When we open ourselves up for examination to find
what makes ourselves tick, motivated and happy,
your skills, interests [often called values and drivers]
, and work style are common facets. Company culture
revealing how things get done and communicated and
its match to our perceptions comes to fore usually
after a while, too. A fifth feature that is not often
highlighted, but is essential in working with teams or
customers is your Emotional Understanding.
Daniel Goleman is one of the leaders in describing
the importance of this aspect. Goleman describes
his academic portrait in his book, The Emotionally
Intelligent Workplace. Interviewers consciously
or unconsciously probe for this in often subtle ways.
Are you aware if you are patient with others?
Are you comfortable with a constantly changing
environment?
Are you cool under pressure? Do you know the
difference between pressure and stress– in yourself
and others?
How do you respond?
I like Goleman’s view of emotional intelligence as having
at least four components:
self awareness- what are your feelings in different
situations; how do you respond or react/your
tendencies
self-management- what tactics do you use to engage
the behaviors you desire as fitting
social awareness- how well do you observe and
perceive the behaviors of others and know how to
respond to the emotions of others
relationship management- honing your emotional
skills to effectively manage your interactions with
others; including listening,encouraging diplomacy
and debate, orchestrating win-win outcomes, reaching
symbiotic understanding in negotiations.
Developing stories to evoke these is important in
interviewing, giving presentations and mentoring.
November 11th, 2012 at 10:33 am
AMBITION: Understand its impact.
May 2nd, 2013 at 2:28 pm
M. Korn authored a piece in WSJ today about a number of business
schools, aware that graduates are screened for success in motivation,
resilience and teamwork by personal characteristics inventories that
get at their “feelings”. She cited several schools that screen applicants
now with similar tools.
Bottom line: Applicant Feelings make a difference in hiring decisions.
Objective measures are being sought, but it is believed a perceptive
student might be able to “game the system.” and one needs to be assessed
and observed in real life situations.
See also: 3
May 7th, 2013 at 2:46 pm
http://pgis-tk.cta.int/m03/docs/M03U01_handout_Personal_Style_%28full%29.pdf
May 16th, 2017 at 11:20 am
http://www.6seconds.org/2004/02/05/why-six-seconds-about-our-intriguing-name/
loss of insight and restricts our thinking processes. This often releasses
more neurohormones to convert emotions into feelings which often compels