Eq n iq ppt
- 1. EMOTIONAL INTELLIGENCE AT WORK A book by DR. DALIP SINGH (Response Books: Second Edition 2003)
- 2. ARE YOU EMOTIONALLY INTELLIGENT? OR YOU STILL THINK (not feel) THAT IQ MATTERS MORE THAN EQ
- 3. Before we move ahead please note that: IQ means intelligence quotient EQ means emotional quotient EI means emotional intelligence My website add is: www.eqindia.com
- 4. WHAT ARE EMOTIONS ? Happiness, fear, anger, affection, shame, disgust, surprise, lust, sadness, elation, love, frustration, anxiety, failure, achievement etc. The above are the emotions which directly affect our day- to-day life. There are TWO dimensions of emotions: Physiological side: ‘Emotion’ is a complex state of human mind, involving bodily changes of widespread character such as breathing, pounding heart, flushed face, sweating palms, pulse rate, gland secretions, etc. Psychological side, a state of excitement or perturbation marked by strong feelings. The ‘feelings’, are what one experiences as the result of having emotions.
- 5. Emotions And Their Blends: Anger: fury, outrage, resentment, annoyance, hostility. Love: acceptance, friendliness, trust, kindness, infatuation. Shame: guilt, remorse, humiliation, regret. Fear: anxiety, nervousness, apprehension, terror. Enjoyment: happiness, joy, relief, contentment, pleasure. Sadness: Grief, sorrow, cheerlessness, gloom. Surprise: Shock, astonishment, amazement wonder.
- 6. Examples of some of the emotions: She is too sensitive. He takes everything too personally. He is jealous of his colleagues. My boss is always in a hostile mood. She does not understand the feelings of others. He is always nagging others. The HOD blurts things out without thinking of others. Nobody understands/listens to me. The management is way out of touch with employee’s emotions. Why does it happen with me only in life. I am always nice with the people around me. The above statements refer to various emotions we experience in our day to day life.
- 7. What Exactly Is EI Emotional intelligence is simply defined as: knowing what feels good, what feels bad, and how to get from bad to good. Knowing your emotions and knowing emotion of others. It refers to emotional management skills which provide competency to balance emotions and reason so as to maximize long term happiness.
- 8. Emotional Intelligence is “the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and in our relationships. Emotional intelligence describes abilities distinct from, but complementary to, academic intelligence.” Daniel Goleman (1998)
- 9. The Indian Perspective “Emotional intelligence is the ability of an individual to appropriately and successfully respond to a vast variety of emotional inputs being elicited from inner self and immediate environment. Emotional intelligence constitutes three psychological dimensions such as emotional competency, emotional maturity and emotional sensitivity, which motivate an individual to recognize truthfully, interpret honestly and handle tactfully the dynamics of human behaviour”. (Dalip Singh 2003)
- 10. a case study Mr. Gupta was hired by a top ranking company to be a marketing manager. He was intelligent; physically fit, had an MBA with 92 percent marks and excelled at the training programs too. Yet, after just a few months on the job, he was failing and company management was was ready to fire him. What happened? Why did he fail despite having a brilliant academic career. The answer is his emotional intelligence did not fit the job. He was non assertive, indecisive, too tolerant, poor communicator, poor manager of his boss and subordinates and could not face problems as they appeared. As a result, his subordinates did a poor job of marketing the product and serving the customers. Mr. Gupta took the EI test and learned about his positive traits as well as the ones that were getting in the way of his success. He made some quality decisions and with effort and learning, soon became the top marketing manager in the company. He
- 11. Are we giving EI education in schools /colleges NO. Our educational system gives stress on IQ and not on EQ. We are taught History, Hindi, English, Geography, Physics, anthropology, Botany, Computers, Medicine, Engineering etc. We are not TAUGHT how to handle frustration, anxieties, stress, failure, depression, burnout, inferiority complexes, ego problems We are not told to learn how to manage emotions i.e.; interaction, coordination, Adjustment, communication We are expected to learn all these from our parents, peer group of other role models At the later stages of our lives we are told to master emotional competencies to be
- 12. IQ v/s EQ (Intelligence Quotient v/s Emotional Quotient) The research shows that IQ can help you to be successful to the extent of 20 percent only in life. The rest of 80 percent success depends on your EQ 80% EQ 20% IQ
- 13. WHAT IS “SUCCESS” Is it your IQ: Exams passed, competitions cleared, percentage of marks in schools and colleges,academic qualifications etc Earning fat salary, top positions in workplace, being rich and wealthy, powerful,dominating, being influential etc
- 14. OR SUCCESS IS SOMETHING ELSE The word "success" is a relative term Living a healthy and happy married life may be an indicator of success for some. Reaching a top position in carrier may be an indicator of success for others For some having a satisfying job life or personal satisfaction may be an indicator of success Only the tangible achievements may not be indicators of success in life. Many a times non-tangible performance or achievements may be termed as successful.
- 15. GETS YOU HIRED GETS YOU FIRED/PROMOTED THE PROFESSIONAL SUCCESS
- 16. What experts say Psychologists, Psychiatrists, Management consultants and Medical Doctors have been proving that there are personal characteristics called emotional intelligence which are responsible for the ways how we behave, how we feel, how we relate to others, how well we do at our jobs, and how healthy we are.
- 17. Conted….. Emotional Intelligence tendencies can result in being uncomfortable with other people, not being happy with your job, not succeeding at your job, and even being physically and psychologically unhealthy - with stress-related problems, or not having satisfactory interpersonal relations
- 18. Ask yourself following questions: DO YOU GENERALLY FEEL……… (not think) You feel you can do better, but do not know how You feel that your boss does not understand you You feel that subordinates don’t seem to be follow you You feel performance has dropped in the recent past You generally feel a little out of place in the world You feel you have not achieved all you expected you would You feel that pressures seem to be ever present and growing You feel you may have fared better only if……… You are experiencing interpersonal problems You tend to blame OTHERS for your current status.
- 21. Characteristics of a High EI Person A time to wait and a time to watch, A time to be aggressive and a time to be passive, A time to be together and a time to be alone, A time to fight and a time to love, A time to work and a time to play, A time to cry and a time to laugh, A time to confront and a time to withdraw, A time to speak and a time to be silent, A time to be patient and a time to decide.
- 22. Characteristics of a low EI Person “If only I had a different job … …” “If only I had finished graduation … …” “If only I had been handsome/beautiful …” “If only my spouse had stopped drinking …” “If only I had been born rich and famous…” “If only I had good contacts…” “If only I had better friends …” “If only I had married someone else …”
- 23. TWO VIEW POINTS ABOUT EI Traditionalists say that emotions High performers say that emotions Distract us Increase our vulnerability Cloud our judgment Inhibit free flow of data Must be controlled Motivate us Increase our confidence Speed our analysis Build trust Provide vital feedback Must be managed
- 24. EMOTIONAL SKILLS MANAGERS SHOULD LEARN The empirical Research In India has identified THREE COMPONENTS of EI EMOTIONAL COMPETENCY EMOTIONAL MATURITY EMOTIONAL SENSITIVITY
- 25. I. EMOTIONAL COMPETENCY Tackling Emotional Upsets High Self-esteem Handling Egoism Handling Inferiority Complex
- 26. II. EMOTIONAL MATURITY Self-Awareness Developing Others Delaying Gratification Adaptability and Flexibility
- 27. III. EMOTIONAL SENSITIVITY Understanding Threshold of Emotional Arousal Empathy Improving Inter-personal Relations Communicability of Emotions
- 28. The Empirical Research Benefits of EI-in life/school/business A study of 80 Ph.D.’s A study of Insurance Sector A study of IAS officers A study on stress and burnout A study of different professions
- 29. Benifits of EI----In day to day Life •"There is convincing evidence that psychological states do affect health. Depression, grieving, pessimism all seem to worsen health in both the short run and long term" (Martin Seligman, Learned Optimism, 1998). •As much as 80% of adult "success" comes from EQ (Daniel Goleman, 1995). •75% of careers are derailed for reasons related to emotional competencies, including inability to handle interpersonal problems; unsatisfactory team leadership during times of difficulty or conflict; or inability to adapt to change or elicit trust (The Center for Creative Leadership, 1994). a
- 30. •Conted……. •85-95% of the difference between a "good leader" and an "excellent leader" is due to emotional intelligence (Goleman, 1998). •Optimism is a skill that can be taught. Optimists are more motivated, more successful, have higher levels of achievement, plus significantly better physical and mental health (Seligman, 1991). •People who accurately perceive others’ emotions are better able to handle changes and build stronger social networks . •Children’s abilities to handle frustration, control emotions, and get along with other people is a better predictor of success than IQ. •Social and emotional abilities were four times more important than IQ in determining professional success and prestige .
- 31. Benefits of EI--------In School •After EQ training, discipline referrals to the principals dropped by 95% (Johnson & Johnson, 1994). •Social and emotional skills create higher achievement (Ornstein, 1986; Lakoff, 1980). •Increased social and emotional skills reduce discipline problems (Doyle, 1986). •After 30 social-emotional lessons, hostility decreased and pro-social behavior increased (Grossman, Second Step). •EQ training increases focus, learning, collaboration, improves classroom relationships, and decreases both negative feelings and violence (Anabel Jensen, Self-Science Pilot Study, 2001). •People who have poor abilities at reading body language are less academically successful (Katz and Hoover, 1997).
- 32. In school conted------- •Children with highly developed social skills perform better academically than peers who lack these skills (Grossman, et al, 1997). •Students who are anxious or depressed earn lower grades/lower achievement scores, and are more likely to repeat a grade (Kovics and Baatraens, 1994). •Low levels of empathy are associated with poor school achievement (Nowicki and Duke, 1992, cited in Frey 1999). •Students who believe their teachers support and care about them are more engaged with their work (Skinner and Belmont, 1993); they value their work more, and have higher academic goals (Goodnow, 1993, cited in Frey 1999). •Children who are able to delay gratification are more popular, earn better grades (Shoda, Mischel, and Peake, 1990). •Teachers can help students lessen their frustrations, prevent behavioral problems, and accelerate learning by providing students with information and skills to make appropriate choices (Dewhurst, 1991; Meyer, 1990).
- 33. Benefits of EI-------In Business •The reasons for losing customers and clients are 70% EQ- related (e.g., didn’t like that company’s customer service) (Forum Corporation on Manufacturing and Service Companies, 1989 - 1995). •50% of time wasted in business is due to lack of trust (John O. Whitney, Director, Deming Center for Quality Management). •After supervisors in a manufacturing plant received training in emotional competencies, lost-time accidents were reduced by 50 percent, formal grievances were reduced from an average of 15 per year to 3 per year, and the plant exceeded productivity goals by $250,000 (Pesuric & Byham, 1996).
- 34. In Business-------Conted •Top performing sales clerks are 12 times more productive than those at the bottom and 85 percent more productive than an average performer. About one-third of this difference is due to technical skill and cognitive ability while two-thirds is due to emotional competence (Goleman, 1998). •UCLA research indicates that only 7% of leadership success is attributable to intellect; 93% of success comes from trust, integrity, authenticity, honesty, creativity, presence, and resilience (cited in Cooper and Sawaf, 1996).
- 35. A study of 80 Ph.D.’s by EQ Consortium A study of 80 Ph.D.’s in science who underwent a battery of personality tests, IQ tests, and interviews in the 1950s when they were graduate students at Berkeley. Forty years later, when they were in their early seventies, they were tracked down and estimates were made of their success based on resumes, evaluations by experts in their own fields, and sources like American Men and Women of Science. It turned out that social and emotional abilities were four times more important than IQ in establishing professional success and prestige. (EQ CONSORTIUM)
- 36. A STUDY OF INSURANCE SECTOR In another research it has been found that Insurance salespersons who were optimists sold 37 percent more insurance policies in their first two years than did pessimists.
- 37. A STUDY OF IAS OFFICERS After studying 60 IAS officers of Assam Cadre it was found that 77 % of them fall in the category of Average EQ. Only 15 % showed High EQ (Prof NK Chadha, Psychology Dept, Delhi University)
- 38. A STUDY OF STRESS AND BURNOUT The managers High on EQ were low on ‘burnout’ implying that they can cope up better with stress. (Prof NK Chadha, Psychology Dept, Delhi University)
- 39. Do different professions exhibit different EI CLUSTER I: EXTREMELY HIGH Artist, Insurance, Advertisement, Social Work CLUSTER II:HIGH Teaching, Legal, Tourism, Politics, Business/ Entrepreneurship, Police CLUSTER III:AVERAGE Judiciary, Administration, Information Technology, Medicine, Banking, Engineering, Accountancy, Nursing (DALIP SINGH 2002)
- 40. SOME MYTHS/FACTS ABOUT EI Being EI does not mean a weak, submissive or defensive personality. Being highly EI does not not mean being extra nice, polite or sugar coating your language The females are NOT superior to males in expressing/experiences emotions as most of us tend to believe incorrectly. In fact, the research shows that males are equally emotional when compared to females. There is no direct evidence to prove that EQ is dependent upon heredity. However, the environment does seem to influence the EQ.
- 41. Myths….. Advocating EQ does not mean that we are promoting low scorers or average IQ people. Having average EQ is not bad or undesirable Having high EQ is always welcome. We are not negating the IQ. In fact a combination of high EQ and high IQ would be a most ideal personality. It would be a win win situation.
- 42. CAN EQ BE DEVELOPED? YES. You can develop your EQ by upgrading your emotional skills. The popular thinking that EQ is entirely inherited is incorrect. Emotional Intelligence is not fixed at birth. There is no emotional intelligence genes as such that we know of today. It is something one has learned.
- 43. Conted…….. Can EI be developed at any stage/age of personal or professional life. The answer is YES. You can upgrade your emotional skills at any stage of your life. In fact, age and maturity are positively correlated with the EI. Same is not true about IQ which is more or less static.
- 44. Can EI Be Measured? YES. Though some critics may argue that emotional traits can not be measured accurately the psychologists have shown that EI can be measured by using standardized scientific tools.
- 45. THE EQ TEST Test developed by Prof NK Chadha & Dr Dalip Singh The test has 15 real life situations It has been standardized on Indian population This test has a reliability of 0.94 and validity of 0.92. The test is available online free of cost at www.eqindia.com It is being used widely in research and elsewhere.
- 46. SAMPLE QUESTION SITUATION: Imagine you are an insurance salesperson approaching prospective clients to purchase insurance policies. A dozen people in a row shut the door on your face. What will you do? a. Blame yourself and stop work for the day. b. Reassess your capabilities as an insurance salesperson. c. Come out with fresh strategies to overcome similar in future. d. Contact the clients again some other day.
- 47. APPLYING EI IN ORGANISATIONS Customer Service: Learning how to help your customers feel heard, understood, helped, served, respected, valued and important. Hiring: Selecting employees with relatively high Emotional Intelligence, i.e. emotionally sensitive, aware, optimistic, resilient, positive and responsible. Turnover: Enabling turnover reduction through helping employees feel appreciated, recognized, supported, challenged, rewarded and respected. Training: Raising EQ at all levels of the business through Emotional Literacy and EQ awareness workshops. Corporate Culture: Creating an environment where employees feel safe, trusted, special, needed, included, important, cooperative, focused, productive, motivated, respected and valued. Productivity: Developing intrinsic motivation. Increasing employee commitment, cooperation and cohesion. Reducing lost time spent on conflicts, turf-battles, defensiveness and insecurity. Goal Setting: Setting goals based on feelings. For example, stating the goal that we want customers to feel satisfied, appreciated, etc. and setting similar goals for employees, and then getting feedback on feelings and measuring and tracking performance. Emotional Support: Mitigating negative emotions like fear, worry, anxiety, and stress. Leadership: A leader with high EQ is emotionally aware. This means that he or she is aware of his own feelings and is not limited to logic, intellect and reasons when making decisions and managing people.
- 48. In the business sector EI is important because…………. •We need people to sell/market; to manage finances; to produce a product; to provide a service. Productive employees literally make the organization succeed. Without them, an organization cannot operate. •Poor employees cause the organization to fail with: high turnover; wasted selection time; absenteeism; labor disputes; wasted supervisory/training time; lowered productivity; wasted materials; costly delays; poor customer service; decreased sales and lower profits. •To succeed, an organization must select or develop good employees and avoid the poor ones. To succeed as a manager or executive, you must select and develop effective employees. • Ask yourself a question? Are you consistently getting good employees? Are you able to consistently help employees overcome performance related problems?
- 49. CONCLUSION: Applying EI makes you feel comfortable within your own skin and with people around you. You can also understand what makes you incompatible with certain people or jobs and learn ways to deal with the emotional difficulties ease. You can also understand the specific feelings that cause you stress and learn ways to become more at peace.
- 50. QUOTES “There is nothing you can do angry that you can’t do better when not angry.” “Anyone can be angry—that is easy. But to be angry with the right person, to the right degree, at the right time, for the right purpose, and in the right way — that is not easy.”
- 51. FOR FURTHER DETAIL PLEASE CONTACT Website: www.eqindia.com Email: dalip@eqindia.com Thanks
Editor's Notes
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