Working with Emotional Intelligence

In determining outstanding job performance, _____ takes second position, and emotional intelligence takes first

IQ

True or False: Emotional intelligence means managing feelings so that they are expressed appropriately and effectively, enabling people to work together smoothly toward their common goals

True

In determining outstanding job performance, _____ takes second position, and emotional intelligence takes first

IQ

True or False: Emotional intelligence means managing feelings so that they are expressed appropriately and effectively, enabling people to work together smoothly toward their common goals

True

_____ has the least power in predicting success among that pool of people smart enough to handle the most cognitively demanding fields

IQ

"____" skills matter even more for success in "hard" fields

Soft

An emotional _____ is a learned capability based on emotional intelligence that results in outstanding performance at work

At the heart of emotional competence are two abilities:

Competence

Empathy and social skills

Our emotional _____ determines our potential for learning the practical skills that are based on its five elements: self _____, motivation, self _____, empathy and adeptness in ______

Our emotional intelligence determines our potential for learning the practical skills that are based on its five elements: self-awareness, motivation, self-regulation, empathy and adeptness in relationships

Personal emotional competence includes:

Self-awarenss, self-regulation and motivation

Social-emotional competence includes:

Empathy, social skills

Once people are in a given job, emotional competencies were found to be _____ as important in contributing to excellence as pure intellect and expertise

Twice

The importance of emotional intelligence _____ the higher you go in an organization

increases

This cognitive ability distinguished star performers from average performers

Pattern recognition, or "big picture" thinking

True or False: For success at the highest levels, in leadership positions, emotional competence accounts for virtually the entire advantage

True

True or False: Choosing candidates who have a higher level of emotional intelligence for a job results in a higher completion rate of training and lower job turnover rates

True

Describe the "Peter Principle"

People are promoted to their level of incompetence. A person who is promoted because of expertise finds themself at a new level, where many or most duties revolve around managing people, not technical skill

The _____ is the part of the brain responsible for that "gut" feeling and emotional regulation

Amygdala

Star performers should be ____ of the limits to their abilities so they know where they need to improve, or they know to work with someone else who has a strength they lack

Aware

"Self-efficacy" is the positive judgment of one's own capacity to perform. It is our _____ about what we can do with the skills we have

Belief

True or False: It is important to have a personal technique to destress or relax

True

Our brain's emotional centers are connected to our immune system and _____ system

Cardiovascular

True or False: There are two kinds of stress - good and bad

True

True or False: Achieving "flow" is a desirable state in which our skills are fully engaged in a way that stretches and challenges us

True

"Eustress" is considered a type of _____ stress and can motivate and mobilize us

Good

The need for achievement and affiliation are some of the most frequently occurring competencies in _____ performers

Star

Constantly reacting to events rather than being prepared for them marks those who lack ______

Initiative

When communicating, _____ occupies 55% of our time, as opposed to speaking, writing, and reading

Listening

Describe the Pygmalion Effect

Expecting the best of low performers as a way to encourage them to do their best

True or False: Emotions are contagious

True. Emotions are a signaling system without the need for words

True or False: Persuasion is lubricated by identifying a bond or commonality - taking time to establish one is not a detour, but an essential step

True

True or False: Emotional charisma depends on three factors: feeling strong emotions, being able to express those emotions forcefully, and being an emotional sender rather than a receiver

True

"Management" is described as:

"Leadership" is described as:

True or False: Leadership and Management are different

Management: Refers to how complex enterprises are kept orderly, productive, and nonchaotic.

Leadership: Refers to effectively handling the changes that the competitiveness and volatility of the times have brought

True, they are different

This type of leadership rouses people through the power of enthusiasm and inspiration. They are intellectually and emotionally stimulating.

Transformational Leadership

True or False: Humans are creatures that rely on complex social systems and social coordination.

True

Describe an "Amygdala Hijack"

When someone cannot control their emotional response to a stimuli

Social _____ matters greatly for success in places where work is done in teams

Intelligence

The group mind is far _____ intelligent than an individual

More

_____ bonds: Nurturing instrumental relationships

Collaboration and _____: Working with others toward shared goals

_____ capabilities: Creating synergy in working toward group goals

Building

Cooperation

Team

True or False: Rapport building is a key part in building and maintaining connections

True

True or False: Some of the emotional competencies of Star Teams include:

- Empathy

- Cooperation

- Open communication

- Drive to improve

- Self-awareness

- Initiative

- Self Confidence

- Flexibility

- Organization awareness

- Bond building

True

"HEP" stands for ______

HEPs are:

Health Engendering People

Superbly nurturing types who are the cornerstones of strong work teams

True or False: Strong team leaders do not act as the group's "brains," or autonomous decision-makers, so much as consensus builders

True

True or False: Characteristics of group flow include:

- A daunting challenge or noble mission

- Intense group loyalty

- Diverse range of talents

- Trust and selfless collaboration

- Focus and passion

- Work that is fun and rewarding

True

The Five Simple Secrets of _____:

- Rapport

- Empathy

- Persuasion

- Cooperation

- Consensus Building

Success

After completing a training program in _____, researchers saw positive changes in the brain function of participants

Mindfulness

True or False: Unlike IQs and cognitive capacities which remain fairly fixed, emotional intelligence can improve through life

True

Networking and cooperation relies on _____ competence

Emotional

Declarative knowledge is:

Procedural knowledge is:

Declarative: Knowing a concept and its technical details

Procedural: Knowing how to put concepts and technical details into action

There has been a lot of effort from companies to increase employees' capabilities through ______, but many of these ______ fall short and are not effective

Trainings

Trainings

True or False: Guidelines for emotional competence training include:

- Assess the job

- Assess the individual

- Deliver assessments with care

- Gauge readiness

- Motivate

- Make change self-directed

- Focus on clear, manageable goals

- Prevent relapse

- Give performance feedback

- Encourage practice

- Arrange support

- Provide models

- Encourage

- Reinforce change

- Evaluate

True

True or False: Students can master the emotional intelligence capabilities the working world demands - if they are given the right tools for learning

True

One basic question needs to be asked and answered before any training is undertaken: _____

What does it take to do this job superbly?

True or False: Giving feedback requires emotional intelligence and demands empathy, sensitivity and delicacy

True

One rule of thumb about sending people to training is that only about _____ percent of a group is ready to put in the work to change at any given point

It is important to first help people assess their own readiness

20%

There are _____ levels of training readiness:

1) Obliviousness or _____

2) Contemplating _____

3) Formulating a _____

4) Readiness to take _____

Four

1) Resistance

2) Change

3) Plan

4) Action

People learn to the degree they are _____

_____ influences the entire learning process

Motivated

Motivation

True or False: Giving people power over their training plans increases success. Setting a defined and manageable goal also defines success

True

The emotional brain changes over weeks and _____, not hours and days

Months

One rule of thumb for improving emotional competence: Capabilities that are being improved to or added to a person's repertoire can be developed in _____ time than is needed for remedial _____

Less time

training

True or False: In learning a new behavior, having access to someone who exemplifies the competence is immensely helpful

True. We learn by watching others

The best evaluation measures use _____ and _____ -training measurements, plus a long-term follow-up

Pre- and post-training measurements

True or False: These are ways companies can measure their organizational success and effectiveness

Emotional self-awareness

Achievement

Adaptability

Self-control

Integrity

Optimism

Empathy

Leveraging Diversity

Political Awareness

Influence

Building Bonds

True

List two reasons for burnout

Work overload

Lack of autonomy

Skimpy rewards

Loss of connection

Unfairness

Value conflicts

True or False: An organization's collective level of emotional intelligence determines the degree to which that organization's intellectual capital is realized - and so its overall performance

True

True or False: An organization's emotional intelligence ensures its' survival, encourages growth, and preserves organizational health

True

True or False: Emotional intelligence can be learned

True

List the 5 basic social and emotional competencies named by the author:

Self-awareness

Self-regulation

Motivation

Empathy

Social Skills

The two levels of job competencies are:

Threshold competencies

Distinguishing competencies

Threshold competencies are _____

The minimal skills needed to get the job done

Distinguishing competencies are _____

The capabilities that set star performers apart from average ones

True or False: Women are often more empathic than men, but there are no significant differences between genders in psychological dimensions

True

Describe the Stereotype Threat

People who are stereotyped are likely not to perform as well due to performance stress/anxiety

Stereotype threat is the risk of confirming negative stereotypes about one's racial, ethnic, gender, or cultural group.

List 3 effective strategies for leveraging diversity

- Optimistic leaders

- Genuine challenges

- Emphasis on learning

- Affirming a sense of belonging

- Valuing multiple perspectives

- Role models

- Building self-confidence through Socratic feedback

True or False: No evaluation measure is perfect

True!

True or False: When a self-evaluation is kept between the individual and a mentor, the individual will be more candid about their performance

True

On a neurological level, cultivating a competence means extinguishing an _____ habit as the brain's automatic response and replacing it with a _____ one

Old

New

True or False: Training programs that offer people a chance to practice competencies can offer a strong beginning for practice, but the results tend to be mixed on a large scale

True