Master relationship management to enhance your emotional intelligence.
Emotional Intelligence is divided into the four clusters of Self-Awareness, Self- Management, Social Awareness and Relationship Management (often been. Self awareness is the key to managing your response to change, and it's the ( this page); Self Regulation · Social Awareness · Relationship Management. AWARENESS AND RELATIONSHIP MANAGEMENT) AND LEADERSHIP. BEHAVIOR .. understand and manage their emotions and display self- control, thus.
The effort is worth it as building strengths in this competency is key to effective change management.
It's essential that leaders of change effectively communicate the need for change and demonstrate their support for the process. This is equally important at times when you're managing personal change. Finding ways to adjust to the change and support it will significantly decrease personal resistance and stress. Improve Your Relationships So what's the best way to go about improving your relationship management?
First, realise that this is not a task you can complete overnight. As with other domains of emotional intelligence the growth of skills is a life journey. However, there are things you can start doing now. This powerful audio hypnosis download will help you to create instant connections with people and gain confidence managing your relationships. Most important is building your awareness of, and skills in, the first three domains of emotional intelligence.
Awareness of your emotions self awareness and, being able to manage these emotions self regulation are essential abilities that support effective management of relationships.
Daniel Goleman: How Emotionally Intelligent Are You?
Imagine attempting any of the competencies of relationship management listed above if you're always provoked by the reactions of others. I would humbly suggest that this is impossible. Similarly, awareness of what other groups or individuals are feeling, and what's led to this social awareness is essential as it informs the possibilities for your response or intervention.
At the very least you will have considered the best way to approach a person or group in order to achieve the best outcome ie. Try This Download this relationship management skills worksheet I created for you or make your own list of the competencies outlined earlier in this article. To develop your ability to manage relationships it's useful to assess your skills in each of the competencies and focus your attention on what you can do to develop each one.
- Relationship Management
- Self Awareness
- Why self-aware leaders are more productive and effective
Start by writing down the ways you already perform the competency well. For example, next to "Developing Others" you might feel you have no problem giving others feedback. Influence - your ability to build a consensus and win people's support by being able to focus on what is important to others.
Develop Self Awareness To Build Emotional Intelligence
Leadership - be the person that others choose to follow. Developing Others - by recognizing others' strengths and offering challenges to develop them.
Communication - plan your communications to ensure the right emotional tone is used. Change Catalyst - be willing to question established ideals and initiate new ideas, recognizing when change is needed. Conflict Management - realizing when a situation is heading towards conflict and taking quick and decisive action to resolve it. Building Bonds - by cultivating an extensive network of colleagues, acquaintances, and friends that has mutual benefit.
Teamwork and Collaboration - defining your success criteria in such a way that everyone can make their own unique and valued contribution. Emotional Intelligence Figure 1.Projection in Relationships: How to use it for greater self awareness
The core of Emotional Intelligence is self-awareness. The starting point and key in these areas is the ability to be critically self-reflective. Self-management is comprised of five competencies; Self-control, which is keeping disruptive emotions and impulses under control; transparency, which is maintaining standards of honesty and integrity, managing yourself and responsibilities; adaptability, which is the flexibility in adapting to changing situations and overcoming obstacles; achievement orientation, which is the guiding drive to meet an internal standard of excellence; initiative, which is the readiness to seize opportunities and act.
Social Awareness is comprised of three competencies; empathy, which is understanding others and taking an active interest in their concerns; organisational awareness, which is the ability to read the currents of organisational life, build decision networks and navigate politics; service orientation, which is recognising and meeting customers needs. The Social cluster of Relationship Management is comprised of seven competencies; visionary leadership, which is inspiring and guiding groups and individuals; developing others, which is the propensity to strengthen and support the abilities of others through feedback and guidance; influence, which is the ability to exercise a wide range of persuasive strategies with integrity, and also includes listening and sending clear, convincing and well-tuned messages; change catalyst, which is the proficiency in initiating new ideas and leading people in a new direction; conflict management, which is resolving disagreements and collaboratively developing resolutions; building bonds, which is building and maintaining relationships with others; teamwork and collaboration, which is the promotion of cooperation and building of teams.
The Emotionally Intelligent Organisation: The Emotionally Intelligent Organisation i.
Effective leadership improves business performance and provides organisations with a competitive advantage. Becoming an EI organisation The decision to become an emotionally intelligent organisation needs to be based on an organisational strategy to improve business performance.
To implement this strategy you first need to define what the core capabilities your business requires to achieve its vision, values and business strategies which includes Emotional Intelligence clusters and competencies. You will also need to identify the more specific competency profiles for positions within the organisation. This capability framework and competency profiles, then forms the basis for your performance management system in conjunction with your Key Performance Indicators.
The performance management system then becomes a mechanism for driving and achieving changes in the workplace.
The framework can also be used to support recruitment and selection and other cultural development strategies, thus ensuring a more appropriate match of people and organization goals.