Emotional Intelligence

Skilled: Cool under pressure, does not become defensive or irritated when times are tough, considered mature, can be counted on to hold things together, is not knocked off balance by the unexpected. Is a settling influence in a crisis and sees the positive aspects of all situations. Can demonstrate the ability to recognize and understand emotions in self and others and uses this awareness to manage personal behavior and relationships. Is aware of and promotes diversity of thought and creates an environment of inclusiveness where all people feel welcome in their presence. Adheres to an appropriate and effective set of core values and beliefs during both good and bad times, acts in line with those values. Shows good judgement when making decisions.

Unskilled: Gets rattled and loses cool under pressure and stress. May be reactionary and blow up, say things he/she shouldn’t, gets easily overwhelmed and becomes emotional, defensive or withdrawn. May be sensitive to criticism, may be cynical or moody. May be knocked off balance by surprises, may also contribute to others losing composure or being unsettled.  When challenged may be unwilling to build relationships. Strong individualist with low concern for values of others, may set his/her own rules, and can make others uncomfortable. Behavior may vary too much across situations, may be seen as too self serving.

Growth Resources

1. HBR Article: Emotional Intelligence Has 12 Elements (5 minutes)
2. Video: How to Regain Control When Under Attack (3 minutes) 
3. Video: Leading With Emotional Courage  (4 minutes)
4. CASE Article: Tips on Controlling Emotions During Tense Moments (2 Minutes)
5. HBR Article: What Makes a Leader? (10 minutes)
6. Book Discussion: Heroic Leadership, 2/20, 4:00-5:00 PM, ESC Family Room
7. Book: Emotional Intelligence 2.0*
8. Self-awareness assessments*: DiSC, Myers Briggs, StrengthFinders (contact HRC Jeremy Kinsler)
9. Self-awareness tool: Enneagram and Team Debrief*  (contact Bryan Reaume)
10. Workshop: Developing Emotional Intelligence,  2/23, 8:30 AM- 12:00 PM, ESC Family Room. (contact Bryan Reaume to get on wait-list)

*recommended opportunities for teams to participate together

Self-Development

Skilled: Personally committed to and actively works to continuously improve self. Understands that different situations and levels may call for different skills and approaches. Works to deploy strengths and works on compensating for weakness and limits. Open to learning about different cultures and perspectives.

Unskilled: Doesn’t put in the effort to grow and change, doesn’t do anything to act on constructive feedback, does not adjust approach to different audiences and situations, may be immune to negative feedback appearing arrogant or defensive. May fear failure and the risk of admitting shortcomings. May not believe people really change, therefore it’s not worth the effort. May believe in development but always too busy.

Growth Resources

1. Read HBR article The Right Mindset for Success and discuss with your team (15 minutes)
2. Read The Chronicle of Philanthropy article 10 Ways to Work Smarter in 2017 (5 minutes)
3. Watch video Design Thinking Your Life with Mendoza’s Wendy Angst (30 minutes) 
4. Register for  newly announced learning programs offered by HR such as Seven Habits for Personal and Professional Success
5. Improve technology skills via spring OIT workshops
6. Consider various ways (not just a class/conference/training session) you can grow (5 minutes)
   1. Interview, shadow, or cross-train with a colleague
   2. Take the lead on a stretch-project
   3. Network across the university or across higher education advancement.
   4. Seek candid feedback on your growth
7. Browse Skillport: Notre Dame’s new online learning portal and review content such as:
   1. Make Time at Work for Personal Development (2 minute video)
   2. Leadership Self Development: Picking One Area to Work On (3 minute video)
   3. Creating Your Own Leadership Development Plan (60 minute course)
8. Read Heroic Leadership and participate in ND Shares book chat on February 20

Many thanks to all who participated in last week’s Becoming a Trusted Philanthropic Advisor (BATPA) fundraising training.

Resources from the core 2-day program and modules:

• BATPA Quick Reference Guide
• BATPA Action Planner
• 120 High Impact Questions (generated from 2013-17)
• Slides from Modules
• Best Practices from Modules

These documents are also stored on the Fundraiser Best Practices.

For Notre Dame,

Bryan Reaume

Colleagues-

In preparation for our ND Shares session on Monday, February 20th and as a continuation of our professional development efforts, I invite you to a discussion of the book Heroic Leadership by Chris Lowney. You may recall this was recommended by Jack Brennan at the 2016 UR Summit. I appreciate the book’s emphasis on everyone being a leader and lifelong learner. Purchasing the book is an approved expense. In the event you are concerned about reading the full book before our time together on February 20th, I encourage you to read this book summary and participate in the discussion.

My best,

Micki

Colleagues,

I am excited and grateful to our Learning and Organizational Development team for launching a new initiative based on the competency model. Future learning offerings will complement your personal development plan and ongoing conversations with your manager. Each month will highlight specific competencies and corresponding learning resources such as Skillport content, webinars, university-wide HR offerings, and customized venues like ND Shares.

I encourage you to follow participation details in calendar invitations and UR blog posts* to maximize these opportunities.

Thank you for all you do for Notre Dame. Let us continue to grow together.

My best,
Micki

*Posts will appear in the lower-left column of ur.nd.edu and be tagged “People-Growth” within the blog itself.

Month         Competency
February       Self-Development, Emotional Intelligence
March           Communication Skills
April/May      Developing Others: Coaching, Managing, Receiving/Giving Feedback
June             Influencing

Consistent with the university’s mission, University Relations promotes the holistic growth of employees. The “people growth” model views the whole person, centers on employee ownership and manager partnership, and integrates wellness, professional development, and workplace culture.

 (Click to enlarge image.)

Resources and Tools

People Growth Infographic

Competency Model

Training Calendar (UR, HR, OIT) 

HR Learning Programs

Endeavor

Skillport (Online learning channel)

Learning Networks (CASE, EAB, etc.)