What Will you Learn in Each Block?
Whether you are individual looking to elevate your personal performance, a consultant or coach in need of research-based resources, or part of your organization's leadership, this series is for you.
1. Emotional Self-Awareness
The purpose of developing Emotional Self-Awareness is that it allows us to understand how our bodily sensations and our emotions impact ourselves, others, and our environment. Each moment is an opportunity to be self-aware. Thus, the more we practice it, the more proficient we become and the greater our capacity to recognize the space between stimuli and our response to that stimuli, ensuring a more conscious and skillful approach.
In Emotional Self-Awareness: we introduce Emotional Intelligence and the Emotional Self-Awareness Competency, laying the foundation for developing Emotional Intelligence in Leadership. This is the first in the series that explores each of the 12 Emotional and Social Intelligence Leadership Competencies, with a thorough overview of the Competency Model itself.
Here's some of what's included:
- What is Emotional Intelligence?
- Emotional Intelligence Competencies
- The Competency Model
- Leadership effectiveness and Emotional Intelligence
- The brain and body basis for Emotional Self-Awareness
- How to know if you're self-aware
- Self-Awareness in action
2. Emotional Self-Control
Emotional Self-Control is the ability to keep disruptive emotions and impulses in check, and to maintain your effectiveness under stressful or even hostile conditions. It’s also something that can differentiate great leaders from those with whom it is difficult to work.
Instead of suppressing our emotions, we take notice of them as they emerge, mentally naming or noting them, along with any bodily signals that may accompany how we are feeling in the moment. Having Emotional Self-Control means staying clear-headed and calm, balancing one’s impulses and feelings for the good of the group, or for the good of a given task, mission, or vision.
Here’s what is included:
- Overview of the Emotional and Social Intelligence Leadership Competency Model
- Introduction to Emotional Self-Control
- Emotions in Our Brains and Bodies
- Emotional Self-Control in Teams
- How to Develop Emotional Self-Control
- Staying Calm in a Crisis
- Training Our Brains for Emotional Self-Control
3. Adaptability
Adaptability is an Emotional and Social Intelligence Leadership Competency that entails having the flexibility to handle change, balance multiple demands, and adapt to new situations with fresh ideas.
An adaptable leader can meet challenges as they arise and adjust strategy or style based on what is needed most. They are not halted by sudden change, remaining comfortable with the uncertainty that leadership can bring.
Here's what is included:
- Overview of the Emotional and Social Intelligence Leadership Competency Model
- Introduction to Adaptability
- Adaptability and Leadership
- Teams and Adaptability
- Training Your Brain to Be Flexible
- Developing Adaptability
4. Achievement Orientation
Achievement Orientation means having the inner drive, social awareness, and contextual sensitivity needed to make a meaningful impact as a leader. Achievement Orientation is an Emotional and Social Intelligence Leadership Competency that entails striving to meet or exceed a standard of excellence, appreciating feedback on our performance, and continually seeking ways to do things better.
There is more to consider with this competency beyond the simple motivation for rewards. A leader who has a high capacity for this competency can balance his or her personal drive with the needs of the organization as a whole. That involves self-management, relationship management, and understanding the context of a given situation.
Here’s what is included:
- Overview of the Emotional and Social Intelligence Leadership Competency Model
- Introduction to Achievement Orientation
- Our Brains and Achievement Orientation
- Developing a Balanced Drive to Achieve
- The Group Equivalent of Achievement Orientation
5. Positive Outlook
Positive Outlook is an Emotional and Social Intelligence Leadership Competency that entails seeing the positive in people, situations, and events. This competency has great value in leadership, as it is proven to build resilience, set the stage for innovation and opportunity, and facilitates greater performance and outcomes. Additionally, Positive Outlook allows leaders to maintain focus despite the challenges that inevitably accompany growth and change.
Here’s what is included:
- Overview of the Emotional and Social Intelligence Leadership Competency Model
- Introduction to Positive Outlook
- The Brain Science Behind Positive Outlook
- Positive Outlook in Teams
- Positive Outlook: Beyond the Obvious
- Practical Strategies for Developing Positive Outlook
6. Empathy
Empathy is the basis of social awareness and relationship management. It is the ability to sense the emotions and understand the perspective of others. In leadership, empathy is the ability to relate to different types of people, listen attentively, and communicate effectively.
Here’s what is included:
- Overview of the Emotional and Social Intelligence Leadership Competency Model
- Introduction to Empathy
- The Brain Science Behind Empathy
- Teams and Empathy
- Empathy in Action
- How to Develop Empathy
- Bonding for Effective Leadership
7. Organizational Awareness
Organizational Awareness is an Emotional and Social Intelligence Leadership Competency. It means having the ability to read a group’s emotional currents and power relationships, and identify influencers, networks, and dynamics within the organization. Leaders who can recognize networking opportunities and read key power relationships are better equipped to navigate the demands of their leadership role.
Here’s what is included:
- Overview of the Emotional and Social Intelligence Leadership Competency Model
- Introduction to Organizational Awareness
- Essential Skills for Building Organizational Awareness
- Organizational Awareness in Action
- Teams and Organizational Awareness
- Putting Organizational Awareness to Work
8. Influence
Influence is a social competency necessary for any leadership style. It can be done in a way that is meaningful and effective, or fraught with resistance. Leaders competent in Influence will gather support from others with relative ease, creating a group who is engaged, mobilized, and ready to execute on the tasks at hand.
But how does one develop this competency? What does it look like in different contexts?
Here’s some of what’s included:
- Detailed, High-Level Examples of Applied Influence
- How to Develop Influence
- Teams, Emotional Intelligence, and Influence
- Influence and Leader Performance
- Cultivating Influence Through Executive Coaching
9. Coach and Mentor
The Social Intelligence competency we call Coach and Mentor is the ability to foster the long-term learning or development of others by giving feedback and support. The Coach and Mentor competency is an essential social competency for leaders at any level in an organization. When a culture is built on mentoring personal growth and engagement are spurred.
But how does one develop this competency? What does it look like in different contexts?
Here's some of what's included:
- Overview of Emotional Intelligence
- Overview of the Competency Model in Leadership
- Introduction to Coach and Mentor
- Coach and Mentor in Action
- Coach and Mentor: The Core of Leadership
- What Makes a Great Coach
- Coaching & Mentoring for Lasting Behavioral Change
10. Conflict Management
The Emotional Intelligence competency we call Conflict Management involves having the ability to help others through tense situations, tactfully bringing disagreements into the open, and defining solutions that everyone can endorse. Leaders who take time to understand different perspectives work toward finding a common ground on which everyone can agree. They acknowledge the views of all sides, while redirecting the energy toward a shared ideal or an agreeable resolution.
But how does one develop this competency? What does it look like in different contexts?
Here's some of what's included:
- Overview of Emotional Intelligence
- Overview of the Competency Model in Leadership
- Introduction to Conflict Management
- How Secure Base Leaders Maintain Differences Without Breaking Bonds
- The Intent and Behavior of the Conflict Management Competency
- Becoming Skilled at Conflict Management
- See Conflict as an Opportunity, not a Burden
- Conflict Management: Blending Mindfulness and Analysis
11. Teamwork
The Emotional and Social Intelligence competency of Teamwork means having the ability to work with others toward a shared goal, participating actively, sharing responsibility and rewards, and contributing to the capability of the team as a whole. This competency leads to greater effectiveness, open communication, and outcomes that are not only successful but can also be innovative and unexpected in positive ways. Along the way, teams build spirit, positive relationships, and a sense of pride and identity.
Almost every leadership role in today’s workplace requires leaders who are skilled at working with teams, both as the team leader and as a team member - but doing so with emotional and social intelligence can be a challenge.
So how does one develop this competency? What does it look like in different contexts?
Here's some of what's included:
- Overview of Emotional Intelligence
- Overview of the Competency Model in Leadership
- Introduction to Teamwork
- Teamwork in Action
- Teams and Emotionally Intelligent Leaders
- A Systems Approach to Teamwork
- Cultivating Teamwork for Leader Success
12. Inspirational Leadership
The Emotional Intelligence competency of Inspirational Leadership means having the ability to inspire others to align their actions towards a common goal or vision, to get the job done, and to bring out their best qualities along the way. With inspiration you can connect with something meaningful, and articulate a shared mission and/or values in a way that motivates people and offers a sense of purpose beyond day-to-day tasks.
Inspirational leaders are agents of positive change, sometimes going against the grain of conventional norms or taking risks in their approach. These kinds of leaders ultimately leave the people they work with feeling inspired, motivated, and connected.
So how does one develop this competency? What does it look like in different contexts?
Here's some of what's included:
- Overview of Emotional Intelligence
- Overview of the Competency Model in Leadership
- Inspirational Leadership: An Introduction
- The Basis of Inspirational Leadership
- Inspiration and Our Noble Purpose
- Coaching Leaders to Authentic Inspiration
- Growing into Our Ability to Inspire
- Systems Leadership as Inspirational Leadership
- How to Become an Inspirational Leader