Eq and Mentoring

8/3/2019 Eq and Mentoring

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IQ,EQ & SQIQ : Intelligence Quotient is a measure of your

mental intelligence

EQ: Emotional Quotient is a measure of emotionalintelligence

Emotional Intelligence is the sum of thestrengths and weaknesses of your emotional

competencies that influence how you handleyourself and others in coping with the demands

of your business and personal life

SQ: Spiritual Quotient is a measure of your

spiritual intelligence


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Why EQ matters?

People with high EI (i.e, high EQ) are able to:

relate to others with compassion and

empathy, have well-developed social skill,

have emotional awareness to direct their

action and behavior There is a strong correlation between

emotional intelligence and work performance.


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How EQ will help you?

Solve problems by using both logic

and feelings

Be flexible in changing situations

Help other people express their needs

Calmly and thoughtfully respond to

difficult people

Keep an optimistic and positiveoutlook

Continuously learn how to improve

yourself and your organization


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The Research

In every field, your EQ (emotional

quotient) is 2 times as important

as your cognitive abilities

Almost 90% of success in

leadership is attributable to EQ.


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Emotional intelligence map

Self-Awareness Empathy Emotional Awareness Understand Others Accurate Self-Assessment Developing OthersSelf-Confidence Service Orientation

Self Management Leveraging DiversitySelf Control Political AwarenessTrustworthiness Social SkillsConscientiousness Influence Adaptability Communication

Innovation Conflict Management Motivation Leadership

Achievement Drive Change CatalystCommitment Building BondsInitiative Collaboration & Cooperation

Optimism Team Capabilities


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MENTORING


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Mentorship

A mentor is an individual with expertise

who can help develop the career of a

mentee. The mentor guides, trains, advises,

and promotes the career development of the

mentee.

Two types of mentoring functions:

Career

Psychosocial


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Mentoring Functions

Career Functions: Help the mentee learn

the ropes and prepare for career

advancement.

Coaching

Challenging assignmentsExposure and visibility

Protection


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Mentoring Functions

Psychosocial Functions: Help the mentee

develop a sense of competence and clarity

of identity.Role-Modeling

Acceptance and confirmation

Counseling

Friendship


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Mentoring techniques

Accompanying.

Sowing.Catalyzing

Showing.

Harvesting


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Advantages of Mentoring

Advantages for the mentee:

Career advancement

Salary

Organizational/professional identification

Advantages for the mentor:

Career enhancement

Passing the torch to a new generation

Learning from mentee new technologies, newdevelopments, important features of next

generation


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Disadvantages of Mentoring

Disadvantages for the mentee:

Overdependence on the mentor

Micro-management from the mentorNegative halo from mentor who fails

Disadvantages for the mentor:

Mentee dependence on mentorTime, energy commitment to mentee

Negative halo from mentee who fails


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Formal Mentoring Programs

Program length is specified (12 months)

Purpose of program is to help early career

psychologists establish and develop their

careers Program participation is voluntary

Matching of mentors and mentees uses input

from participantsInterest areas in psychology

Demographics

Experiences


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After the Program Ends

Many relationships come to a natural end when a

mentee learns enough to be independentfrom

specific mentors.

New mentoring relationships with others may bemore beneficial than continuing an exhausted

relationship.

Program end may not mean the end of the

relationship informal mentoring cancontinue if both parties agree.

Pilot program will assess how mentoringmetneeds of both mentees and mentors.

Eq and Mentoring

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