Emotional Intelligence

Semester 1 Module: Interpersonal

Communication

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Learning ObjectivesTo understand the term Emotional IntelligenceTo know the difference between EQ and IQTo gain a brief introduction to the development

of EQTo be introduced to the Interpersonal

competencies - BarOn EQi modelTo explore your own EQ (using two models)To understand how EQ is central to people’s

success as sportspeople, sports coaches, or those wishing to develop a sporting related business

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What is Emotional Intelligence

“An array of capabilities, competencies and skills that influence one’s ability to succeed in coping with environmental demands and pressures” Reuven Bar On

It is a factor in determining one’s ability to succeed in life

Relates to potential for performance

Is central to those competing in professional sports or those working with professional sportspeople

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Sporting PersonalitiesIn the following slide:

How would you rate some of the following people’s capacity to cope with environmental demands and pressures...

(demands and pressures from competition, clubs, players, supporters, media, sponsors, managers, life as a celebrity...etc...)

What are the factors that seem to enable some to cope better than others?

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New New Players Players ::

Roy Keane Denis Irwin

Ireland Qualify for the 1994 World Cup in the U.S.A

Questions for you to reflect on?

Are you aware of your own feelings? Can you name them at a given time and can you express them without losing control?

How do you react when you are disappointed, sad or angry?Can you remain calm under pressure as a person, player,

sportsperson or potential coach?Are you aware of the feelings of others at a given time? Do

you adjust your communication style to accommodate the feelings of others (empathy)? If in a coaching session –will you remain observant to the non-verbal domain of those you are coaching?

How do you respond to conflict in your life? Can you solve problems and maintain relationships with those who contribute to the conflict?

Can you separate people/personalities from issues?Are you confident and optimistic about your own potential as

a human being and do you bring humour and optimism to a situation?

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A Brief History of EQ1936 (Robert Thorndyke)-”social Intelligence”1940 (David Wechsler)-”non intellective

intelligence”1980 (Reuven Bar-On)-the concept of EQ1983 (Howard Gardner)-”personal

intelligence”1989 (John Mayer & Peter

Salovey)-”Emotional Intelligence”1995 (Daniel Goleman)- popularized

Emotional Intelligence

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Still a new and contested theory...

Since the publication of Daniel Goleman’s book (Emotional Intelligence 1995), there is increasing interest in the theory that IQ (intelligence quotient) is not an adequate predictor of success and that a range of personal & interpersonal abilities EQ may be crucial to understanding success.

Therefore Psychology as a discipline – is now becoming interested in studying the non-cognitive domain of intelligence e.g.

1985 Somerville Longtitudinal Study of 450 boys (40 years) in Massachusetts 75% of them from welfare families). Findings: EQ was more important than IQ in accounting for those who were successful i.e managing frustration, emotions and interpersonal skills.

1996-Feist & Barron Longtitudinal Study of 80 Doctoral graduates from Berkeley in 1950s –studied again in their 70s and the findings were: their social and emotional abilities were four times more important than IQ in determining their professional success

EQ now being used within many recruitment processes Centre for Education and Developing Human Potential

Components of EQ

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•Assertiveness•Independence

•Self-Regard•Self-Actualization•Emotional Self- Awareness

•Interpersonal Relationship•Empathy

•Social Responsibility

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The two other domains of EQManaging StressThe capacity to

experience stressors in life and to be able to manage them using a variety of strategies (e.g. physical, cognitive, emotional, social & spiritual)

Understanding one’s limitations and being able to access the resources we need

Adaptability The capacity to cope

with change and to be able to respond to the needs of a changing environment.

Adaptability is sometimes seen as a trait – we are born with but is also seen as an attribute we can develop by being exposed to diverse situations and by responding positively to new challenges

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Components of EQ: Intrapersonal.

Awareness of your own emotions – ability to name feelings you are experiencing

Ability to manage your emotions – anger, anxiety, sadness expressed in a constructive manner and ability to create and maintain positive emotions

Recognising emotions in other people – putting yourself in the other persons shoes and having empathy for other peoples feelings

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Components of EQ: Intrapersonal.

Expressing emotions- verbal, visual and vocal communication

Managing relationships- creating positive interactions with others and managing conflict

Motivating self and others- ability to set goals, knowing what you love to do and striving to be the best you can be, delay gratification

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Components of EQ: Intrapersonal.

Ability to express feelings – accept/express anger, warmth etc

Express beliefs or thoughts openly, voice opinions, take a stand, etc.

Stand up for personal rights without being aggressive or abusive (being assertive – aware of your needs and the needs of others)

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Components of EQ – Interpersonal, Social

ResponsibilityAbility to demonstrate oneself as a

cooperative, contributing and constructive member of one’s social group

Acting responsibly, having social consciousness & concern for others

Ability to do things for and with others, accepting others, upholding rules

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Interpersonal: EmpathyAbility to be aware of, understand, and

appreciate other peoples feelingsBeing able to emotionally read other

people and pick up on social cuesAbility to care and show concern for others

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Components of EQ: Interpersonal: Relationships

Ability to establish and maintain mutually satisfying relationships

Intimacy, giving and receiving affectionFeel at ease in social relations

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Emotions at Work!

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Role of Emotions- Mad, Sad, Glad

Describe an experience of strong emotion at work

In groups brainstorm all the ways emotions affect the performance of people in positive and negative ways

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Emotions - Basic necessities of life

Biological survival-fight/flightAffiliation- We are oneSocial Boundaries-navigating social watersIntuition-feeling your wayCommunication-body, voice and words

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Emotional HijacksActivating event

Amygdale Hijack(beliefs)

Consequence

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Emotional Hijack Most events which we respond to in life involve a journey from

sensation to action (responding to a given stimuli).These responses are typically routed in our brain through the Thalamus (like an air traffic controller), which redirects them to the Visual cortex (thinking brain) for logical processing. The cortex thinks about the impulse and makes sense of it. The cortex then sends a message to the Amygdala, where peptides & hormones are released to create emotion and action.

Sometimes however the thalamus quickly reacts to a perceived threat and bypasses the cortex. The signal goes directly to the amygdala (which can only respond based on previously stored patterns). The response can be positive e.g. we run if we perceive danger but typically the response is negative, i.e we say something or do something that is irrational and we lose control over the emotion. For a few seconds – our brain is flooded with electro chemicals –and our perception is distorted.

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Emotional Hi Jack?

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What happens the referee’s notebook?

Emotional Hijack & Developing Positive ResponsesSelf awareness of what our body is telling

us... stress/fears/anxiety-awareness of our emotional state

Biding Time ...counting to ten – not responding in an irrational way...saying ...I need time to think about this ...can we return to this when we are both calm

Active Listening, Empathy and Conflict Resolution

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EQ-I Measures1. Intrapersonal: emotional self awareness,

assertiveness, self-actualisation, self regard, independence

2. Interpersonal: empathy, social responsibility, interpersonal relationships

3. Adaptability: problem solving, reality testing, flexibility

4. Stress Management: stress tolerance, impulse control

5. General Mood: happiness and mood

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EQ and IQ

Understanding the Differences Between Them

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What Emotional Intelligence Is not

Cognitive Intelligence (IQ)

A standard means of measuring our cognitive abilities e.g. memory, reasoning, thinking, visual-motor performance

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EQ & IQIntellect (cognitive & Thinking) Located in

the Cerebral CortexEmotions are controlled by the ancient sub

cortex

Emotional intelligence involves the emotional centres working in harmony with the intellectual centres

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How does EQ differ from IQ

EQ focuses on developing an understanding of and ability to mange emotions

EQ can be developed and enhanced through life

Until recent years EQ has been over looked in predicting a person’s potential for success

•IQ focuses upon developing cognitive abilities and is more academically orientated•IQ is thought to be established at birth and cannot be enhanced•IQ has traditionally been used to predict a person’s potential for success

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Emotional Capital - 3 core elements in Business

External emotional capital - value of feelings and perceptions held by the customer and external stakeholders

Internal emotional capital - values, feelings, beliefs held by all working in the business

Intra-personal emotional capital–level of positive energy a leader invests and how they mobilise, focus and renew the collective energy of the people they lead

Source: Emotional Capitalists Martyn Newman 2005

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Theory of Performance

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(IQ+TQ) EQ = Human PotentialIQ – Cognitive abilityTQ – Technical e.g. TrainingEQ – are the set of factors which

multiply the IQ+TQ

Hard Case for Soft SkillsGroup Discussion

The importance of Emotional Intelligence for success in the business world!

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The Emotionally Intelligent Manager

Is self aware, motivated and perceives others accurately

Manages emotions to create well formed outcomes Can recognise and name emotions Prepares to manage both people and tasks Thinks positively and stays with a challenge Is flexible and adapts easily to changes Excellent social skills and sense of community Is resilient and looks for solutions Seeks to grow and develop Adapted from Emotional Intelligence

Chartered Management Institute 2003

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EQ – Women Vs MenBar-On study of 7,700 men and womenNo difference on total EQWomen higher on 3 Interpersonal abilities

(empathy, social responsibility & interpersonal relationships)

Men higher on intrapersonal abilities (self actualisation, assertiveness), stress management and adaptability

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Your personal EQ?

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EQ –Self Test Inventory- 5 Domains(from Using EI at work –Fenman Ltd 2000)

Domain Characteristics

Creative Tension Managing the tension between dealing with the present & creating the future

Active Choice Being Proactive and not postponing or worrying about the choices you’ve made

Resilience Managing Pressure Positively- capacity to cope with tough situations and learn from them

Empathetic Relationship

Building relationships of trust and credibility

Self Awareness & Self Control

Knowing what you’re feeling and moderating your internal responses

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EQ Test What have you learnt?What do you need to stop doing?What do you need to start doing?What do you need to continue doing?

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Skill Development & Skill Improvement

Skill development = to developing a new skill

Skill improvement = improving a skill we already practice

When we master a skill it becomes a habit Thus, skill development and skill

improvement are both fundamentally about “habit formation” or “changing existing habits” respectively.

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Skill Development

Stages of Skill Development (personal or interpersonal skill):

1. Awareness that the skill is needed2. Understanding of what the skill is and

behaviours required 3. Practising the skill while receiving

feedback and encouragement4. Continuing to practice until the new skill

becomes habitual

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Skill Development - Stages

Skill performance initially awkward or mechanical.

With consistent practice skill performance becomes more natural and habitualized.

Eventually become automatic in performing skill and in some cases (as experts) can’t really describe how we do it.

Overall, we begin as a “novice” and gradually move towards becoming more of an “expert”

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Skill Improvement

Many of our skills are unconscious so skill improvement can be challenging for us

Skill improvement implies we can already perform a particular skill but there is room for improvement.

Examples: Driving (perhaps we still tend to drive over the

speed limit, or have driving habits that need improving)

Working on certain bad habits or weaknesses we may have.

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Model of Improvement

Reflection

Unconscious

Competence

Conscious

Competence

Conscious

Incompetence

Unconscious

Incompetence

1.

2.

3.

awareness

refinement

practice

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Reading for this topicwww.eiconsortium.org Papers on –The Business Case for Emotional Intelligence, Emotional Intelligence: What is it and why it

mattersStein & Howard. (2006)The EQ Edge,

emotional intelligence and your success John Wiley and Sons

Goleman, D (2006) Emotional Intelligence, Bantam Books

http://www.dlsweb.rmit.edu.au/lsu/

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