Category Archives: Emotional Intelligence

Book Review – Spiritual Intelligence – The Ultimate Intelligence – Danah Zohar and Ian Marshall

Spiritual intelligence is sadly often overlooked in coaching and development. It is related to that part of the brain which allows us to hope and dream and visualise and to connect us to our purpose in life. It is the trigger in our intelligence which entices us to seek meaning and a greater good by differentiating between good and evil.

The book highlights the quest for spiritual intelligence in addressing issues of meaning and value in our life along with our ability to dream and to inspire. It outlines a much richer context for our existence and for some, life’s purpose.

The book has something for everyone: those with a religious persuasion, those without, theorists and those fascinated with how the brain works. There is detailed information on the brain’s 3rd neural system and the “God spot” which appears to have been placed in all human beings to allow our own spiritual development and search for meaning.

It makes some interesting comparisons about the beginning of the earth making comparisons with how it is described by the following groups: Judeo- Christian/Esoteric, science and Ancient Greek, Taoist, Hindu and Buddhists.

Comparisons are also made in respect of personality between Holland’s occupational tests, Eastern religions and Greek mythology- fascinating stuff.

The close of the book outlines how you can develop your spiritual intelligence, grow as a person and prevent yourself from becoming spiritually stunted; described in the book as a cause of many illnesses and addictions.

I’d recommend this book for those who seek to understand what else makes us tick as human beings.

Marshall I.,Zohar,D, (200) Spiritual Intelligence- The Ultimate Intelligence

Review by: Denise McCausland – DMT Training
- 07956 896322
Email: denise@dmttraining.co.uk

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Denise McCausland – DMT Training © 2010

 

 

Using Emotional Intelligence to Engage Others During Change

I recently delivered a programme on implementing change to a group of managers.

The programme was a facilitated programme with a combination of both input and group/individual activities.

A key learning point in the morning for approximately 60% of the delegates was that they didn’t consider change through the perspective of a number of stakeholders.

It emphasised the importance of Emotional Intelligence as a core skill in leadership development.

It was clear that for some, the emotional overload of change had resulted in: worry, anxiety, fear of security and profound individualism.

People who may have once been able to view issues from multiple perspectives, had begun to view issues from their own perspective or the perspective of their group.

This approach had affected the management of stakeholders in the change.

A culture of mis- trust had developed as a result.

For me this raised the issue of emotional contagion during the change process.

Individuals had unconsciously mirrored the anxious, behaviour, thoughts and feelings of others.

Clearly this had a profound impact on the implementation of the change, organisational performance and the well-being of both individuals and teams.

I wondered what the impact would be if individuals had received training or coaching at the start of the change programme.

Effective change leaders require the time, space and safety to consider the perspectives of all parties involved.

This strategy would alleviate emotional overload and promote cultural alignment.

It would support leaders in realising that change affects everyone in an organisation on a micro or macro level.

I believe that during change we should consider habit 5 of Stephen Covey’s 7 Habits of Highly Effective People.
Stephen Covey states “Seek First to Understand then to be Understood”.

This habit involves listening with intent.

It is not merely concerned with asking: core, basic and killer questions, it includes active listening and emphatic listening.

If we find ourselves focusing on our plan of attack whilst listening to others we are not really listening.

We are not present for those we are communicating with.

If your key desire is to communicate your concerns this this will act as a barrier to effective two way communication.

You may miss out on hearing shared concerns, shared values and prevent the development of a shared vision.

Practice managing your own emotions.

Listen and pause before you respond.

Try empathetic listening for two weeks both at work and in your personal life.

This will support you in understanding the perspectives of others.

This will also enable you to keep your own emotions in check; understand the emotions of others and manage change more effectively.

Author: Denise McCausland @ DMT Training Contact: info@dmttraining.co.uk
Website: www.dmttraining.co.uk www.dmttraining.co.uk/blog