s interesting. Can you be more
specific?”
3. “I wasn’t aware of that. Tell me more.”
4. “I’m curious about that…let’s discuss this in
more depth.”
5. “Let me see if I understand you correctly…
here is what I heard you say…”
6. “How do you feel about that? What are some
of your concerns?”

SELF-
SELF-ASSESSMENT
l Aware of strengths and weakness
l Reflective, learn from experience
l Open to feedback
l Seek continuous learning and self-
development

KNOW YOURSELF
EXERCISE
l What is a current challenge that leads to
emotional tensions?
l What feelings does that situation trigger?
l What thoughts trigger those feelings?
l What are some new ways to build
relationship in this situation?
l What positive outcome can be generated?

THE 11 COMMANDMENTS FOR
AN
ENTHUSIASTIC TEAM
1. Help each other be right…not wrong.
2. Look for ways to make new ideas work…
not for reason’s they won’t.
3. If in doubt…check it out! Don’t make negative
assumptions about each other.
4. Help each other win and take pride in each other’s
victories.
5. Speak positively about each other and your
organization at every opportunity.
6. Maintain a positive mental attitude no matter
what the circumstances.

THE 11 COMMANDMENTS FOR
AN
ENTHUSIASTIC TEAM
7. Act with initiative and courage as if it all
depends on you.
8. Do everything with enthusiasm… it’s
contagious.
9. Whatever you want…give it away.
10. Don’t lose faith…never give up.
11. Have fun! Ian Percy 1991

ACTION PLAN:
l Identify 3 strengths
l Identify 3 growth areas
l Develop a plan to improve specific skill
l Move action forward with a coach

UNLEASHING OUR
POTENTIAL
“Our deepest fear is not that we are
inadequate. Our deepest fear is that
we are powerful beyond measure.
It is our light, not our darkness,
that frightens us.”
Nelson Mandela

Dr. Maynard Brusman
Consulting Psychologist & Executive Coach
Working Resources
P .O. Box 471525 San Francisco, California
94147
T el: 415-546-1252
E-mail: mbrusman@workingresources.com
Web Site: http://www.workingresources.com
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