IMPACT OF EMOTIONAL INTELLIGENCE ON LEADERSHIP
Module Two, Impact of Emotional Intelligence on Leadership, will dive further into the 15 emotional intelligence competencies and identify each EI subscale’s leadership application. Scroll down to read more!
During this session – Impact of Emotional Intelligence on Leadership, participants will apply EI tools and techniques to improve their leadership effectiveness.
Each learner will play the role of competency advisor to their peers to help lead the group towards improvement. These group discussions will help each person determine which EQ competencies are too high or too low, and which are just at the right level. The more well-balanced each of the 15 EQ skills is, the more productive they will be at work and in life. If there are significant gaps between their EQ competency levels, the more visible the imbalance shows up in their behaviours.
In this module – Impact of Emotional Intelligence on Leadership, the learning will be framed around embracing the change required to integrate an emotionally intelligent leadership approach. The team will learn how to plan and implement behavioural changes and set up a detailed action plan for success. Improving emotional intelligence is not a “one size fits all” process. Understanding, expressing, and managing one’s emotions involves figuring out which particular strategies and emotional regulation approaches work best for each individual in different situations.
Following the session, the learners will work on fine-tuning their action plan and, with the support of their accountability partner, will focus on applying and practicing what they have learned to date.
This module’s learning objectives focus on providing leaders with peer advisors, addressing the dark side of emotional intelligence, and building a personal development plan.
Identify peer advisors for each of the 15 EQ competencies to encourage cross-departmental collaboration and peer coaching.
Review how the dark side of emotional intelligence can encroach in business decisions.
Explore and understand the stages of change and how adjusting one’s leadership behaviours will take time, commitment, practice and feedback for the transition to stick.
Generate an action plan and implementation strategy for EQ development based on one’s identified development areas.