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Intelligence Gauge
Exercise of the brain is as important as exercise of the muscles. As we grow older, it's important that we keep mentally alert. The saying; "If you don't use it, you will lose it," applies to the brain, so.....
Following is a way to gauge your loss or nonnon-loss of intelligence. Take the following test and determine if you are losing it or are still "with it."
2. Say Silk" five times. Now spell Silk." What do Cows drink?
Answer:
If you said milk you are wrong Cows drink water
Milk
3. If a red house is made from red bricks, bricks, and a blue house is made from blue bricks, and a pink house is made bricks, from pink bricks and a black house is made from black bricks, what is a bricks, green house made from??
Answer: Greenhouses are made from g-----. If you g-----. said, "Green bricks, you are not concentrating.
If you said "glass," then go on to Question 4.
4. Twenty years ago, a plane was flying at 20,000 feet over Germany. If you recall, Germany at the time was politically divided into West Germany and East Germany. There is an engine failure and the plane crashes smack in the middle of "no man's land" between East Germany and West Germany.
land"?
5. If the hour hand on a clock moves 1/60 of a degree every minute how many degrees will the hour hand move in one hour?
Answer: One degree. If you said, "360 degrees" or anything other than "one degree," you are to be congratulated on getting this far, but you are obviously out of your league. Everyone else proceed to the final question.
, ff t t
Effective Leaders
Emotional Intelligence Sets Apart Good and Effective Leaders
What is Intelligence?
Typically focused on
analytic reasoning verbal skills spatial ability attention memory judgement
One Definition
Individuals differ from one another in their ability to understand complex ideas, to adapt effectively to the environment, to learn from experience, to engage in various forms of reasoning, to overcome obstacles by taking thought Concepts of intelligence are attempts to clarify and organize this complex set of phenomena. phenomena.
Neisser et al, 1996.
IQ
A eak predictor for
achievement job performance success overall success, ealth, & happiness
Accounts for a major component of employment success according to numbers of studies covering career success; maybe as much as 20-25%. 20-
IQ contributes only 20% to life success the rest comes from emotional intelligence (EQ) 5 areas of emotional intelligence 1. self-awareness 2. managing emotions 3. self-motivation 4. empathy 5. handling relationships.
Signaling function (that e might take action) Promote unique, stereotypical patterns of physiological change Provide strong impulse to take action
Basic Emotions--presumed to be hard Emotions--presumed wired and physiologically distinctive Joy Surprise Sadness Anger Disgust Fear
2.Using emotions the ability to 2.Using harness emotions to facilitate various cognitive activities, such as thinking and problem solving. The emotionally intelligent person can capitalize fully upon his or her changing moods in order to best fit the task at hand.
3.Understanding emotions the ability to comprehend emotion language and to appreciate complicated relationships among emotions. For example, understanding emotions encompasses the ability to be sensitive to slight variations between emotions, and the ability to recognize and describe how emotions evolve over time
4.Managing emotions the 4.Managing ability to regulate emotions in both ourselves and in others. Therefore, the emotionally intelligent person can harness emotions, even negative ones, and manage them to achieve intended goals.
Model
Yale psychologist Peter Salovey cites fi ve major areas of emotional intelligence: 1. Self-Awareness knowing ones emotions. 2. Managing emotions handling feelings so that they are appropriate. 3. Motivation marshalling emotions in service of a goal. 4. Recognizing emotions in others empathy, which is the fundamental people skill. 5. Handling relationships skill in managing emotions in others
Intra-personal, Emotional Self-Awareness Emotional Self-Regulation Emotional Self-Motivation Inter personal Empathy Nurturing Relationships
STEP 1: SELF-AWARENESS There is only one corner of the universe that you can be certain of improving; and that is your own self. Often, some of our inner drives are hidden from our consciousness. Emotional intelligence enables us to access this information by helping us to tune into our responses and identify our hot buttons those core beliefs and values which, if pressed, evoke the flight or fight response, trigger an emotion and propel us into action, for good or bad!
Self-awareness is the ability to see ourselves with our own eyes, to be aware of our Goals, immediate and long-term Beliefs, about ourselves and others Values, those things we hold dear Drivers, that affect how we work Rules, that we live by, the shoulds, musts and oughts Self-talk, the inner voice that tells us we can or cannot do something and the ways in which these impact on what we do and contribute to our map of the world.
Non-verbal behaviour Energy levels Impact on others Physical presence Skills Personal style Self-talk I'm not good at handling conflictNegative thinking evokes an 'emotional hijacking' and undermines performance. Beliefs about self and others Emotions own and others Hot buttons Fears and anxieties Judgements A good team member is Individuals are difficult when they Self-confidence Driver behaviour Rules As a...I must I should I ought
The 5 Components of EI
1. Emotional Self-Awareness Self2. Managing ones own emotions 3. Using emotions to maximize intellectual processing and decision-making decision4. Developing empathy 5. The art of social relationships (managing emotions in others)
Emotional Intelligence
Emotional Intelligence is the ability of an individual to :
To deal successfully with other people , To manage ones self, To motivate other people, To understand one's own feelings To appropriately respond to the everyday environment
Emotional Intelligence
In Working with Emotional Intelligence, author Daniel Goleman defines EI in the workplace as the ability of employees to recognize: Their own feelings The feelings of others What motivates them How to manage their emotions, both in themselves and in relationships with others
Emotional Intelligence
Emotional Intelligence doesn't mean being soft it means being intelligent about emotions a different way of being smart. Emotional intelligence is your ability to acquire and apply knowledge from your emotions and the emotions of others in order to be more successful and lead a more fulfilling life and career.
Need
When relationships Fail, It is Usually Due To Poor Emotional Intelligence
Bosses and leaders, in particular, need high EQ because they represent the organization to the public, they interact with the highest number of people within and outside the organization and they set the tone for employee morale, says Goleman
Traits
Commitment
Passion
Honesty
Empathy
Innovation
Maturity
Achievement drive
A bad leader
Does not listen Fails to delegate Does not show respect Shows no interest in followers Gives negative feedback to a third party Does not praise when praise is due Criticizes in front of others Takes personal credit for others ideas Is always taking control Has a tendency to bully!
Leaders with empathy are able to understand their employees needs and provide them with constructive feedback, he says
CHARISMA
The process of influencing major changes in the attitudes and assumptions of organization members, and building commitment for the organizations objectives The special quality that gives someone power and authority over a large number of people
Leader Behavior
Personal Meaning
The degree to which peoples lives make emotional sense and that the demands confronted by them are perceived as being worthy of energy and commitment.
Visionary
Verbal Skills
Inspires Trust
Self Promoting
Empowers Others
VISION
The ability to imagine different and better conditions and ways to achieve them Future orientation See the difference in how things are and how they should be
COMMUNICATIONS SKILLS
Great rhetorical skills
Especially oral Can speak about the vision and make the followers see it Hitler captivated people, even those who spoke no German
T UST
Followers have total trust and belief in the leader and the cause Show commitment to followers, who return it
ACCEPT ISK
Willing to be at great personal risk
Professionally Physically
Willing to risk the followers Use unconventional (risky) strategies & methods to achieve goals
SELFSELF-P OMOTING
Beat their own drums Campaign for the cause Explain their vision to all who will listen or read
Teaches leaders cope when change & uncertainty hits organization or their personal lives.
Help them being focused and stay on track by remembering purpose & vision.
EQ & Managers
Emotional Intelligence is very important for managers as their behavior & treatment of their people determine turnover and retention of the company. Managers & supervisors are the direct line of contact for the employees. They interact daily with individuals who have distinct needs, wants & expectations. They significantly influence the attitudes, performance & satisfaction of employees within their departments & other departments.
EQ is very important for managers as they are the direct line of contact & their behavior & treatment determines retention & turnover
EQ & Managers
The stress of trying to lead and satisfy so many people's changing needs and expectations can be overwhelming, to say nothing of the demands from upper management. Being both firm and caring at the same time causes many to feel inadequate for the role..
85 % percent of turnover is reportedly due to an inadequate relationship between the employee and their direct supervisor
EQ & Managers
Enhancing EI skills enables Supervisors and Managers to regulate their emotions and motivate themselves more effectively allowing them to manage their own emotional turmoil effectively and demonstrate compassion and empathy for their employees employees.
IT also provides them with the courage to push against the system to make necessary changes for their people.
All employees want a supportive, caring Supervisor or Manager who has their best interests at heart
EQ & Managers
Knowing this, the employee will be more likely to turndown offers from other companies to work for such a person.
Upon graduating from college, Debra believed that if she worked hard, she would achieve her career success goals
Example to illustrate how EQ can positively or negatively impact one's career and the organization: organization:
However, just two years into her career she was fired.
Example to illustrate how EQ can positively or negatively impact one's career and the organization: Debra Benton reports in her book, Lions Don't Need to Roar, "I was Roar, stunned ... college courses had not addressed the importance of people skills or being a team player. That lack of knowledge cost me my job." She thought work was all about producing results. While working with an outplacement firm, Debra met other high producers who had lost their jobs for the same reason.
The number one-factor that sets onehighhigh-powered professionals apart from the pack is a high level of emotional intelligence, compassion and energy to function in a team environment
Debra soon learned that shooting stars have a short life cycle if they are unable to relate to and understand others.
An Example of EQ
Suppose that the morning of a big presentation you have a fight with any of your family member. Not a big argumentmaybe just one of those unnerving argument spats about who forgot to pick up the dry cleaning cleaning so your morning doesnt get off on the right foot. Then you car is punctured upping your stress level a bit more. When you arrive at work, theres a problem with the elevators, causing more delay. Arriving at the conference room for your presentation, you find that the sound system doesnt work and the caterer hasnt shown up with refreshments. Your junior associate associatewho was supposed to call the caterer caterer bears the brunt of your anger that has been building since you left the house.
Types of EQ
Its not overly egalitarian to suggest that most professionals, managers and executives are fairly smart people (of course there can be glaring exceptions), but there can be a huge difference in how well they handle people. That is, the department manager may be a genius in technical, product or service knowledgeand get knowledge failing marks in terms of people skills.
Motivating Employees
The greatest motivation comes from a persons belief system Motivation is like a fire- unless you firekeep adding fuel to it, it dies. But ,if the source of motivation is belief in inner values, it becomes long lasting Experience shows that People will do a lot for money, more for a good leader and do most for a belief People do things for their own reasons, not yours
participating in a competition. The target was to get to the top of a high tower.
A crowd of people had gathered to observe the race and encourage the participants.....
Quite honestly: None of the onlookers believed that the baby frogs could actually accomplish getting to the top of the tower. Words like: "h, its too difficult!!! Theyll never reach the top." or:
"Not a chance... the tower is too high!"
One by one some of the baby frogs fell off ...Except those who fastly climbed higher and higher..
More baby frogs became tired and gave up... ...But one kept going higher and higher..... He was not about giving up!
All the other participants naturally wanted to know how he had managed to do what none of them others had been able to do!
they will deprive you of your loveliest dreams and wishes you carry in your heart !
Always be aware of the power of words, as everything you hear and will interfere with your actions!
Therefore:
Always stay
POSITIVE!
And most of all: Turn a deaf ear when people tell you, that you cannot achieve your dreams!
Growth Opportunities
Growth is everyones prime objective.
Therefore it is implicit to offer growth opportunities. The vital factor that ensures a majority of senior level employees remain associated with your organization. This is more crucial in an industry like BPO, which has the highest churn rate because of the prolonged boom in the industry.
Attractive Package
Remuneration package is the driving force
of any employment. Handsome package as a platform for people to take new initiatives. Besides basic package, there can also be performance-based incentives-relating to performanceincentivestargets achieved, accuracy and productivity.
Personnel Training
An organization should also take due care
of the training and development needs of its employees. Besides helping them improve their skills and enhance their performance, it should also foster a faster growth rate in their career path.
Recreation
Recreation is an important as any other tool. It helps in creating a conducive environment making fun for everyone. Thus, it is necessary to introduce consistent recreation initiatives like Sports, Activities, family get together and unwinding zones at the workplaces Besides this, cultural programmers and Birthday celebrations break the monotony of everyday work pressure.
The Grievances
In order to create a supportive work atmosphere, ensure a prompt atmosphere, ensure a prompt redressed of grievances. This reinforces an employees belief in the management and in the fact, that no stone will be left unturned to identify and solve their grievances and quickly as possible.
Coned..2page
The Grievances
The unbridled growth of the new economy, the emergences of the knowledge worker and the high demand for talent in the domestic and global markets have rewritten the rules of the game. Though hiring good employees is a nightmare, it is more difficult to retaining good employees. The talent management is the key area in every organization worth its HR department and CEOs are more worried about intellectual capital than working capital. To add to the problems are the huge packages being doled out at all levels.
SELFSELF-AWARENESS
High self-awareness refers to having an selfaccurate understanding of how you behave, how other people perceive you, recognizing how you respond to others, being sensitive to your attitudes, feelings, emotions, intents and general communication style at any given moment and being able to accurately disclose this awareness to others.
SKILL INDICATORS
Know when you are thinking negatively Know when your self-talk is helpful self Know when you are becoming angry Know how you are interpreting events Know what senses you are currently using Know how to communicate accurately what you experience Know the moments your mood shifts Know when you are becoming defensive Know the impact your behavior has on others
SKILLS ASSESSMENT
Do you recognize your feelings and emotions as they happen? Are you aware of how others perceive you? How do you act when you are defensive? Are you aware of how you speak to yourself?
SELF MANAGEMENT and AWARENESS Emotional awareness Accurate self-assessment selfSelfSelf-confidence SELF - REGULATION Self-control: Self-control: Trustworthiness Conscientiousness: Conscientiousness: Adaptability Innovativeness SELF - MOTIVATION Achievement drive: drive: Commitment: Initiative Optimism: Optimism:
SELF - REGULATION
Self-control: Managing disruptive emotions and impulses. People with this competence: Manage their impulsive feelings and distressing emotions well Stay composed, positive, and unflappable even in trying moments Think clearly and stay focused under pressure Trustworthiness: Maintaining standards of honesty and integrity. People with this competence: Act ethically and are above reproach Build trust through their reliability and authenticity Admit their own mistakes and confront unethical actions in others Take tough, principled stands even if they are unpopular Conscientiousness: Taking responsibility for personal performance. People with this competence: Meet commitments and keep promises Hold themselves accountable for meeting their objectives Are organized and careful in their work
SELF - MOTIVATION
Achievement drive: Striving to improve or meet a standard of excellence. People with this competence: Are results-oriented, with a high drive to meet their objectives and standards Set challenging goals and take calculated risks Pursue information to reduce uncertainty and find ways to do better Learn how to improve their performance Commitment: Aligning with the goals of the group or organization. People with thiscompetence: Readily make personal or group sacrifices to meet a larger organizational goal Find a sense of purpose in the larger mission Use the group.s core values in making decisions and clarifying choices Actively seek out opportunities to fulfill the group.s mission
Managing Others
Management Skills For Everyone
Time specific
1. Spreading yourself too thin 2. Being Afraid 3. Not wanting to say no 4. Being tied to the phone 5. Procrastinating
Team/Office Politics
Power, know who has it Opportunity to align yourself Learn to keep on top of things Identify with a mentor Track your success skills Involve yourself in other
activities Communicate effectively and know how to handle conflict Separate yourself as a star
resentment 2. Tolerate with resentment 3. Leave the situation 4. Protest. + = + If they are nice be nice - = + Give jerks the benefit of the doubt
Career Killers
Lack of direction or goals Having no Emotional Intelligence Not using Emotional Intelligence Refusing to be a team player Behaving passively or aggressively Negative work habits Attitude of indifference Expecting others to look out for you
Planning
Organizing
Leading
Controlling
(continued)
People Skills
Delegating Influencing Motivating Handling conflict WinWin-win negotiating Networking Communicating
Verbal Nonverbal
SelfSelf-Awareness Skills
Personal adaptability Understanding personal biases Internal locus of control
Working Environments
The physical workplace provision has an important effect on individual productivity and satisfaction
Comfort; Privacy; Facilities.
How EQ succeeds IQ
Emotional Intelligence explains why inspire of equal intellectual capacity, educational background, training or experience some people excel while others of same caliber and high educational degree lag behind. Emotional Intelligence is the dimension of intelligence responsible for our ability to manage ourselves and our relationship with others.
EQ versus IQ
An intelligence quotient or IQ is a score derived from one of several different standardized tests attempting to measure intelligence. The term "IQ," is a translation of the intelligence. German Intelligenz-Quotient, Intelligenz-Quotient, IQ scores are used in many contexts: as predictors of educational achievement or special needs, by social scientists who study the distribution of IQ scores in populations and the relationships between IQ score and other variables, and as predictors of job performance and income. income.
Intelligence quotient or IQ
EQ versus IQ
In the business world so much of emphasis has been placed on intellect. Intellect has proven invaluable to drive our success in business. Process and procedures based on analysis,logic,strategies are critically important However to get the higher level of competence in business we must blend the progress that we have made in using intellect & IQ with the invaluable competencies of EQ.
Why EQ???
EQ is the distinguishing factor that determines if we make lemonade when life hands us lemons or spend our life stuck in bitterness. EQ is the distinguishing factor that help us to maintain a warm relationship or a distant contacts. EQ is the distinguishing factor which draws others to us or repels them. EQ is the distinguishing factor which enable us to work in coordination with others or to create a disputed situation. EQ is the distinguishing factor which enables to win the heart of people or to win the situation by argument. argument.
Why EQ
EQ is the distinguishing factor that determines if we make lemonade when life hands us lemons or spend our life stuck in bitterness
EQ is the distinguishing factor that help us to maintain a warm relationship or a distant contacts.
EQ is the distinguishing factor which enable us to work in coordination with others or to create a disputed situation
EQ is the distinguishing factor which enables to win the heart of people or to win the situation by argument
Benefits of EQ
The competencies & gift that EQ gives us are many. Included are skills that drive our internal world as well as our response to the external one. Some examples includes personal motivation, personal mastery over our lifes purpose & intention empathy for others social expertise that allow us to network and develop relationships that enhance our purpose character & integrity that enable us to appear genuine and aligned; a tenacity to face and resolve both internal and external conflict personal influence that enable us to advance our purpose.
Benefits of EQ
Personal Motivation
Empathy
Social expertise that allow us to network and develop relationships that enhance our purpose
Use of EQ at Workplace
It is EQ that will solve our retention & morale problems improve our creativity create synergy from teamwork speed our information by way of sophisticated people networks drive our purpose and ignite the best and most inspired performance from our followers.
EQ in the Workplace
It is really very sad that after so much research on the benefits of Emotional Intelligence, too many managers and leaders continue to ignore the facts. They're stuck in their old patterns of intimidation and coercion, demoralizing employees and creating attitudes of grudging compliance. The point to remember is Emotional Intelligence is learnable. All that needs to happen is for managers and leaders to see the benefit of doing so.
Vs.
Type B Personality
Type A Personality
Highly Competitive Strong Personality Restless when inactive Seeks Promotion Punctual Thrives on deadlines Multi jobs at once
Type B Personality
Works methodically Rarely competitive Enjoys leisure time Does not anger easily Does job well but doesnt need recognition EasyEasy-going
Aggressive People
Body language
Stiff and straight Points, bangs tables to emphasize points Folds arms across body
Verbal language
I want you to You must Do what I tell you! Youre stupid! Aggressive people are basically insecure.. Try to avoid them.
Submissive people
Body Language
Avoids eye contact Stooped posture Speaks quietly Fidgets
Verbal Language
Im sorry Its all my fault Oh dear
Assertive People
Body language
Stands straight Appears composed Smiles Maintains eye contact
Verbal language
Lets How shall we do this? I think What do you think? I would like
Types of Conflict
Within an individual Between two individuals Within a team of individuals Between two or more teams within an organization
Causes of conflict
Conflict of aims- different goals aimsConflict of ideas- different ideasinterpretations Conflict of attitudes - different opinions Conflict of behavior- different behaviorbehaviors are unacceptable
Stages of Conflict
Conflict arises Positions are stated and hardened Actions, putting into action their chosen plan Resolution???
Preventing Conflict
Assess positive and negative personality traits of people involved Determine personality type
Aggressive Submissive Assertive
Preventing Conflict
Review past conflicts Assess communication skills of those involved Read body language of participants
Preventing Conflict
Try to reduce conflict
Realize that communication is colored by personal experience, beliefs, fear, prejudices Try to be neutral Plan the timing and place of the conversation Realize that outside stress may add to confrontation Eliminate/reduce external interruptions
Preventing Conflict
Aids to Communication
Listen Actively Relax Observe body language Develop interest in others interests Ask for clarification Plan what you are going to say Tailor words to person Determine the best timing Determine the best place Why is the conversation necessary
WACem method
Whats bothering you?
EI is being seen as an excellent medium to enhance the environment, culture, leadership and team dynamic within an organization.
Quote
You can buy peoples time; you can buy their physical presence at a given place; you can even buy a measured number of muscular motions per hour. But you cannot buy enthusiasmyou cannot buy loyaltyyou cannot buy the devotion of their hearts. This you must earn."
The task of the leader is to get his people from where they are to where they have not been. - Henry Kissinger
Solid ,pure human relations and support are the key to any success Talal Abu Ghazaleh
First they ignore you, then they laugh at you, then they fight you, then you win Mohandas Gandhi
Success is a lousy teacher. It seduces smart people into thinking they can't lose . Bill Gates Personality is reduced and deformed with depleted thoughts and stagnant mind.
King Hussein
I have found that being honest is the best technique I can use. Coming together is a beginning; keeping together Right up front, tell people what you're trying to is progress; working accomplish and what together is success. you're doing... Lee Henry Ford Iacocca
J. Paul Getty
Pretending,
Selective,
Empathetic listening
BATTERIES
Heres why these eight emotional intelligence management competencies qualities are so important now
SelfSelf-awareness and accurate self-assessment: selfWithout self-awareness and selfaccurate self-assessment, selfexecutives and managers will be too quick to get irritated with others, will create problems in their work relationships and in their personal relationships, will come across as abrasive, wont be able to admit mistakes or accept useful, realistic criticism, and wont have a realistic awareness of their strengths or limitations.
Initiative
Executives and managers who are rather low in initiative ill be responding to events, rather than being proactive, thereby finding themselves in continual crisis mode. Plus when leaders arent utilizing initiative, they may fail to seize strategic opportunities, either because they havent started their analysis and planning process early enough or because they may resist taking even well calculated risks.
Sound decision-making decisionIf a manager or executive is low in their ability to make sound decisions this will only be accentuated in a period of great uncertainty and turbulence. Executives low in this area may spend more time than they can afford to in analysis, may not demonstrate the courage to make choices, may avoid taking responsibility, and may lack the commitment to execute a decision fully.
Empathy
When managers and executives dont demonstrate enough empathy in times of uncertainty or crisis, they will likely be seen as indifferent, uncaring and ininauthentic all of which will make employees be less cooperative and less communicative. The manager may be left feeling misunderstood, and will have difficulty reading their employees
Communication
Managers and executives will be hampered to an extraordinary degree if they dont use adequate communication skills during turbulent times. By not communicating well enough managers will tend to avoid getting into dialogue about important issues, will often only communicate good news and will tend to try to hide bad news hurting trust, and will have great difficulty in managing complicated issues. In addition, they will appear unavailable and uncaring to others, which will hurt teamwork and cooperation.
Influence
When executives and managers are low in the management competency of influence they will fail to leave the right impression, will tend to alienate others rather than getting support, may end up working too independently and even against the group, and will have difficulty motivating the group quickly enough to address the eminent challenge
Adaptability
Without ramping up the ability to be more adaptable in a time of turbulence and uncertainty many executives and managers will tend to respond negatively to new, changing situations. In addition, they may show emotional strain to others when they have to shift priorities; tend to express, or simmer with, frustration with change even if it is for a positive purpose; will have difficulty adapting their responses and tactics to fit the emerging circumstances; and ultimately will often be hesitant in taking on new challenges.
SelfSelf-management
When managers or executives have low selfselfmanagement they tend to react impulsively in stressful situations, possibly get overly stressed, angry or upset when facing rapidly changing situations or conflict at work; and sometimes respond to problems in a no constructive manner which often causes unwanted consequences.
Advice on Using
Do not undermine your worth by comparing yourself with others. It is because we are different that each of us is special.
Do not set your goals by what other people deem important. Only you know what is best for you.
Do not let your life slip through your fingers by living in the past nor for the future. By living your life one day at a time, you live all the days of your life. Do not give up when you still have something to give. Nothing is really over until the moment you stop trying. It is a fragile thread that binds us to each other.. other..
Do not be afraid to encounter risks. It is by taking chances that we learn how to be brave.
Do not shut love out of your life by saying it is impossible to find. The quickest way to receive love is to give love; the fastest way to lose love is to hold it too tightly.
Do not dismiss your dreams. To be without dreams is to be without hope; to be without hope is to be without purpose.
Do not run through life so fast that you forget not only where you have been, but also where you are going.
Life is not a race, but a journey to be savored each step of the way.
Just do it!
Many of lifes failures are people who did not realize how close they were to success when they gave up. T. Edison
Conclusion
Thus in today's scenario its very important for any manager or executive to learn this skill of Emotional Intelligence We all can be emotionally intelligent by practicing it as it is a very much trainable skill. Lets learn it and use it for organizational as well as for our personal success.