Emotional Intelligence

The Ethics of Emotional Intelligence

Poker Face…  My, My Emotionally Intelligent Poker Face?

A recent article on the Management Today website has raised the concern that emotional intelligence can be abused to manipulate others in the workplace in order to achieve self-serving goals. Drawing from the research report of Prof. Martin Kilduff and Dr Jochen Menges (Cambridge’s Judge Business School) and Prof. Dan Chiaburu (Mays Business School, Texas) the article warns that EI can be used to “manipulate, spin, intimidate and generally bend others” to one’s own agenda.

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Emotional Intelligence in Healthcare

Just how important are emotional/relational factors such as empathy, trust and respect when it comes to empirical clinical outcomes?

good bedside manner has received much anecdotal support in everyday conversation where we hear friends, colleagues and patients refer to a good bedside manner as essential to comprehensive and effective healthcare.

But does the research evidence corroborate these notions?

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Empathy In Leadership

“Leadership is lifting a person’s vision to higher sights, the raising of a person’s performance to a higher standard… …the building of a personality beyond its normal limitations.

Peter F. Drucker

How do leaders build others’ personalities beyond their normal limitations? And equally important, how do leaders raise their own vision and performance beyond the limits of their own personality styles?

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Coaching and the Three Degrees of Organisational Change

First-degree Change: An Illustration from Healthcare

Medical healthcare has traditionally focused largely on providing remedial or “curative” treatments for acute conditions. A patient with bacterial pneumonia is typically diagnosed based on presenting symptoms, and then treated with a course of antibiotics to “fix” or eradicate the health problem. We could call this approach a “first-degree” intervention and it is of course necessary and essential in the management of acute conditions.

But how well does this approach work in the treatment of ‘lifestyle-based’ health problems such as obesity, diabetes, and heart disease?

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Emotionally Intelligent Communication – Your Email Style

Emotionally Intelligent Emails

The 21st century is replete with new technologies that have changed the way we communicate.

On the train this morning I was typing an email to an American colleague on my mobile phone. We were corresponding to negotiate an appropriate time for a Skype call tomorrow. Most of us take this kind of technology for granted now, but just over a decade ago this kind of convenience was inconceivable. I’m still amazed that within minutes of switching on my laptop, I can communicate with a person in another continent at very little cost.

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Is someone really getting on your nerves at work?

Strategies for Managing Conflict In the Workplace

This article briefly explores Conscious Perception and Empathic State Development (adapted from David Taylor’s Naked Coach: Business Coaching Made Simple, 2007) as two related strategies for better managing conflict in the workplace. An emphasis is placed on how our points of view shape our patterns of interpretation and response.

Ultimately it is proposed that taking personal responsibility for the impact of our limited perspectives and behaviour, while developing alternative and empathic interpretations of others’ behaviour, is the key to better workplace relationships and becoming good at managing conflict in the workplace.

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The Limitations for Coaching and Development of the Myers Briggs Type Indicator (MBTI) and other Preference-Based Personality Questionnaires

MBTI and Other Personality Questionnaires – Employee Selection and Development

Psychometric assessment has become standard practice for most global organizations and companies with a keen interest in thorough employee selection and development. Today psychometric assessment is used by more than 80% of the Fortune 500 companies in the USA and by over 75% of the Times Top 100 companies in the UK.

Never before has the appropriate selection of effective psychometric assessment tools been more important.

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Emotionally Intelligent Feedback

From The ‘F’ Word… to the ‘E’ Word

It has been shown that, along with a lack of skills and a lack of performance expectations, a lack of feedback is one of the biggest barriers to effective work performance (Lapid-Bogda, 2004).

This makes perfect sense doesn’t it?

To improve performance we all need an accurate reflection of our strengths (so that we can build on these) and our areas of needed improvement (so that we will know what to change).  If accurate and effective feedback is so important to individual and organizational success, why are so many employees and managers often unenthusiastic about the feedback process?

Surely if we can share information that will enhance performance and workplace relations we should relish the opportunity to give and receive feedback!

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Beyond Your Box

What Motivates You?

If you’re in the business of developing people and growing human potential, consider for a moment these questions:

  • What motivates you to do this kind of work?
  • What really stimulates and inspires you about your job?
  • What aids and supports you in bringing out the best in others?
  • What would take your coaching and mentoring relationships to that next level?

Many people development professionals are inspired by helping individuals and teams expand their potential, enhance their performance, and reach goals beyond the barriers that had held them back before. As coaches, mentors, and managers we are stimulated and greatly encouraged by the positive shifts people make as a result of our coaching and mentoring conversations with them.

But most coaches, mentors, and managers eventually reach a point in their professional development where they look for something more – something to expand their own performance and effectiveness. When this happens we search for a training course, a book, new method, or an assessment tool that will open up new avenues of intervention for us.

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Helen Palmer and the Enneagram

Who is Helen Palmer?

Amongst the world’s foremost experts on the Enneagram, Helen Palmer has over 30 years’ experience in both promoting Enneagram studies and in teaching others how to utilise the Enneagram model for self-development.

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