50 activities for emotional intelligence by Adele B. Lynn, Eileen Klockars (cover)

By Adele B. Lynn, Eileen Klockars (cover)

A suite of actions excellent for skill-building on self-awareness and keep an eye on, empathy, social expertness, own effect, mastery of imaginative and prescient and extra.

Emotional Intelligence explains why, regardless of equivalent highbrow ability, education, or adventure, a few humans excel whereas others of an analogous quality lag in the back of. definite potential are came across again and again in excessive performers in any respect degrees, from customer support representatives to CEOs. As running shoes we needs to locate how one can construct those abilities categorised EQ (emotional intelligence quotient). The 50 reproducible actions during this source publication specialise in constructing the next set of abilities: self-awareness and keep an eye on, empathy, social expertness, own impression, and mastery of imaginative and prescient.

Selected Contents Emotional Intelligence — what's It?

A Coach’s / Trainer’s consultant to supporting Leaders increase EQ

How to exploit This advisor

Guide to the 50 EQ actions

Suggested education codecs

Action / response

Visions observe to humans Too

Advice from the professionals

Steps for development

More Reflections

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Extra info for 50 activities for emotional intelligence

Sample text

Who do you like the least? We aren’t asking about performance or productivity, just plain personality. What subtle messages might you send to the people on the bottom of the list that may communicate that you don’t like them as much as you like some of their coworkers? Reflect on the following: Is there a difference in the amount of time you spend in casual conversation with the people on top of the list versus the people on the bottom? Is there a difference in your body language when relating to the people on the top of the list versus the people on the bottom?

On the other hand, if employee B is similar in values, has an interesting personality or otherwise has qualities that the leader just plain likes, the leader may very well be treating this person with some unspoken priority. The purpose of this exercise is to recognize that our personal feelings toward employees may set up a ranking system that interferes with our ability to lead. In addition, the exercise is designed to improve self-awareness and empathy skills of the leader. 48 Personality Contest Trainer’s/Coach’s Notes Approximate Time 1.

For example, if a leader does not value a certain job function, but instead views it as a necessary evil that he or she must contend with, that leader is apt to give the employee performing this function less time, less patience, less praise, less development opportunities, and even less pay even though the employee may be doing a fine job. In another example, a leader may have a situation where two people are doing the same job but one employee is outperforming the other. In this case, the leader may inadvertently give the good performer more information, may stop by for more informal conversations, or may otherwise send status messages that could cause further decline in the performance of the second employee.

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