Project Management | Self-Awareness and Healthy Relationships: Foundation for Success
Being emotionally intelligent means being self-aware, leading yourself, being empathetic and managing relationships accordingly. If you think. Healthy relationships rely on the emotional and social intelligence of the people involved. These rely on self-awareness. management, social awareness, and relationship management. Personal competence (self-awareness and self-management) focuses on us as individuals .
Your feelings for each role might be happy, frustrated, anxious Predict how you will feel: Practice naming and accepting the feelings. You might say "I may feel angry", or "I may feel frustrated".
Why self-aware leaders are more productive and effective
Naming the feeling puts you in control. Try to choose an appropriate reaction to the feeling rather than just reacting to it. Emotionally intelligent people plan to put time aside to build awareness.
One way to do this is to meditate or reflect daily. This means that you plan to create a quiet space for yourself in the day, away from work or other activities, and spend time focusing on doing something that opens your mind to deeper thoughts.
Emotional Intelligence and Relationship Management
Values, beliefs and assumptions Values are the principles, standards, morals, ethics and ideals that guide our lives. Knowing your values is an essential part of building awareness of yourself. Knowing your values is like following a well sign-posted road. You're comfortable and secure because you know where you are, you know where you're heading, and you're confident, relaxed and happy knowing you're on the right road.
Here's a great personal assessment I created to help you discover your values.
Complete the other three parts of this assessment for a complete awareness building exercise. Assumptions Developing awareness of the assumptions we hold about others is an important aspect of emotional intelligence. Self awareness also means that we shouldn't ignore the assumptions we hold about ourselves. Assumptions about ourselves can be positive or negative. Try This Spend some time thinking about a challenging task you performed recently.
Can you think of one? It could be work related, or something you did at home. What were the first thoughts you had about your ability to complete the task? If your immediate thoughts were positive how do you think this influenced your ability to complete the task? If your first thoughts about yourself were negative - that's ok!
But spend a little time thinking about how these thoughts made you feel about completing the task. How could you turn this thought around next time? Take a moment to write down a more preferred positive thought you could try next time.
The beliefs that we have about ourselves are important as they determine our behaviour. To have greater self awareness or understanding means to have a better grasp of reality. EI on the other hand can be learned at any age. Growing your competency in EI is not easy or quick, as it takes perseverance in the process of critical self-evaluation, commitment to improvement and of course behavioural practice.
It is also important to note, that competence in Emotional Intelligence does not necessarily increase with age as you might expect. Emotional Intelligence Figure 1. The core of Emotional Intelligence is self-awareness. The starting point and key in these areas is the ability to be critically self-reflective. Self-management is comprised of five competencies; Self-control, which is keeping disruptive emotions and impulses under control; transparency, which is maintaining standards of honesty and integrity, managing yourself and responsibilities; adaptability, which is the flexibility in adapting to changing situations and overcoming obstacles; achievement orientation, which is the guiding drive to meet an internal standard of excellence; initiative, which is the readiness to seize opportunities and act.
Social Awareness is comprised of three competencies; empathy, which is understanding others and taking an active interest in their concerns; organisational awareness, which is the ability to read the currents of organisational life, build decision networks and navigate politics; service orientation, which is recognising and meeting customers needs.
The Social cluster of Relationship Management is comprised of seven competencies; visionary leadership, which is inspiring and guiding groups and individuals; developing others, which is the propensity to strengthen and support the abilities of others through feedback and guidance; influence, which is the ability to exercise a wide range of persuasive strategies with integrity, and also includes listening and sending clear, convincing and well-tuned messages; change catalyst, which is the proficiency in initiating new ideas and leading people in a new direction; conflict management, which is resolving disagreements and collaboratively developing resolutions; building bonds, which is building and maintaining relationships with others; teamwork and collaboration, which is the promotion of cooperation and building of teams.
The Emotionally Intelligent Organisation: The Emotionally Intelligent Organisation i. Effective leadership improves business performance and provides organisations with a competitive advantage.
Becoming an EI organisation The decision to become an emotionally intelligent organisation needs to be based on an organisational strategy to improve business performance. To implement this strategy you first need to define what the core capabilities your business requires to achieve its vision, values and business strategies which includes Emotional Intelligence clusters and competencies.
Emotional Intelligence and Relationship Management
You will also need to identify the more specific competency profiles for positions within the organisation. This capability framework and competency profiles, then forms the basis for your performance management system in conjunction with your Key Performance Indicators.
The performance management system then becomes a mechanism for driving and achieving changes in the workplace. The framework can also be used to support recruitment and selection and other cultural development strategies, thus ensuring a more appropriate match of people and organization goals. In other words it will grow their Emotional Intelligence.
These are seen primarily through improved leadership and interpersonal relationships and as a result improved business performance. Growing your EI competencies is not easy or quick, as it takes perseverance in the process of critical self-reflection, commitment to improvement and of course behavioural practice.
Transformational Learning When you grow your Emotional Intelligence, it is called transformational learning, as this growth comes from using critical self-reflection.