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Leadership DevelopmentEQ Indonesia

The 10 skills you need to thrive in the Fourth Industrial Revolution

Source: Future of Jobs Report. World Economic Forum

www.eq-Indonesia.com

https://www.weforum.org/agenda/2016/01/the-10-skills-you-need-to-thrive-in-the-fourth-industrial-revolution/

https://www.weforum.org/agenda/2016/01/the-10-skills-you-need-to-thrive-in-the-fourth-industrial-revolution/

Why Leader Need Emotional Intelligence Program

• Examine the key challenges as leader compete in highly complex and global environments. It offers suggestion for developing and leveraging real self to overcome challenges.

• Increase self awareness and that of others, and outline tactics on how to perceive and acknowledge emotions objectively to improve leadership practice.

• It provide insight into leader self behavior and their team and how to understand what is behind the emotion leader’s experiencing so that they can manage any emotional output more effectively.

• Help leader to acknowledge and appreciate emotions as they arise and learn effective strategies on how to manage their emotions to increase their own emotional agility and resilience.

• Create strategies that a leader can adopt to manage the emotions of others and make emotionally agile judgements on how to tackle certain situations.

• Explore mindfulness as a strategy to increase emotional agility and resilience.


Leadership Effectiveness Framework

Underpinning our leadership are our core values and beliefs, or mental models, which drive our behaviour in every aspect of our life on a day-to-day basis.

Sitting on top of the core values and beliefs is our emotional intelligence.

At the top are our technical skills. In this context, we use the term technical skills to refer to the skills of leadership, like communication, change management, conflict management, or project management.

The same is true in reverse as well. Our ability to use, either successfully or not, our technical skills, will affect our emotional intelligence, and then also influence our underlying beliefs.

The important thing to remember is that these cycles will have a significant impact over time.


The EQ-i 2.0® Model of Emotional Intelligence

Copyright © 2011 Multi-Health Systems Inc. All rights reserved. Based

on the Bar-On EQ-i model by Reuven Bar-On. Copyright 1997.

Emotional intelligence is often one of the greatest predictors of leadership success, especially at the executive level. It can be a differentiator for leaders on the rise. Research confirms that emotional intelligence and leadership accomplishment at the highest levels are highly correlated.

The EQ-i 2.0 provides you with a picture of how you operate emotionally, your areas of strength and potential areas for development. There are many ways to develop your EQ competencies The Emotional Quotient Inventory (EQ-i 2.0) is the world’s leading assessment tool used for assessing emotional and social intelligence and an excellent way to understand the emotional competencies of an individual. The reports you receive provide a detailed analysis of your results.


Areas of Leadership Potential

* A derailer is not just a weakness. We all have many weaknesses that we may never choose to improve or need to master. A derailer is a weakness that requires improvement if we are to realize our potential.

Leadership Derailers

• Impulse Control

• Stress Tolerance

• Independence

• Problem Solving



Self LeadershipSuitable for : 1st Time Manager, High Potential

Emotionally Effective LeaderSuitable For : CEO -1 & CEO - 2

Self Leadership

Self-leadership, is having a developed sense of who you are, what you can do, where you are going coupled with the ability to influence your communication, emotions and behavior on the way to getting there.

Suitable for : 1st Time Manager, High Potential

Pre-WorkshopAll participants complete the EQ-i2.0 assessments

online prior to the workshop. Individual EQ profiles

and a comprehensive development report are

provided during the course.

Workshop• Two day interactive workshop

• Approximately 15 participants per batch

Post Workshop• One on One coaching debrief

• Half day refresher ( Optional)


Program objectives • Develop the capacity for reading and managing Emotions

in the workplace to optimize behaviour and actions that

drive business results

• Increase participants’ understanding of emotional

intelligence and its role in self leadership

• Create understanding of emotional intelligence using the

EQ-i 2.0 model as a platform

• Enable participants to understand their own EQ-i 2.0

Workplace Reports

• Enable participants to identify specific areas in their own

emotional intelligence that they wish to develop

• Provide an opportunity for individual action planning to

further develop facets of emotional intelligence

Learning objectives • Explore key areas of EQ-i skills in the way they transmit and

receive emotion

• Articulate strengths and areas with opportunity for growth,

• Build interpersonal relationship by mutual satisfying relation

and empathy

• Create strategy for emotional transmitter and receiver hack

• Apply what they have learned in the session by developing a

personal EQ-i 2.0 learning plan.

Business leaders are no longer being defined by their IQs or even their technical skills. It is their emotional intelligence that makes the difference. It is rarely for the lack of smarts or vision. Most unsuccessful leaders stumble because of one simple, fatal shortcoming. The failure is one of emotional strength.

Emotionally Effective Leader

Pre-WorkshopAll participants complete the EQ-i2.0 Leadership

assessments online prior to the workshop.

Individual EQ profiles and a comprehensive

development report are provided during the course.

Workshop• Two days interactive workshop

• Approximately 15 participants per batch

• Content and workshop delivery English

Post Workshop• One on One coaching debrief

• Half day refresher ( Optional)

Suitable For : CEO, Manager, High Potential


Program objectives • Increase participants’ understanding of emotional

intelligence and its role in effective leadership

• Create understanding of emotional intelligence using the

EQ-i 2.0 model as a platform

• Enable participants to understand their own EQ-i 2.0

Leadership Reports

• Enable participants to identify specific areas in their own

emotional intelligence that they wish to develop

• Provide an opportunity for individual action planning to

further develop facets of emotional intelligence

Learning objectives • Understand the role of emotional intelligence in effective

leadership,

• Explore key areas of leadership in relation to emotional

intelligence,

• Understand the key elements of the EQ-i 2.0 Leadership

Report,

• Articulate strengths and areas with opportunity for growth,

• Discuss the EQ-i 2.0 in relationship to areas of leadership

potential,

• Identify and understand how aspects of emotional intelligence

lead to derailing behaviours, and

• Apply what they have learned in the session by developing a

personal EQ-i 2.0 learning plan.

• Setting targeted audience

• Aligning organization

principals with EI skills

• Designing post workshop

activities

Pre Workshop 1

Pre Workshop 2D-10

Workshop D-Day

Post Workshop D+7 (or less)

• Workshop Preparation

• On Line assessment

• Interactive workshop

• Individual EQ-i report

• Individual workbook

• Action plan

• One on one debrief

• Group report

• Declaration of Intention

• Program review

• Next step

Post Workshop D+3 to 6 months• One on one debrief

• Group support session

• Review action plan


Program Process

Self Exploration

Activity

Ob

jective

• Self Discovery• Personal values • Behavior that support values • Emotion Matters• Mood meters• Exploring The EQ Model

• Calibrating individual values

• Aligning individual values with organization values

• Discovering the connection of values and EQ skills

Leadership Development Program Architecture

Day 1 Day 2

Leadership with EI

• Review day 1• Leadership potential• Leadership derailment• Transaction Analysis• Team EQ• Action Plan

• Build self awareness and the awareness of others

• Perceiving and managing emotions

• Develop leadership potential

• Improve leadership derailment

Post Workshop D+1

Coaching Debrief

One on One coaching debrief approximately 30 -45 minutes per participant

• Explore more the personal EQ assessment result

• Discover area of strength and development

• Declaration of intention

• Generate action plan

Post Workshop D + 90

Coaching Debrief

Small group coaching debrief session

• Discuss success and progress

• Discuss challenges and obstacle

• Team testimony

• Next action plan


Sample of Group Report ( HC & Mentor)

Our Clients


Companies using EQ-i

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