Attitude and Emotional Intelligence

Attitude

An attitude is a point of view, either negative or positive, about an idea, situation, or person.

– We develop favorable attitudes about those ideas, situations, or people that are associated with positive rewards and benefits and unfavorable attitudes toward those that are associated with penalties or dislikes.

Attitude

An attitude has three components:– How you think– How you act– How you feel

You can change an attitude by changing any one of the three – but changing how you feel is hardest.

Acting and thinking positively helps you begin to change the feelings part of your attitude.

Attitude

Think positively: “If you can dream it, you can do it.”

Actions and performance precede attitude.– If we’re good at something, we like it.

Performance is about 50% attitude, 50% ability.

Attitudes

Honest Positive/optimistic

– “In the middle of difficulty is opportunity.” Committed

– Bacon and eggs: “The chicken is involved, the pig is committed.”

Confident– Practice, practice, practice (`0,000 hours to be

an expert)

Courageous Competitive

– Strong desire to win– “Restless self-renewal”– Kaizen (always getting a little better every day)

Coachable– Open, non-defensive

Self-motivated– Intrinsic motivation – love doing the task itself.

Assertive Flexible Cooperative Nurturing

Attitude

Can I change my attitude?– YES!

Positive framing Visualization and mental rehearsal Do the right thing

Attitude

High achievers:– Set goals and objectives– Enjoy solving problems– Take calculated risks (courage)– Like immediate feedback– Take personal responsibility for achieving goals

and objectives (results)

Objectives Criteria for MADCUD objectives:

– Measurable– Attainable (accepted)– Demanding– Consistent with organization goals– Under the control of the individual– Deadlined

MADCUD objectives must be flexible

Goals/Objectives

Motivation

Goal/Objective DifficultyVery Easy Very Hard

Peak Motivation

Goals/Objectives The purpose of goals (long term) and

objectives (short term) is to make people feel like winners.

Should be bottom-up, not top-down.– Budgets and quotas are not motivational for

some people, so find links between other goals and revenue targets.

Motivation for some: Relationships– “Help me on this.”

Motivation for some: Valued team member– “Don’t let the team down.”

Emotional Intelligence

Emotional Intelligence Is The Key To Success

“’Emotional Intelligence’ refers to the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and in our relationships.” *

– Self-awareness– Self management– Social awareness– Relationship management

* Working With Emotional Intelligence, Daniel Goleman, Bantam Books, 1998

The Emotional Competence Framework

Personal Competence: These competencies determine how we manage ourselves. *

– SELF-AWARENESS Emotional self-awareness: Reading one’s own

emotions and recognizing their impact; using “gut sense” to guide decisions

Accurate self-assessment: Knowing one’s strengths and limits

Self-confidence: A sound sense of one’s self-worth and capabilities

* Primal Leadership, Daniel Goleman, Harvard Business School Press, 2002P

The Emotional Competence Framework

Personal Competence: *– SELF-MANAGEMENT

Emotional self-control: Keeping disruptive emotions and impulses under control

Transparency: Displaying honest and integrity; trustworthiness

Adaptability: Flexibility in adapting to changing situations or overcoming obstacles

Achievement: The drive to improve performance to meet inner standards of excellence

*Primal Leadership, Harvard Business School Press, 2002

SELF-MANAGEMENT

Initiative: Readiness to act and seize opportunities Optimism: Seeing the upside in events

The Emotional Competence Framework

Social Competence: These capabilities determine how we manage relationships: *

– SOCIAL AWARENESS– Empathy: Sensing others’ emotions,

understanding their perspective, and taking an active interest in their concerns

– Organizational awareness: Reading the currents, decision networks, and politics at the organizational level

– Service: Recognizing and meeting…client or customer needs

* Primal Leadership, Harvard Business School Press, 2002

The Emotional Competence Framework

Social Competence:*– RELATIONSHIP MANAGEMENT

Inspirational leadership: Guiding and motivating with a compelling vision (for media salespeople this would translate into creating value with an inspiring vision for your medium and your media outlet)

Influence: Wielding a range of tactics of persuasion Developing others: Bolstering others’ ability through

feedback and guidance

* Primal Leadership, Harvard Business School Press, 2002

RELATIONSHIP MANAGEMENT

Change catalyst: Initiating, managing, and leading in a new direction *

Conflict management: Resolving disagreements Teamwork and collaboration: Cooperation and team

building

* Primal Leadership, Harvard Business School Press, 2002

Focus

Understanding your and your prospects’ primary focus is essential in framing your offers.

Two focuses:– Promotion– Prevention

PROMOTION-focused people play to win, respond best to optimism and praise, are more likely to take chances and seize opportunities, and excel at creativity and innovation. Non-gains are bad.

PREVENTION-focused people don’t play to win—they play not to lose. Their goals are to meet their responsibilities and to stay safe –they think about what bad might happen if they don’t work hard enough.

Everyone is concerned with both promotion and prevention, but most people have a dominant focus.

Focus is situation specific – lottery tickets and flu shots.