eiproposal2 jan-16
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Introduction EI Competence Workshop 1:
Self-awareness
Assessing and Measuring Emotional
Intelligence –Workshop 2
Workshop 3: Relationship
Building
Practicalities of the Programme
Closing games Ghazali Md. Noor
Client’s LogoEmotional Intelligence Training Programme
EQ and Business ScenarioAt the end of this course students will be able to
have high self awareness
have high emotional literacy
feel and understand the emotions of others
strike balance between Emotion and reason
take responsibility of your own emotions
76%
24%
Percentage
peopla/relational side
Technical/financial side
Have unrealistic goals and blind ambition Highly concerned about public Image Unable to tolerate failure Tendency to blame others for their own mistakes Working hard in a compulsive manner
Has high self awareness Has high emotional literacy Ability to feel and understand the emotions of others Able to strike a balance between Emotion and reason Takes responsibility of their own emotions
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Persons with High EI
Persons with Low EI
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Adapted from: The Cannon Emotional Competence ModelKate Cannon, Author
Self Awareness Emotional Self-
Awareness Self-Regard Reality Testing
Coping Skills Impulse Control Stress Tolerance Problem Solving Flexibility Optimism
Effective Relationships Interpersonal Relationships IndependenceInterpersonal Skills
Empathy Social Responsibility Assertiveness
Personal & Interpersonal Effectiveness Self-Actualization Happiness
plus
is related to
which predicts
and results in
The Foundation
Frances Clendenen – beBetter Networks, Inc.
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Intro
duct
ion
At the end of the workshop, you will be able to: define emotional intelligence be aware of the different models of emotional intelligence. describe the relationship between EI and job performance use emotions to achieve your objectives
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What emotions have you experienced in the past 24 hours?
Compare situations in which you react to those in which you respond
What emotions do you experience most often and how do you express them?
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What is Emotional Intelligence?
What is the connection?
Self-awareness & developing a positive sense of self-worth
Problem-solving
Emotional management / Impulse control
Decision-making
Relationship-building / Empathy / Social Skills
Taking responsibility for one’s actions
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Understand EmotionsRecognizes what events are likely to trigger different emotions
Knows that emotions can combine to form complex blends of feelings
Realizes that emotions can progress over time and transition from one to another
Provides a rich emotional vocabulary for greater precision in describing feelings and blends of feelings
What Does “Use Emotion” Entail?
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Manage Emotions
You are in a meeting when a colleague takes credit for the work you have done. What do you do?
A. Immediately confront the colleague saying that you did the research?
B. After the meeting, take the colleague aside & tell him/her that in the future you would appreciate credit for the work you did.
C. Nothing. It’s best not to embarrass colleagues in public.
D. After the colleague speaks, publicly thank him/her for referencing your work & provide additional details about the work.
Research findings:
Significant relationship between managing emotions ability and burnout and mental health
Teams with higher scores for managing emotions received higher performance rankings
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Suppose you are brilliant in a particular domain of study.
Or suppose you happen to have a great idea for a project (or both).
What kinds of emotional and cognitive intelligence are needed to see the project through to completion?
Illustrative Example of EQ and IQ
“All I Need to Know I Learned in Kindergarten”
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The Four-Branch Model of Emotional Intelligence
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What is the connection?
EI Training Programme
Workshop 1 Self-awareness
Workshop 2 Emotion Management
Workshop 3 Relationship Building
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EI C
ompe
tenc
e W
orks
hop
1: S
elf-a
ware
ness
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EI Competence Workshop 1
EI vs. IQ
5 groups
Pick one of the following elements of EI
1. Self-Awareness2. Self-Regulation3. Motivation4. Empathy5. Social Skills
Write one example of each competence
An intelligence quotient or IQ is a score derived from one of several different standardized tests attempting to measure intelligence.
First used in 1918 by American Army recruits. Reasons of high IQ
– Better nutrition– More children completing more schooling– Computer games and puzzles– Smaller family size
More IQ results in lower EI in children– More emotionally disturbed than the last– More lonely and depress– More angry and unruly– More nervous and prone to worry– More impulsive and aggressive
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1. How the brain works
2. Identification of emotions
3. Emotional triggers
4. Positive self-regard
5. Application of personal awareness
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Cerebral Cortex:Complex Thought
Limbic System: Emotions
Hippocampus: emotions & memory
Amygdala: emotional control & fear control
Hypothalamus: regulates fear & aggression
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Emotional Hijacking
Withstanding the Hijack
We feel before we think; everything that we sense has already been filtered through our
emotional brain.
When danger is sensed, we react emotionally first before the information has reached any part of the cerebral cortex that allows us to
process and think rationally
When what we sense reminds us of a past threat, we react with the same intense
emotions; we may not even be aware of the memory that has been triggered.
In order to think rationally and respond rather than react emotionally, we need to allow the information to reach the rest of the brain.
We can do this by becoming aware of our emotional triggers and learning to take a moment before reacting.
These skills are key components of Emotional Intelligence.
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Coping with Emotions
7 basic emotions
We typically deal with emotions one of four ways:
1) exaggerating the emotion so that we are overwhelmed by them and lose control;
2) accepting the emotion and not try to regain control;
3) substituting the emotion with something more comfortable like distractions; or
4) managing the emotion through self-awareness.
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Which emotions do you feel most often ?% of the day why?
Anger
Happiness
Fear
Disgust
Surprise
Love
Sadness
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Anger
Blood rushes to our hands so we can fight.
It can be an expression of frustration, stress, anxiety, loss, confusion, embarrassment, jealousy, rejection, threat, etc.
It is one of the most dangerous emotions because it is energizing, and the more often we are angry, the less arousal we need to stay in this
state. Anger builds momentum.
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Fear
Blood rushes to our arms and legs so we can run or fight.
It immobilizes us and forces us into fright, flight or freeze.
It is connected to worry, anxiety, stress, nervousness, panic, paranoia, and phobias.
It is sometimes expressed as anger.
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Sadness
Metabolism slows, giving us time to mourn.
It comes from not getting what you want or a fear of what might happen.
When sad, many people try to isolate themselves, but this cuts us off from resources to get over the sadness.
It is connected to depression, shame, disappointment, regret, guilt, embarrassment, and insecurity.
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Asse
ssin
g an
d M
easu
ring
Em
otio
nal
Inte
llige
nce
–Wor
ksho
p 2
Workshop 2 Summary
Impulse Control
1. Impulse control
2. Stress management
3. Anger management
4. Managing sadness
5. Problem-solving
Emotional management is about how our thoughts, feelings and behaviours impact one another
We can not control our emotions, but with awareness, we can decide how long we experience them and how much they can impact our actions.
Workshop 2 addresses:Impulse control Anger managementDepressive thinking Stress management
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66.2% of the total variance in performance is predicted by emotional intelligence
Fariselli, L. & Freedman, j. ‘Stress, Emotional Intelligence and Performance in Healthcare’ (2008)
50% of work satisfaction is determined by the relationship a worker has with… his/her boss.A large hospital reduced turnover of critical-care nurses from 65 to 15 percent within 18 months of instituting an emotional intelligence screening assessment. (http://jamesdambrosio.com/2011/01/31/evidence-suggests-emotional-intelligence-increases-productivity/)
EI is a prerequisite for effective leadership across borders.
Requires a high level of self-mastery and people skills; ability to put yourself into the positions of others.
Importance of EI to Organisations, too
Goleman’s Framework
Motivation - the drive to work and succeed Self-awareness - understanding yourself, your strengths and weaknesses and how you appear to othersSelf-regulation - the ability to control yourself and think before you actEmpathy - how well you understand other people’s viewpointsSocial skills - communicating and relating to others
Self Awareness
Self Management Social Awareness
Relationship Management
SocialCompetencies
PersonalCompetencies
Social competence
4 Domains of Emotional Intelligence
Empathy Awareness of others’ feelings,
needs and concerns.
Understanding OthersDeveloping OthersService Orientation
Leveraging DiversityPolitical Awareness
Blocks to emotional intelligenceBlocks
Prejudice Low Self-esteem
Over SentimentalBehaviourAll prejudice, narrow-mindedness, favouritism,
intolerance, block our ability to understand our emotions as well as the emotions of others. Put a
STOP to prejudice and a GO to tolerance and progress.
A little black boy in an all white class in the days of discrimination stood up and said…”GOD DIDN’T MAKE JUNK”.
Yes! All of us are unique uncut sparkling diamonds and we must believe in ourselves and in the beauty of life.
Sentiments have an important role in human relationships, but, when allowed to run wild, these
damages the relationships. GROW UP!
USE YOUR SENTIMENTS WISELY……..
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Wor
ksho
p 3:
Re
latio
nshi
p Bu
ildin
g
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Workshop 3: Relationship Building
Depressive Thinking
Active listening
Empathy
Awareness of others’ feelings
Open topics and conclusion
Sadness is the emotion that people try to avoid the most.
People often isolate themselves when sad, which disconnects them from supports.
Laughter, exercise, small successes, and helping others can all help in counteracting sadness.
We often feel sad when we hold on to hurt feelings rather than expressing them.
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Stress ManagementIndicators of stress include: neck and back pain, headaches, overreaction, and change in sleep or appetite.
Worrying plays a part in stress and anxiety. It can create a cycle of negative thinking.
One major source of stress is how we perceive things.
Ways of coping with stress, relaxation techniques, proper nutrition, exercise and sleep.
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EI in reflection of Quran – Workshop 3
________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________
Surah 42, Ayats 36-44
36. So whatever you have been given is but a passing enjoyment for this worldly life, but that which is with Allâh (Paradise) is better and more lasting for those who believe (in the Oneness of Allâh Islâmic Monotheism) and put their trust in their Lord (concerning all of their affairs).
37. And those who avoid the greater sins, and Al-Fawâhish (illegal sexual intercourse, etc.), and when they are angry, they forgive
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EI in reflection of Quran
38. And those who answer the Call of their Lord [i.e. to believe that He is the only One Lord (Allâh), and to worship none but Him Alone], and perform As-Salât (Iqâmat-as-Salât), and who (conduct) their affairs by mutual consultation, and who spend of what We have bestowed on them;
39. And those who, when an oppressive wrong is done to them, they take revenge.
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40. The recompense for an evil is an evil like thereof, but whoever forgives and makes reconciliation, his reward is due from Allâh. Verily, He likes not the Zâlimûn (oppressors, polytheists, and wrong-doers, etc.).
41. And indeed whosoever takes revenge after he has suffered wrong, for such there is no way (of blame) against them.
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42. The way (of blame) is only against those who oppress men and wrongly rebel in the earth, for such there will be a painful torment.
43. And verily, whosoever shows patience and forgives that would truly be from the things recommended by Allâh.
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44. And whomsoever Allâh sends astray, for him there is no Walî (protector) after Him. And you will see the Zâlimûn (polytheists, wrong-doers, oppressors, etc.) when they behold the torment, they will say: "Is there any way of return (to the world)?"
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Prac
tical
ities
of t
he
Prog
ram
me
Practicalities of the ProgrammeRecruitment
Advertising
Food
Time
Parent Involvement
Location
Emotional Contagion and Team Performance
The affect (emotional behaviour) of the leaders plays a major role in team performance. You can see this clearly in the way “everyone just knows” when boss is having a bad day.
The way feelings spread from one person to another is called “emotional contagion.” Emotional ContagionEffect Mood of Group Leader
Right Mood for Job
EQ and Development Programs A study of 30 retired National Football League players shows that the benefits of emotional intelligence go far beyond financial performance. In fact, over 60% in the variation of these “life success” factors is predicted by emotional intelligence. Keeping that in mind many organizations started various programs.
Management training, Performance reviews
Leadership Development
Sales Hiring
Human Capital Strategy & Leadership Development
Stress Management Training
Leadership Development
Leadership Training and Team Development
Leadership Development in Express
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Clos
ing
gam
es
Each participant is handed pieces of paper
Each paper has the name of other participants
Each participant has to write “ I am glad I met XXX because…….”
The pieces of paper are distributed to the appropriate people & read when they get home
Introduction EI Competence Workshop 1:
Self-awareness
Assessing and Measuring Emotional
Intelligence –Workshop 2
Workshop 3: Relationship
Building
Practicalities of the Programme
Closing games Ghazali Md. Noor
42
3 things you have learnt today
2 things you are not sure about
1 way you can link what you have done today to your work place
Wrap up
Write Down
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Learn Unlearn Relearn EvaluationPlease rate the following aspects of the course
excellent good not good poor
1. Organisation & domestics
2. Content
3. Notes
4. Presentation
5. Overall enjoyment
Other topics of interest
Course Date Name
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Ghaz
ali M
d No
or
HIGH-IMPACT LEARNING RESOURCE
Driving strategic initiatives to realize bottom line results and enhance employee engagement in the pursuit of organisational objectives. Involved in cross border humanitarian missions, Ghazali specialises in skills from an Islamic perspective. Held responsibilities as Group Director, Corporate Services. Portfolio includes Legal, Corporate Planning, Human Resources and IT. Performance-driven professional with 20 years of combined expertise in Human Resources management, recruiting, corporate and employment laws. Strategy architect in the development of innovative Learning initiatives to streamline processes and capitalise on organisational growth opportunities. A creative thinker, problem solver and decision maker who effectively balances the needs of employees with the mission of the organization. Strong communication, interpersonal relations, mentoring, negotiation and organisational skills. Passionate in sharing through lectures and learning, he is registered as a Resource Person with Malaysian Institute of Management and frequent speaker at both local and foreign conferences for Signium International and Asia Business Forum.
Talent Acquisition & TrainingCompensation & BenefitsUnion RelationsProcess ImprovementSuccession Planning & Career Development
Organisational Development Employee DevelopmentProject Management Programme Development
Staff Recruiting & Retention HR CompliancePerformance Management Conflict Resolution
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Ghazali Md Noor Examples Of Relevant Project Work
EXECUTIVE SUMMARY
Prior to joining Encorp, Ghazali has previous engagements with various organisations, namely Majlis Amanah Rakyat, Johor Land Berhad, TH Properties Sdn Bhd, ntv7, Shell Malaysia Trading Sdn Bhd and Multimedia Development Corporation Sdn Bhd, just to name a few.
With more than 20 years of experience, he began his career with Johor Corporation in 1988, followed by exposures in petroleum multinationals and media industry. He has been a consultant and learning facilitator for the past 9 years.
EDUCATION & PROFESSIONAL AFFILIATIONS
Ghazali also holds a Post Graduate Diploma in Hospital Administration from MPC International Houston, Texas and is a Certified Financial Planner (Financial Planning Association of Malaysia).
Studied for M. Sc.HR (Development) at Universiti Putra Malaysia and sat for LLM at International Islamic University, Gombak.
Associate Member of Institute of Financial Accountants (UK).
Associate Member of Institute of Chartered Secretaries and Administrator (UK).
AREAS OF FOCUS INCLUDE:
1. Performance measurement and reporting system implementation utilising Balanced Scorecard methodology;
2. Plan, develop and conduct a fast track recruitment and selection programme; 3. Job Analysis; 4. Psychometric profiling;5. Training Needs Analysis; and6. Develop and deliver 24 Leadership learning and development programmes.
SOME OF THE ORGANISATIONS WORKED WITH ARE: Majlis Amanah Rakyat (MARA) INTAN (Bahagian Pembangunan Organisasi, JPA) Johor Land Berhad PASDEC Corporation Malaysian Institute of Management Signium International Asia Business Forum (both guest speaking and workshop) TH Properties Sdn. Bhd. Natseven TV Sdn. Bhd. Encorp Group of Companies Shell Malaysia Trading Sdn. Bhd. Mobil Oil Malaysia Sdn. Bhd. Jabatan Kerja Raya Multimedia Development Corporation Sdn. Bhd. (MDeC) Technology Park Malaysia Giant Hypermarket Cold Storage Malaysia Guardian Pharmacies Dairy Farm Group Khazanah Nasional Group UEM Berhad
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Ghazali Md Noor Achievements From - To
EXPERIENCE
Johor Corporation
Mobil Oil (M) Sdn. Bhd.
Shell Malaysia Trading
Media industry through Terrestrial TV station nTV7.
Encorp Berhad
Consultant and learning facilitator
CHANGE MANAGEMENT
Company Secretary & Director. In charge of Johor Corporation subsidiaries under the listed KPJ Healthcare Berhad.
Employee Relations & Welfare Head. Designing, planning and leading major business change programmes; developing alignment and capability in sponsors and agents of change; using appropriate communication and involvement approaches and success measures.
Advisor, Policy Development OHME. Evaluate existing remuneration system with the objective of replacing it with a controlled Performance Linked Compensation system.
Head, HR & Admin. Oversee the enterprise-wide strategic Human Capital development initiatives.
GM, Group HR & Administration. Identifying development needs in individuals and organisations, designing and implementing appropriate development approaches.
PEOPLE DEVELOPMENT Develop People-Capability Maturity Model initiatives as a change management tool. Plan, organise and develop Industrial Building System capability implementation. Establish end-to-end Deloitte Employability Centre delivery for Graduate Leadership Assessment &
Development.
CULTURE CHANGEAssessing organisational culture and climate, identifying key culture drivers, designing and implementing approaches to establish new leadership styles and organisational cultures. Lectures on Corporate Administration paper for the Malaysian Association of the Institute of Chartered
Secretaries and Administrators examination at Brickfields Asia College. Advisor, Curriculum Development for the Bachelor of Corporate Administration, Faculty of
Administration and Law, Universiti Teknologi MARA. Being a Panelist, he contributed to the development of curricula for the Diploma, B.Sc., and M. Sc. Integrated Administrative Systems, Faculty of Office Management, Universiti Teknologi MARA.
1988 – 1991
1991 – 1996
1996 – 2001
2001 – 2011
2011- Present
Past 11 years
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