The document summarizes strategies for developing emotional intelligence. It discusses the four facets of emotional intelligence: self-awareness, self-management, social awareness, and relationship management. Specific strategies are provided to improve self-awareness, self-management, and relationship management. A four phase model is presented for creating an emotional intelligence development plan for an organization: preparation, training, transfer, and evaluation.

2. Presenting Today
Brianna O’Hara
Product Marketing Manager
BizLibrary
Katie Miller
Marketing Events Strategist
BizLibrary

3. www.bizlibrary.com/demo

5. https://online.hbs.edu/blog/post/emotional-intelligence-in-leadership
“Technical skills that helped secure your first
promotion might not guarantee your next.”
– Harvard Business Review
of what sets high performers apart
from peers with similar technical
skills and knowledge is EQ90%

6. 1. How to identify the four facets of emotional
intelligence in leaders
2. Strategies to improve leaders’ self-
awareness, in turn improving their team’s
engagement and productivity
3. How to create an EQ development plan for
your entire organization
Let’s Focus On…

7. WHAT I SEE WHAT I DO
PERSONAL COMPETENCE
SOCIAL COMPETENCE Social Awareness
Self-Management
Relationship
Management
Source: Emotional Intelligence 2.0, Travis Bradberry and Jean Greaves
Self-Awareness

8. WHAT I SEE WHAT I DO
PERSONAL COMPETENCE
SOCIAL COMPETENCE Social Awareness
Self-Management
Relationship
Management
Source: Emotional Intelligence 2.0, Travis Bradberry and Jean Greaves
Self-Awareness1

9. #1 Self Awareness
What is it?
Self-awareness is the conscious knowledge of one’s
own character, feelings, motives, and desires.
How can we improve our self-awareness?
Write down your
accomplishments
Acknowledge how your
skillsets have evolved
Reflect on WHY you’re
still passionate

10. See Feel
Motivate
#1 Self Awareness

11. Group Activity
1. How we’ve felt throughout the day
2. How can we better handle those emotions?
https://positivepsychology.com/self-awareness-exercises-activities-test/

13. WHAT I SEE WHAT I DO
PERSONAL COMPETENCE
SOCIAL COMPETENCE Social Awareness
Self-Management
Relationship
Management
Source: Emotional Intelligence 2.0, Travis Bradberry and Jean Greaves
Self-Awareness 2

14. Emotions can help or hurt situations and people, so
being able to manage your emotions allows you to
avoid unintentional hurt – both to yourself and others
– and create more positive outcomes through the way
you manage your behavior.
#2 Self Management
What is it?
Self-management is how you direct and control your
behavior by recognizing and responding to your emotions.

15. Conflict Resolution
• Listening skills
• Problem solving
• Negotiation
• Analytical skills
Building Self Management
Decision-Making
• Impulse control
• Time and patience
Goal Setting
• Know where you are, to
know where you’re going
Optimism
• Humor
• Future and vision

17. WHAT I SEE WHAT I DO
PERSONAL COMPETENCE
SOCIAL COMPETENCE Social Awareness
Self-Management
Relationship
Management
Source: Emotional Intelligence 2.0, Travis Bradberry and Jean Greaves
Self-Awareness
3

18. Empathy
The key to social awareness lies in your ability to empathize with others
#3 Social Awareness
What is it?
Social awareness is about recognizing and understanding
others’ emotions, needs, and concerns.

21. WHAT I SEE WHAT I DO
PERSONAL COMPETENCE
SOCIAL COMPETENCE Social Awareness
Self-Management
Relationship
Management
Source: Emotional Intelligence 2.0, Travis Bradberry and Jean Greaves
Self-Awareness
4

22. How can we improve our relationship management?
Developing a mindset that
assumes goodwill in others.
#4 Relationship Management
What is it?
Managing relationships is about intentionally building bonds with others, learning
how to positively influence interactions, and negotiating through difficult situations.
Monitoring your
conversation habits
Setting and keeping boundaries.

23. Monitoring Conversation Habits
1. Don’t Multi-task
2. Don’t Pontificate
3. Use Open-Ended Questions
4. Go With the Flow
5. If You Don’t Know,
Say That You Don’t Know
6. Don’t Equate Your Experience
with Someone Else’s
7. Try Not to Repeat Yourself
8. Stay Out of the Weeds
9. Listen
10. Be brief

24. “What boundaries do I need to put in place so I
can work from a place of integrity and extend
the most generous interpretations of the
intentions, words, and actions of others?”
– Brené Brown
Setting and Keeping Boundaries

25. You should have a clear goal in mind Make them concrete, easily understood,
and define consequences
Be firm, but kind and respectful
If someone violates your boundary,
enforce the consequences you
outlined right away, don’t let it slide.
1. Identify What You Need 2. Define Boundaries to Help Meet Your Needs
3. Communicate Your Boundaries 4. Enforce Those Boundaries

26. Preparation
Assess Org. Needs
Assess Individuals
Provide Feedback
Carefully
Maximize Learner
Choice
Encourage Participation
Link Learning EQ to
Personal Values
Adjust Expectations
Gauge Readiness
Training
Foster Positive
Relations Between
Learners and Trainers
Maximize Self-Directed
Learning
Set Clear Goals
Break Goals Into
Manageable Steps
Provide Opportunity
to Practice
Provide Feedback
on Practice
Experimental Methods
Enhance Insight
Prepare Learners
for Setbacks
Transfer
Encourage Use of Skills
on-the-Job
Provide Organizational
Culture That Supports
Learning
Remove Situational
Constraints
Evaluation
Improved Performance
Learning
Motivation
BRINGING EMOTIONAL INTELLIGENCE TO THE WORKPLACE, 1998 http://www.eiconsortium.org/reports/technical_report.html
Authors: Cary Cherniss, Ph.D. , Daniel Goleman, Ph.D. , Robert Emmerling, Kimberly Cowan, and Mitchel Adler
Evaluation

27. Preparation
Assess Org. Needs
Assess Individuals
Provide Feedback Carefully
Maximize Learner Choice
Encourage Participation
Link Learning EQ to
Personal Values
Adjust Expectations
Gauge Readiness
Motivation
BRINGING EMOTIONAL INTELLIGENCE TO THE WORKPLACE, 1998 http://www.eiconsortium.org/reports/technical_report.html
Authors: Cary Cherniss, Ph.D. , Daniel Goleman, Ph.D. , Robert Emmerling, Kimberly Cowan, and Mitchel Adler

28. Training
Foster Positive
Relations Between
Learners and Trainers
Maximize Self-Directed
Learning
Set Clear Goals
Break Goals Into
Manageable Steps
Provide Opportunity
to Practice
Provide Feedback
on Practice
Experimental Methods
Enhance Insight
Prepare Learners
for Setbacks
BRINGING EMOTIONAL INTELLIGENCE TO THE WORKPLACE, 1998 http://www.eiconsortium.org/reports/technical_report.html
Authors: Cary Cherniss, Ph.D. , Daniel Goleman, Ph.D. , Robert Emmerling, Kimberly Cowan, and Mitchel Adler
Learning

29. Evaluation
Transfer
Encourage Use of Skills on-the-Job
Provide Organizational Culture That
Supports Learning
Remove Situational Constraints
Evaluation
Improved Performance
BRINGING EMOTIONAL INTELLIGENCE TO THE WORKPLACE, 1998 http://www.eiconsortium.org/reports/technical_report.html
Authors: Cary Cherniss, Ph.D. , Daniel Goleman, Ph.D. , Robert Emmerling, Kimberly Cowan, and Mitchel Adler

30. Key TakeawaysKey Takeaways
The four facets of emotional intelligence; self-awareness, self-
management, social awareness and relationship management
Strategies to improve leaders’ EQ
• Active listening
• Being mindful
• Setting boundaries
• Networking (especially virtual)
4 phases to create an EQ development plan for
your entire organization, preparation, training, transfer and evaluation.

31. Questions?

32. Practical EQ: A Handbook
for Developing Your
Emotional Intelligence
Free Resource
You can download this ebook from the
resource widget or the link in chat!

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Katie Miller
Marketing Events Strategist
BizLibrary
Brianna O’Hara
Product Marketing Manager
BizLibrary