Creating Effective Organization- (Half Credit) RM 602.

Course Content

1. Economic Trends, Goal Setting, Benchmarking best practices for continuous improvement 2. EQ and IQ, Turnaround Strategies 3. Corporate Social Responsibility, Effective Leadership, Business strategy 4. Determination, Passion and Drive for Excellence 5. Strategy, Networking, People Orientation, Delegation 6. Business Dilemmas, Leadership, Work ethic 7. Business Scenario- Awareness & Analysis, Vision building 8. Characteristics of Organizational Culture, Changing Organizational Cultures, Steps to Change, Implementing skills, Leading Change, Understanding cultural differences Reference Text Principles of Management Davar 1. Literature by Jim Collins

9. EQ and IQ, Turnaround Strategies

Emotional Intelligence

What is Emotional Intelligence?

The ability to perceive accurately, appraise and express emotion; The ability to access and/or generate feelings when they facilitate thought The ability to understand emotion and emotional knowledge The ability to regulate emotions to promote emotional and intellectual growth.

Elements of Emotional Intelligence Personal Competencies: 1. SELF-AWARENESS Knowing one's internal states, preferences, resources, and intuitions.

2. MANAGING EMOTIONS Managing one's internal states, impulses, and resources. 3. MOTIVATION Emotional tendencies that guide or facilitate reaching goals.

Social Competencies: 4. 5. EMPATHY Awareness of others' feelings, needs, and concerns. SOCIAL SKILLS Adeptness at inducing desirable responses in others.

SELF-AWARENESS High self-awareness refers to having an accurate 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 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?

MANAGING EMOTIONS The capacity to soothe oneself, to shake off rampant anxiety, gloom, despair, or irritability. The ability to be able to keep an emotional perspective. SKILL INDICATORS

Able to identify shifts in physiological arousal

Be able to relax in pressure situations Act productively in anxiety-arousing situations Calm oneself quickly when angry Associate different physiological cues with different emotional states Use self-talk to affect emotional states Communicate feelings effectively Reflect on negative feelings without being distressed Stay calm when you are the target of anger from others SKILLS ASSESSMENT

Do you use anger productively? Can you manage your anxiety in times of change? Can you put yourself in a good mood?

MOTIVATION Be able to channel emotions to achieve a goal; to postpone immediate gratification for future gratification; to be productive in low interest, low enjoyment activities; to persist in the face of frustration and generate initiative without external pressure. SKILL INDICATORS

Able to "gear up" at will Able to regroup quickly after a setback Able to complete long-term tasks in designated time frames Able to produce high energy in the context of low-enjoyment work Able to change and stop ineffective habits Able to develop new and productive patterns of behavior Able to follow through words with actions SKILLS ASSESSMENT

Are you persistent? Do setbacks set you back? Can you psyche yourself up?

EMPATHY The ability to exchange information on a meaningful level. Adept in skills necessary for organizing groups and building teams, negotiating solutions, mediating conflict among others, building consensus, and making personal connections. SKILL INDICATORS

Work out conflicts Build consensus Mediate conflict between others Exhibit effective interpersonal communication skills Articulate the thoughts of a group Able to influence others, directly or indirectly Build trust Build support teams Make others feel good Sought out by others for advice and support SKILLS ASSESSMENT

Is it easy for you to resolve conflict? How well do you give criticism? Are you a good listener? Do you frequently praise people?

SOCIAL SKILLS Being aware of other people's feelings and emotions; being able to listen to their feelings; being able to help others deal with their feelings and emotions in productive ways and assist them in increasing their awareness about their own impact on others.

SKILLS INDICATORS

Able to accurately reflect back to others the feelings they are experiencing Stay calm in the presence of others' distressful emotions Recognize when others are distressed Able to help others manage their emotions Be perceived by others as being empathic Able to engage in intimate conversations with others Able to manage group emotions Detect incongruence between others' emotions and their behavior SKILL ASSESSMENT

Are you skillful in managing the emotions of others? How do you know when your boss is angry, sad, anxious? Can you manage an angry group? Are you comfortable with your feelings? Emotionally Intelligent Organizations

The emotionally intelligent work group or organization has a culture that exhibits:

Organizational Self-Awareness of its internal and external needs; Management of Organizational Emotions through leadership, celebration and environment; Organizational Motivation through meaningful work and the delivery of incentives; Organizational Empathy by maintaining effective and meaningful relationships with consumers and employees; Mentoring of Organizational Social Skills through training, productive personnel selection practices, and performance appraisal. Source Unknown

The Seven Profoundly Powerful.. Profoundly Simple Techniques for Increasing Emotional Competence 1 . Take time everyday to appreciate what's right in the world and in

your life . Generating feelings of gratitude, on purpose, reduces the amount of damaging stress hormones in your body. And, adopting a habit of appreciation sets up a positive self-fulfilling prophecy - since you are in the practice of identifying things to appreciate, you are more likely to notice those things. 2. Increase your feeling word vocabulary. Most people have a very limited vocabulary for emotion, e.g. love, hate, fear, etc. Getting more accurate in naming and expressing your feelings helps you know yourself and connect better to others. 3. Be your own best friend. Think of the advice you give a dear friend in a difficult time - and take that advice yourself! Eat well, exercise, relax, play, avoid cigarettes and alcohol. These practices set up the conditions in your life that will make it easier to be emotionally competent. 4. Listen with your heart. Creating an emotional connection by sincere listening has positive physical, mental, and emotional benefits for both the speaker and the listener. When you are completely attentive to what someone else is saying, your blood pressure drops. 5. Talk back to yourself. That negative voice in your head can be quite convincing persuading you to judge others, be pessimistic, etc. pulling in all the destructive feelings that go along with those destructive thoughts. You can create a louder, more persuasive voice that helps you find an equally believable, more optimistic viewpoint. You'll be more likely to cut others some slack, you'll see more options, and you'll feel better! 6. Tune in to your body Notice where and when you feel different feelings. Emotions are a source of information and paying attention to what you feel in your body is a good way to access that information. If you don't know why you feel certain feelings, ask your body, e.g. "Why do I feel a pain in my neck?" "What's this shoulder ache about?" 7. Smile more !!! Different facial expressions have corresponding feelings associated with them. So.. if you want to feel better.. turn on a smile and wait for good feelings to come along! Kate Cannon Emotional Intelligent - The Concept What does it mean to be emotionally intelligent? According to Daniel Goleman, author of Working With Emotional

Intelligence (1998), EI is a combination of five competencies: selfawareness, self-regulation, self-motivation, empathy and social relationships. In other words, emotional intelligence is the ability to sense what is going on in a situation, to know how we feel while we are in that situation, to be able to assess and take into account other peoples thoughts and feelings accurately and to respond appropriately. To reach success in all life and work endeavors, emotional intelligence, also called Emotional Quotient (EQ), is as important as IQ, yet it is frequently dismissed as being all fluff, often by individuals who tend to be disconnected from their own emotions, and therefore, dont perceive any added value to this intelligent source of information. The truth of the matter is that every environment, whether it is social, family or work related, involves human beings, and human beings are emotional beings. It is simply the way we are wired all incoming data pass through the limbic region of our brain where they are instantly analyzed for their emotional value before going to the cerebral cortex for processing. Therefore, our brain is structured in such a way that we experience the emotion before we formulate an accompanying thought. When infants are born, they communicate their needs almost exclusively through their emotional language. They can "tell" us how they feel although they have not yet acquired language. As we mature toward adulthood, we dont lose this first language, but we do learn to suppress and invalidate it. Its just a feeling, we tell ourselves Emotional Intelligence at Work Every aspect of our work life is linked to emotional intelligence respect in the workplace, interpersonal assertion, empathy, decision making, motivation and drive, stress management, adaptability to change, communication, conflict resolution, team building, coaching, leadership, customer service and even time management. By being more aware and knowledgeable of our emotional reactions at work, we automatically increase our power of choice. Choice comes from knowledge. If we dont know what we are feeling or why we are feeling it, how can we change it or have control over it? We must first know what it is!

Improving EQ skills Where to begin? Begin with the very first step raise your immediate level of awareness. For example, if youre feeling a sense of panic or anger in a work situation, be fully aware of your emotional state as you are experiencing it. With this self-knowledge, you will be able to bring your feelings under control (i.e., not let yourself be overwhelmed by the emotion) and you will have the choice to channel your feelings into productive behaviors aimed at resolution, decision making and problem solving. Raise your ability to read emotions. While you are in a situation, take the extra moment to assess what you are feeling or what another person may be feeling. An emotion is too important to dismiss whether it is your own emotion or that of a co-worker. Emotions provide vital information that will remain invisible if you dont really pay attention. Develop the habit of monitoring your emotions from moment to moment. The idea is not to become obsessed and spend all your time on self-reflection and analysis. The idea is to become more comfortable at tuning in to every source of information present in a work situation by taking into account both external and internal cues. Improve your ability to handle change, contradictions, ambiguity, stress, errors, etc. Self-regulation of emotions usually relates to feelings that upset and distress us. These are the feelings that can get in the way of making sound decisions, handling a conflict appropriately and effectively, or communicating a delicate aspect of a performance evaluation. Practice delaying gratification and managing impulsiveness. We all need positive feedback and encouragement about our work yet when it is absent or insufficient, we must be able to rely on our own capacity for self-validation in order to stay motivated and continue to give our best at work. Also, when we act impulsively, our judgment may be clouded and we may say something hurtful to a co-worker or make a decision that we

soon regret. Remembering that emotions precede thought, it is a good idea to slow down our reaction time long enough to become aware of what we are feeling in the situation. By doing so, we may realize that what we were about to say or do was not the right thing at the right time. Practice attentive listening. In working with others, listening is an integral part of conflict resolution strategies. We sometimes push with our words when it would be more appropriate to pull back and allow some room for exploration and input from others. Emotional intelligence is about appropriate response. It is sometimes more appropriate to listen than speak. Strive for social competence. It doesnt matter if youre in a leadership position at work or not, you are a leader in life and however you choose to act, respond, listen, empathize, communicate, etc. in your work environment, you are a model of professional ethics for anyone who is sharing your workspace. Emotional intelligence is more than a set of skills or competencies. It is a learned ability to identify, experience, understand and express human emotions in healthy and productive ways. A higher EQ benefits work, relationships and health. Higher emotional intelligence improves services to your clientele, promotes diversity of ideas among individuals in your workplace, increases your coping skills in times of transformation, builds teams that are more respectful, effective and focused, prevents inappropriate behavior that could lead to conflict, develops your leadership/coaching skills and also supports your ability to learn since managed emotions give you better access to your IQ. Emotional intelligence promotes self-accountability and a strong belief system anchored in human values. In that sense, emotional intelligence is a way of life. Jeannine Ouellette, M.A. The Top 10 Ways to Improve Your Empathic Ability !!

Dear Friends ,

We all have the ability to be empathic. Empathy can be a great asset in your professional and personal life. Enjoy the process. 1. Check out your emotions. Let them out and touch, feel, taste, smell and look at them. Some people only identify a few emotions (happy, sad or angry). There are many more. Get acquainted with your feelings. 2. Clear out your stuff, physically. Clean out your garage, attic, closets, cupboards, bookcases, get rid of anything you don't use/need. We invest lots of energy hanging on to things from the past. It's time to let go and free up that energy for something better. If you are a major pack rat, get someone to help(they won't have emotional ties to your stuff). 3. Clear out your stuff, emotionally. Get rebirthed, get a coach, clean up your tolerations, get a therapist. All those emotions that were never fully experienced, take energy to keep stuffed. There are lots of emotional release techniques, use them. 4. Clear out your stuff, mentally. We accumulate beliefs throughout our whole lives. Many of our beliefs stem from childhood, the media, family, and friends. Some are contradictory, some are wrong., some will shock you. Make friends with your subconscious, because (to paraphrase a Prego commercial) "They're in there". Use NLP, hypnosis, affirmations to select the beliefs you choose to live with daily. 5. Learn to ground yourself. If you spend most of your life in your head, grounding will help bring you back into your body. If you already spend most of your time in your body, grounding will be like adding a great big battery backup. Walk barefoot in the grass, wade in water, even a shower can help ground you. 6. Spend at least 20 minutes a day alone. Find the time everyday to contemplate, meditate or pray. The can be the most valuable gift you give yourself. Get to know yourself. 7. Breathe!!!! Oxygen is life. Breathe it in. When we feel strong emotions, we tend to hold our breaths. Don't! Take a great big breath or ten. It'll

help you move through the fear, anger or pleasure. Just wait till you find out what's on the other side ;-) 8. Exercise. I know, you've heard it before. But exercise really does help you handle emotions more easily and it'll make you feel good in the process. Scientists tell us it's all those lovely brain chemicals. Get some and it'll be much easier to deal with whatever emotions come into your life. 9. Get in The Zone. Barry Sears, Ph.D. has written 2 books on the zone. Enter the Zone explains why it works. Mastering the Zone tells you how to get there and has lots of recipes. It will make a big difference in how you feel everyday. 10. Notice how someone else is feeling. As you empty out the stuff you've been carrying around, you'll have the space to experience how someone else is feeling. As you understand another better, you can improve your connection in relationships, understand your customers better and provide what they really need, and show more compassion and understanding to yourself and others.

From IQ to EQ, we have traveled this far. The new Buzzword most of the organisation is speaking about now is SQ- Spiritual Quotient.
Lets see what SQ is all about: In today's fast-changing world, materialism and stress have become part of our everyday lives. We are constantly looking for answers: How to live a successful and happy life?

One way of finding out answers to this question could be to explore the Spiritual Quotient (SQ), relating to our ability to understand and comprehend the spiritual aspects of life, which, contrary to popular belief, are not necessarily connected to religion.

Most of us are familiar with the concept of the Intelligence Quotient (IQ). In the mid 90s, Daniel Goleman started talking about EQ or Emotional Quotient. Danah Zoher and Ian Marshal in their recent work SQ: Connecting with our Spiritual Intelligence observe that "While computers have IQ and animals can have EQ, it is essentially an SQ that sets human beings apart". Therefore, for the Wheel of Life' to roll smoothly, all the spokes of the wheel - IQ, EQ and SQ - have to be equally developed. The journey from IQ to SQ represents moving from gross to subtle, finite to infinite and from tangible to intangible.

SQ has several dimensions: Compassion, wholeness, self-esteem, gratitude, spirit of surrender and service and the ego. Handling the ego is one of the critical dimensions of enhancing SQ. Ego issues, if not handled with care, can create problems in our personal, social and professional lives. Hence for better relationships, it is very important to understand and handle the ego - both of self' and others.

Ego stems from our bundle of memories. It gets further reinforced when we repeatedly embrace a particular thought for extended periods of time. We tend to take ego positions' based on what happened to us in the past. One of the key aspects of handling the ego is to analyse the way in which our thoughts are organised because our ego is embedded deep into our thought process.

Our thoughts are often organised in a hierarchical order. First of all there is a primary layer of thought which constitutes the core, then there is a second layer, a third layer, and so on. The primary layer represents objectivity of thoughts and maturity whereas the subsequent layers represent subjective interpretations often arising out of perceptions which may be far away from reality.

Shri Ramana Maharishi advised that one should contemplate primarily on the inner core rather than on the secondary and tertiary layer; for

once we concentrate on the core thoughts, we will naturally look at the events of life more objectively. Once we are objective and deal with issues with all gentleness, care and with a satvik approach, all our transactions become free from the ego.

J Krishnamurthy calls this state of mind as one of "All Conclusive Awareness". Staying in this state softens our ego. To handle the ego, one has to therefore promote objectivity, for, with objectivity comes truth. This in turn dilutes the ego. Once our actions originate from the depth of our heart representing the primary layer, the path for egofree relationships will be paved.

Dealing with the ego becomes easier if we can instil a spirit of surrender' in our psyche. The environment around you becomes tranquil and peaceful. Surrendering essentially means crucifixion of our ego, but surrendering becomes a rather difficult and painful process because of our worldly attachments. Krishna in the Bhagavad Gita (chapter 1 says: Fly unto Him for refuge with all your being, O Bharata; by his grace you shall obtain supreme peace and eternal abode". Krishna advises Arjuna to surrender his ego unto Him. Commenting on this, Swami Chinmayananda says that "The surrender unto the Lord should not be a temporary self deception; it should be done with a total spirit of devotion and with a state of ego-lessness." This was the spirit exhibited by Radha, Prahlada and Hanuman. The surrendering of ego is often construed as a weakness. On the contrary, the spirit of surrender enhances our quality of goodness which ultimately leads to godliness. But where is God? Vedanta says He resides within us. By surrendering the ego we will be able to perpetually experience Spiritual Actualisation, leading to a higher SQ. For, "We are not human beings having spiritual experience, but spiritual beings having human experience".

Emotional Competence Framework for Understanding Emotional Intelligence A. PERSONAL COMPETENCE 1.Self-Awareness EMOTIONAL AWARENESS: Recognizing ones emotions and their effects. People with this competence: Know which emotions they are feeling and why Realize the links between their feelings and what they think, do, and say Recognize how their feelings affect their performance Have a guiding awareness of their values and goals ACCURATE SELF-ASSESSMENT: Knowing ones strengths and limits. People with this competence are: Aware of their strengths and weaknesses Reflective, learning from experience Open to candid feedback, new perspectives, continuous learning, and self-development Able to show a sense of humor and perspective about themselves SELF-CONFIDENCE: Sureness about ones self-worth and capabilities. People with this competence: Present themselves with self-assurance; have presence Can voice views that are unpopular and go out on a limb for what is right Are decisive, able to make sound decisions despite uncertainties and pressures 2.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 ADAPTABILITY: Flexibility in handling change. People with this competence: Smoothly handle multiple demands, shifting priorities, and rapid change Adapt their responses and tactics to fit fluid circumstances Are flexible in how they see events INNOVATIVENESS: Being comfortable with and open to novel ideas and new information. People with this competence: Seek out fresh ideas from a wide variety of sources Entertain original solutions to problems Generate new ideas Take fresh perspectives and risks in their thinking 3.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 this competence: Readily make personal or group sacrifices to meet a larger organizational goal Find a sense of purpose in the larger mission Use the groups core values in making decisions and clarifying choices Actively seek out opportunities to fulfill the groups mission INITIATIVE: Readiness to act on opportunities. People with this competence: Are ready to seize opportunities Pursue goals beyond whats required or expected of them Cut through red tape and bend the rules when necessary to get the job done Mobilize others through unusual, enterprising efforts OPTIMISM: Persistence in pursuing goals despite obstacles and setbacks. People with this competence: Persist in seeking goals despite obstacles and setbacks Operate from hope of success rather than fear of failure See setbacks as due to manageable circumstance rather than a personal flaw B.SOCIAL COMPETENCE 1.Social Awareness EMPATHY: Sensing others feelings and perspective, and taking an active interest in their concerns. People with this competence: Are attentive to emotional cues and listen well Show sensitivity and understand others perspectives

Help out based on understanding other peoples needs and feelings SERVICE ORIENTATION: Anticipating, recognizing, and meeting customers needs. People with this competence: Understand customers needs and match them to services or products Seek ways to increase customers satisfaction and loyalty Gladly offer appropriate assistance Grasp a customers perspective, acting as a trusted advisor DEVELOPING OTHERS: Sensing what others need in order to develop, and bolstering their abilities. People with this competence: Acknowledge and reward peoples strengths, accomplishments, and development Offer useful feedback and identify peoples needs for development Mentor, give timely coaching, and offer assignments that challenge and grow a persons skill .LEVERAGING DIVERSITY: Cultivating opportunities through diverse people. People with this competence: Respect and relate well to people from varied backgrounds Understand diverse worldviews and are sensitive to group differences See diversity as opportunity, creating an environment where diverse people can thrive Challenge bias and intolerance POLITICAL AWARENESS: Reading a groups emotional currents and power relationships. People with this competence: Accurately read key power relationships Detect crucial social networks Understand the forces that shape views and actions of clients, customers, or competitors Accurately read situations and organizational and external realities 2.Social Skills INFLUENCE: Wielding effective tactics for persuasion. People with this competence: Are skilled at persuasion Fine-tune presentations to appeal to the listener Use complex strategies like indirect influence to build consensus and support Orchestrate dramatic events to effectively make a point COMMUNICATION: Sending clear and convincing messages. People with this competence: Are effective in give-and-take, registering emotional cues in attuning their message Deal with difficult issues straightforwardly Listen well, seek mutual understanding, and welcome sharing of information fully Foster open communication and stay receptive to bad news as well as good LEADERSHIP: Inspiring and guiding groups and people. People with this competence: Articulate and arouse enthusiasm for a shared vision and mission Step forward to lead as needed, regardless of position Guide the performance of others while holding them accountable Lead by example CHANGE CATALYST: Initiating or managing change. People with this competence: Recognize the need for change and remove barriers Challenge the status quo to acknowledge the need for change Champion the change and enlist others in its pursuit Model the change expected of others CONFLICT MANAGEMENT: Negotiating and resolving disagreements. People with this competence:

Handle difficult people and tense situations with diplomacy and tact Spot potential conflict, bring disagreements into the open, and help deescalate Encourage debate and open discussion Orchestrate win-win solutions BUILDING BONDS: Nurturing instrumental relationships. People with this competence: Cultivate and maintain extensive informal networks Seek out relationships that are mutually beneficial Build rapport and keep others in the loop Make and maintain personal friendships among work associates COLLABORATION AND COOPERATION: Working with others toward shared goals. People with this competence: Balance a focus on task with attention to relationships Collaborate, sharing plans, information, and resources Promote a friendly, cooperative climate Spot and nurture opportunities for collaboration TEAM CAPABILITIES: Creating group synergy in pursuing collective goals. People with this competence: Model team qualities like respect, helpfulness, and cooperation Draw all members into active and enthusiastic participation Build team identity, esprit de corps, and commitment Protect the group and its reputation; share credit 2004 The Consortium for Research on Emotional Intelligence in Organizations: Robert Emmerling, Psy.D. :www.eiconsortium. org/

Emotional Intelligence * Emotional intelligence is the intelligence or ability to sense, comprehend and use various aspects of emotions as a source of information for being more effective in various walks of life. * Emotional intelligence (EI) provides more fully formed- wider and deeper understanding of self and others. * With EI, quality of actions, particularly under adverse conditions, is likely to improve. * EI means being able to positively control the emotional impulses, to read others' inner feelings and to manage the relationships effectively. * EI is a skill which if you learn, you can handle any emotion appropriately. Aristotle put the same thing in this way- if you decide to get angry, you should have the ability to get angry with the right person, to the right degree, at the right time, for right purpose and in the right way.

* EI, thus, is the capacity of recognizing the feelings/emotions of the self and those of others for effectively handling the decisions, actions and relationships.

Will You Like to Work for People with IQ Lower Than Yours? The reply to this question, in most circumstances, by most people is: "No". However, a large number of people with high IQ are seen working under the people having IQ lower than their IQ. Why? Because such people with higher IQ have lower EQ (emotional quotient) or emotional intelligence (EI) than those people under whom they have to work. Along with high IQ, for effectiveness and success in various aspects of life, one has to have high EQ (EI). Advantages of Better Emotional Intelligence EI can make difference in the following critical success factors (CSFs) in professional, organizational, home and social fronts:

* Decision making * Leadership * Communication * Relationships * Team work * Creativity and innovation * Strategic and technological breakthroughs * Customer loyalty

Emotion: Definitions

* Agitation or disturbance of mind, excited mental state, feeling, passion

* Associated distinctive thoughts, psychological and physiological states and inclinations towards certain actions * The root of the word emotion is the Latin verb motere with prefix e, meaning to move away. Thus, all emotions are impulses to act.

Inventory of Some Primary Emotions

* Anger * Disgust * Enjoyment * Fear * Love * Sadness * Shame * Surprise

You can add many more and their derivatives. Try doing it yourself and put them as your comments in the comments box on this page. Hierarchy of Emotions

* Emotion * Mood * Temperament * Disorder

People Without Feelings or Emotions They are called alexithymics: down with alexithymia. These kind of people lack words for their feelings, cannot express their emotions. a- lacking, lexis- for words, thymos- for emotions. No anger, no joy, no sadness etc. They are colorless and boring Emotional Short Circuit

* We see something and that signal first goes from the retina to the thalamus. There it is translated into brain's language. * Most of the message then goes to the visual cortex. It is analyzed there, assessed for meaning and appropriate response. If that response is emotional, a signal goes to amygdala to activate the emotional centers. * But a small portion of the original signal goes straight from the thalamus to the amygdala in a quicker transmission. That allows a faster (though a less precise) response. Thus, the amygdala can trigger an emotional response before the cortical centers have fully understood what is really happening. For example: an immediate fight or flight response. * Therefore, we should allow adequate time to allow the cortical centers to activate for a much better understanding of situation(s). We will then be able to find a much better solutions.

Domains of Emotional Intelligence

* Recognizing and understanding your own emotions * Managing those (your) emotions * Self motivation * Recognizing and understanding others' emotions * Managing relationships

Actions Triggered by Emotions in an Emotionally Intelligent Person

* Listening * Considering * Clarifying * Remembering * Valuing * Empathizing * Standing up (getting ready to act) * Stepping forward (taking action) * Changing * Motivating * Learning * Innovating

Influence Without Authority

* People who are more emotionally intelligent have influence without authority. * When a person discovers what is right and pursues it, he is in a position to uncover the required resources and apply them. * With resources in view now, he does not complain and moves towards seeking objectives by using his own sphere of influence though the sphere of constraints is always around everyone of us.

Last Word Do not confuse emotionally intelligent person as only an emotional person with no ability to handle them positively for self or while dealing with others- such a person is actually emotionally stupid. WINNERS VERSUS LOSERS

The Winner is always part of the answer; The Loser is always part of the problem. ********* The Winner always has a program; The Loser always has an excuse. ********* The Winner says, "Let me do it for you"; The Loser says, "That is not my job." ********* The Winner sees an answer for every problem; The Loser sees a problem for every answer. ********* The Winner says, " It may be difficult but it is possible"; The Loser says, "It may be possible but i t is too difficult." ********* When a Winner makes a mistake, he says, "I was wrong"; When a Loser makes a mistake, he says, "It wasn't my fault."

********* A Winner makes commitments; A Loser makes promises. ********* Winners have dreams; Losers have schemes. ********* Winners say, " I must do something"; Losers say, "Something must be done." ********* Winners are a part of the team; Losers are apart from the team. ********* Winners see the gain; Losers see the pain. ********* Winners see possibilities; Losers see problems. ********* Winners believe in win-win; Losers believe for them to win someone has to lose. ********* Winners see the potential;

Losers see the past. ********* Winners are like a thermostat; Losers are like thermometers. ********* Winners choose what they say; Losers say what they choose. ********* Winners use hard arguments but soft words; Losers use soft arguments but hard words. ********* Winners stand firm on values but compromise on petty things; Losers stand firm on petty things but compromise on values. ********* Winners follow the philosophy of empathy: "Don't do to others what you would not want them to do to you"; Losers follow the philosophy, " Do it to others before they do it to you ." ********* Winners make it happen; Losers let it happen. ********* Winners plan and prepare to win. The key word is preparation. [Thanks to my friends for forwading to me]