EMOTIONAL INTELLIGENCE

Infusing Emotional Intelligence into Your Personal Leadership Philosophy

Carrie M. Arnold, Ph.D.University of Colorado Colorado Springs

719.255.4099 / carnold3@uccs.edu

MindsetPurpose

Vision

GritCommunication

IQ

EMOTIONAL INTELLIGENCE (EI)• Emotional Intelligence is a set of emotional and

social skills that help us:• Perceive and express ourselves

• Develop and maintain social relationships

• Cope with Challenges

• Use emotional information in an effective and meaningful way

• Emotional intelligence is:• A predictor of of how well we do in school, work, and

life

• https://www.youtube.com/watch?v=weuLejJdUu0

Why should we care about

EI?

E Q - I 2 . 0 M O D E L

Emotional Intelligence

F I N D A N E W F R I E N D !

ACTIVIT Y: ACTIVE LISTENING

EI& LEADERSHIP

W H Y I S E I I M P O RTA N T F O R L E A D E R S ?

= L

Translating EI for Leaders

ACTIVIT Y: CONSTRUCTIVE

FEEDBACK

SBISituation, Behavior, Impact Tool

The Center for Creative Leadership developed the Situation-Behavior-Impact (SBI) tool to help facilitate more constructive conversations. When giving feedback to a spouse, friend, child, or colleague, using this technique can facilitate even the most difficult conversations. Here’s how it works:

1. Define the SituationFocus first on the situational context by specifically defining the “when” and “where” of a particular situation.

For example:

Yesterday, at dinner, while we were taking about …

During our Monday morning meeting…

Giving Feedback…

CONSTRUCTIVELY.

SBI2. Describe the Behavior Now, describe the particular behavior that the individual displayed. Focus on measurable, observable behavior, rather than assumptions about the causes of a particular behavior. For example:

Yesterday, at dinner, while we were taking about …, you left the table when I asked about ...

During our Monday morning meeting, you interrupted my presentation three times with long comments.

Giving Feedback…

CONSTRUCTIVELY.

SBI3. Describe the ImpactFinally, describe the impact in terms of its affect on you. Be specific about how the behavior made you feel. For example:

Yesterday, at dinner, while we were talking about paying bills this month, you left the table when I asked about whether you were planning to pay off the credit card balance. I felt frustrated because I wanted to have an open conversation about our finances.

During our Monday morning meeting, you interrupted my presentation three times with long comments. I felt frustrated because I was under time pressure and embarrassed because I lost my train of thought each time.

Giving Feedback…

CONSTRUCTIVELY.

RESEARCH

Center for Creative Leadership, Situation-Behavior-Impact (SBI) Tool

Dawda, D. & Hart, S.D. (2000). Assessing emotional intelligence: Reliability and validity of the Bar-On Emotional Quotient Inventory (1997; 2000) in university students. Personality and Individual Differences, 28, 797-812.

Goleman, D. (1998). Working with emotional intelligence. Bantam.

https://www.acer.edu.au/documents/sample_reports/eqi2-leadership-standard-client.pdf

https://tap.mhs.com/EQi20FAQ.aspx

https://tap.mhs.com/EQi20TheScience.aspx