This document summarizes a workshop on emotional intelligence presented by Dr. Maynard Brusman. The workshop discusses defining emotional intelligence and its five domains. Research shows that emotional intelligence is twice as important as IQ for leadership success. Developing emotional intelligence can improve motivation, teamwork, change management and relationships. The workshop teaches participants to increase self-awareness, self-regulation, motivation, empathy and social skills to become more emotionally intelligent. An assessment and action planning exercise helps participants understand their strengths and areas for growth.

1. EMOTIONAL INTELLIGENCE
WORKSHOP
Presenter: Dr. Maynard Brusman

2. Learning Objectives
l Discuss a workable definition of Emotional
Intelligence in leadership.
l Understand the five domains of Emotional
Intelligence.
l “EI” Exercise to explore personal strengths and
vulnerabilities related to EI.
l Develop an EI Action Plan resulting in improved
self-management & career transition success.

3. 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.

4. RESEARCH
l Up to 90% of the difference between
outstanding and average leaders is linked to
emotional intelligence. EI 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

5. 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

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

7. EI vs. IQ
l Ei is the vision to create the future.
l EI 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.

8. 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.

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

10. The Peter Principle and EI
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.

11. EI GREMLINS
l Fear
l Avoid Conflict and Challenge
l Negative Internal Dialogue
l Unrealistic Expectations
l Blaming Others

12. 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.

13. HOW EMOTIONALLY
INTELLIGENT ARE YOU?
Quiz

14. 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.

15. 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

16. 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?”

17. 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

18. 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?

19. 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

20. 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

21. 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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