Reflection on Emotional Intelligence

Reflection on Emotional Intelligence 

Provide two (2) examples of successful interactions with others in the workplace and use the lens of emotional intelligence to explain why these were successful. Write your answer in 150-200 words.

• Electronic Communication. …
• Meetings. …
• Team Projects. …
• Conversations With Your Boss or Direct Reports.

I always:

1. Show curiosity for the views of others. Science has shown us that mirror neurons work to create empathy among individuals. …
2. Seek ways to grow, stretch and change. …
3. Look for opportunities to connect with and support others. …
4. Allow yourself to be wrong on occasion. …
5. Engage others in ways that build their self-esteem.

Provide an example of an unsuccessful interaction with a work colleague and identify and analyse strategies for improvement based on your understanding of emotional intelligence. Write your answer in 150-200 words.

• Lack of Enthusiasm. If you don’t believe in what you are saying, don’t expect others to do so. …
• Interrupting. When you interrupt someone while she is speaking, you are showing a disregard for what she would like to say. …
• Indirectness. …
• Close-Minded. …
• Lack of Conciseness and Clarity. …
• Whining and Complaining.

• Listen actively. …
• Speak with discretion and talk face to face. …
• Offer constructive criticism. …
• Build and earn trust. …
• Get personal but don’t be too casual. …
• Consider communication preference and technology etiquette.

Analyse and evaluate your personal effectiveness in developing the competence required to achieve operational accountabilities and responsibilities. Write your answer in 150-200 words.

• Lead by example and hold myself accountable first. …
• Work on my feedback skills. …
• Recognize that procrastinating feedback only makes things worse. …
• Make accountability a habit. …
• Keep track of my commitments and hold each other accountable.

Complete a Reflective Statement by answering the following questions:

• What are the main things you have learnt in this unit?
• How have you applied your new knowledge or skills in the workplace?
• What benefits or results have you seen?
• What transformational and transactional leadership practices are you applying?

Project

Scenario:

 You are working as the Operations Manager at KPMG looking after the Melbourne office. Head office has asked you to establish three smaller offices in the outer suburbs and 30 % of the team working in the CBD will have to relocate to the new offices. Your role will be to lead the team through this change. To do this you need to develop a team performance plan.

The plan will be used to;

• Identify the desired performance levels of the team.
• Identify how these performance levels will be achieved and provide guidance and direction to the team.
• Provide guidance and direction to the team.
• Measure progress towards the desired performance levels.

Refer to this web page for details regarding KPMG.

https://home.kpmg/au/en/home.html

The ability to successfully lead and manage others is crucial to the success of a business and in the achievement of organisational goals and objectives.

For this section of the assessment, you will establish or re­confirm a work performance plan for your team and then facilitate its implementation using a range of leadership strategies and techniques.

You must also demonstrate the application of the appropriate leadership style and your approaches must be appropriate for leading the team and the strategic outcomes.

Prepare a brief report on the transformational and transactional leadership practises you will use to develop and promote team effectiveness. Include information on how you will manage your personal communication, the relationships between you and your team member, the relationships between team members and your leadership role.

1. Own actions to be taken to model desired behaviour and practices, including promoting trust and use of strategic networks, Integrate own emotions with cognitions in personal leadership style. Use 150 – 200 Words

• Demonstrate Work Tasks
• The most basic application of behavior modeling in the workplace is to sit down with employees and physically show them the proper ways to perform work tasks. Rather than simply telling employees how to do the things they need to do, or furnishing them with an instructional guide, take the time to perform the work yourself in front of them or pair them with experienced employees.
• Develop Your Work Ethic
• Employees take cues from a range of behaviors displayed by management, both consciously and subconsciously. Managers’ work ethic can have far-reaching effects on the culture of their companies.
• Refine my Communication Style
• Communication styles of managers are often modeled by their subordinates, creating another opportunity to strategically influence company culture. When managers speak courteously and professionally at all times, especially in conflict situations, employees are more likely to model this behavior, treating customers and each other with respect at all times.
• Be Honest with Others
• Managers’ commitment to honesty in the workplace provides a behavior model for all employees to see. If managers’ and executives’ actions are always in line with their words by following ethical guidelines, fulfilling promises made to employees, admitting their mistakes and coming to others for advice when they need it, employees are more likely to do the same in response.

Training or support that will be provided to the team, strategies for fostering team support of each other to achieve KPIs and objectives. Monitor and regulate own potentially disruptive emotions and impulses. Use 250 – 300 Words

• Get to know every member of the team
• Developing a good relationship with every employee forms a strong bond throughout the entire team. Building individual relationships helps ensure mutual respect between you and every employee.
• Play to individual strengths
• Each member brings different skills to the group. The secret to an effective team is discovering how these individual skills work together in the best way possible.
• Establish ground rules
• Create a reporting infrastructure so that team members know their roles and to whom they should report a problem. If the team disagrees on an issue, decide which members get to make the final calls. Establishing ground rules for conflicts prevents arguments from getting out of hand.
• Agree on a team mission
• Start a team project by clearly articulating the team’s overall mission. Letting employees see the entire company vision clears up any misunderstandings about their individual roles on the project. Paint the big picture and open up the floor for discussion in case there are any questions.
• Build the team relationship outside the office
• Make it a goal to get together outside of the office periodically to discuss work in a more casual setting. A lunch outing or an afternoon happy hour is a great way to get together and talk about work without infringing on employees’ personal time. Plus, creating a comfortable environment for coworkers to get to know each other will lead to a stronger bond among teammates.
• Map goals and timelines

A solid timeline keeps employees on schedule when working on a team project. By mapping out individual goals on a set timeline, individuals can see how they need to progress as the team project moves along. Without a clearly stated plan, responsibilities fall by the wayside and get lost in the shuffle.

Strategies for communicating effectively with a range of stakeholders regarding team performance. Strategies for encouraging a two-way flow of information between the team and management. Model and encourage collaboration within the team and collaborative thinking for the growth of the company. Use 150 – 200 Words

1. Practice active listening
2. Remove distractions (especially technology)
3. Recognize and call out my emotions
4. Prepare for tricky conversations
5. Ask questions and suggest action

Methods for identifying and solving issues. How the organisation’s cultural diversity and ethical values will be adhered to? Lead consistently in an inclusive manner that is respectful of individual differences. Use 150 – 200 Words

Identifying and solving issues

1. Identify the issues. Be clear about what the problem is. …
2. Understand everyone’s interests. …
3. List the possible solutions (options) …
4. Evaluate the options. …
5. Select an option or options. …
6. Document the agreement(s). …
7. Agree on contingencies, monitoring, and evaluation.

How the organisation’s cultural diversity and ethical values will be adhered to?

• Be a role model and be visible. Employees look to the behavior of top management as a model of what’s acceptable behavior in the workplace. …
• Communicate ethical expectations. …
• Offer ethics training. …
• Visibly reward ethical acts and punish unethical ones. …
• Provide protective mechanisms.

Discuss how you will manage conflicts or poor performance in the workplace. Give an example of a personal leadership style and adjustment you have made/will make in different contexts when managing poor work-performance or conflict. Use 150 – 200 Words

1. Clarify what is the source of conflict. …
2. Find a safe and private place to talk. …
3. Listen actively and let everyone have their say. …
4. Investigate the situation. …
5. Determine ways to meet the common goal.

Autocratic leadership: a management style wherein one person controls all the decisions and takes very little inputs from other group members. Autocratic leaders make choices or decisions based on their own beliefs and do not involve others for their suggestion or advice.

1. How you will introduce new collaborative and participative work relationships for optimum performance? Use 150 – 200 Words.

• Communicate company expectations. Make it clear that collaboration is the minimum standard. …
• Set team goals. Ensure concise, measurable goals are set on a quarterly basis. …
• Foster a creative atmosphere. …
• Build cohesion. …
• Know one another. …
• Leverage team member strengths.

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