Module 1 – SLP
For the Session Long Projects you will also be applying the concepts from the background materials. But instead of applying them to yourself, you will imagine that you are a leadership development coach who is hired to by organizations to diagnosis or give advice to managers. For each of the situations below, explain what advice or diagnosis you would give them based on your knowledge of the background readings. Make sure to cite at least one of the required background readings in each of your answers. Your paper should be two to three pages in length:
Susan is a manager who decides to assess her strengths using some of the 24 classifications of the Values in Action Inventory of Strengths that you read about for this module. She discovers that two of her biggest strengths are humor and teamwork. She concludes that since these are her strengths she doesnt need to change anything regarding her use of these strengths. Do you think this is a good use of her assessment, or should she make changes to her use of humor and teamwork? If so, what kind of changes?
Harold has an MBA from Harvard and is focused on becoming a CEO before he is 45 years old. He is very good at networking and often makes friends with those who rank higher than him at his current organization. However, employees under his supervision feel that he often makes decisions based on what will get him promoted rather than on what is best for his employees or his organization. How would you characterize his emotional intelligence (EQ) skills based on the different elements of EQ discussed in the background readings? Be specific regarding which elements of EQ you think he is likely high on or which elements you think he may be lacking.
Carl is known as a very caring manager based on his ability to understand his employees problems and taking careful to time to get to know each and every employee. He is personally well liked by all of his employees. However, the one complaint they do have about Carl is that he gets very upset when things dont go well and takes things very personally. For example, when he found out that profitability for his unit had fallen over the last month he was so upset he had to take a couple of sick days off from work. How would you characterize his emotional intelligence (EQ) skills based on the different elements of EQ discussed in the background readings? Be specific regarding which elements of EQ you think he is likely high on or which elements you think he may be lacking.
Module 1 – Background
First, start out by reading the following resources that will introduce you to two popular tools used for self-awareness in leadership that you will read about for this module:
Reynolds, M. (2011). Understanding emotional intelligence. [Books24x7 version]. Available in the Online Library.
Peterson, C. (2011). The five attributes of emotional intelligence. [Books24x7 version]. Available in the Online Library.
The resources above will give you a good general overview of emotional intelligence and the VIA Inventory of Strengths. For more detail about the VIA Inventory of Strengths, read the following book chapter:
Book Jacket Kaufman, C., Silberman, J., & Sharpley, D. (2012). Chapter 17: Coaching for strengths using VIA. In Passmore, J. (Ed.). Psychometrics in coaching: Using psychological and psychometric tools for development (2nd Edition). London, GBR: Kogan Page Ltd. Note: Search for this book under ADDITIONAL LIBRARY RESOURCES > Skillsoft Books (BusinessPro and ITPro).
Now read Chapters 1 and 3 from the following book for a more detailed overview of emotional intelligence:
Book Jacket Sterrett, E. A. (2000). Manager’s Pocket Guide to Emotional Intelligence: From Management to Leadership. Amherst, MA, USA: HRD Press. [EBSCO eBook Collection]
In the optional reading list below, there are two additional book chapters on VIA and emotional intelligence, as well as a book about the Strengths Finder which is an alternative to the VIA.
Cantore, S., & Passmore, J. (2012). Chapter 15: How can people understand and build on their strengths? Top Business Psychology Models: 50 Transforming Ideas for Leaders, Consultants, and Coaches. London: Kogan Page. [eBook Business Collection]
Rath, T. (2007). Strengths Finder 2.0. New York: Gallup Press. [eBook Business Collection]