Impactful Leadership helps you understand Assessments, Decisions, Emotions, Performance and Teams...
OpenAI released GPT-4 this week, and everyone is asking which jobs will the machines take away? Machines can speed up productivity and aid humans in all kinds of things. Organization leaders, however, will continue to lead people, and in the age of AI, EI plays a very important role.
There is an abundance of research on the impact emotions have on an individuals’ performance in the workplace. It shows that people often perform their worst when they experience unproductive feelings, such as feeling frustrated, concerned, stressed, inadequate, and fearful.
Research also shows that people perform their best when they feel involved in purposeful work that develops who they are… and when they feel valued, cared for, consulted, respected, informed and understood. This report by Capgemini Research Institute talks about why EI is the essential skillset for the age of AI
So, how can developing leadership help ensure your people feel and perform their best?
What is Leadership?
Leadership is fundamentally about facilitating performance, getting others to do their best, and to do their work effectively and efficiently. One of the most robust, consistent findings in the area of social sciences is that there is a direct link between the way people feel and the way people perform. As such, leaders need to be skilled at identifying, understanding and influencing emotion within themselves and others in order to inspire performance.
Emotionally intelligent leadership is about leaders intelligently using emotions to facilitate high performance in themselves and others.
How can I know more about EI Leadership?
As a Certified Genos Emotional Intelligence practitioner, we have developed a one day workshop for Leaders to know more about EI. The material for the program is based on the Genos Emotional Intelligence Leadership Model and is for a team of leaders who do not have any exposure to EI. It addresses the need for EI in the workplace
What is expected of me and how does the workshop/program work?
In the Emotionally Intelligent Leader program, participants first partake in a personal Genos EI Leadership Assessment, in order to understand “how they are showing up at work.”
Attendees will improve their understanding of emotions and emotional intelligence. They will also explore and practice tools and techniques for applying emotional intelligence in leadership, and creating conditions for others to achieve high performance.
In the program, attendees will:
· explore the neuroscience of emotions and emotional intelligence,
· examine tools and techniques for effectively asking for, and responding to, feedback,
· explore techniques for developing self and other awareness,
· examine how we can use reactive and proactive techniques to build our resilience and effectively manage strong emotions, and
· explore an approach for facilitating engagement discussions with staff members.
· explore techniques for applying EI in leadership, and creating high performance in others.
What is Genos Emotional Intelligence Leadership Model?
The Genos model of emotionally intelligent leadership has been developed from over a decade of research work examining how effective leaders use emotional intelligence abilities in their leadership of others.
The model comprises six emotionally intelligent workplace competencies. These competencies represent skills and behaviors based on underlying abilities and experiences that are measurable, observable and critical to successful job performance.
The six Genos EI Competencies are
1. Self-Awareness is about being aware of the behaviors you demonstrate, your strengths and limitations, and the impact you have on others. Leaders high in this skill are often said to be present rather than disconnected with who they are.
2. Awareness of Others is about noticing and acknowledging others, ensuring others feel valued, and adjusting your leadership style to best fit with others. Leaders high in this skill are often described as empathetic rather than insensitive to others and their feelings.
3. Authenticity is about openly and effectively expressing yourself, honoring commitments and encouraging this behavior in others. It involves appropriately expressing specific feelings at work, such as happiness and frustration, providing feedback to colleagues about the way you feel, and expressing emotions at the right time, to the right degree and to the right people. Leaders high in this skill are often described as genuine, whereas leaders low in this skill are often described as untrustworthy.
4. Emotional Reasoning is the skill of using emotional information (from yourself and others) and combining it with other facts and information when decision-making. Leaders high in this skill make expansive decisions, whereas leaders who are low in this skill often make more limited decisions based on facts and technical data only.
5. Self-Management is about managing your own mood and emotions, time and behavior, and continuously improving yourself. This emotionally intelligent leadership competency is particularly important. Leaders high in this skill are often described as resilient rather than temperamental in the workplace.
6. Inspiring Performance is about facilitating high performance in others through problem solving, promoting, recognizing and supporting others’ work. An individual’s performance can be managed with key performance indicators. This is important, however, research has shown that this “compliance” style often fails to drive discretionary effort and high performance. Leaders who combine this with a more inspiring style often empower others to perform above and beyond what is expected of them.
If you’d like to learn how leaders in your organization to become more emotionally intelligent, contact me at bikram@ibta-global.com or click here to know more.
Game Changing for Business, Life Changing for People.
