The New Science of Success for Karl Albrecht - Essay Example

SOCIAL INTELLIGENCE-THE NEW SCIENCE OF SUCCESS FOR KARL ALBRECHT Social intelligence refers to the ability tounderstand and manage people wisely in human relations. It is also a person’s competence to comprehend his or her environment optimally and react appropriately for a socially successful conduct. Leaders need to understand social intelligence to mange people effectively in the workplace. The following reasons justify the need to understand social intelligence: a) Helps in design and development of teams in the workplace. It helps understand the operating principles of social cognition and social neuroscience thus grouping people accordingly as well as understanding how the groups and societies map the environment in terms of ecological, social and personal thereby, establish a structure to aid in group decision making as well as revealing the views of participants. b) Team conflict resolution. Leaders are able to trace the sources of conflict right from perception to their physical manifestation for instance resistant behavior among members. c) Performance prediction. Basing on the social intelligence test concept, people with low social intelligence are more suited to low customer contact roles because they may not necessarily posses the social competencies required for the success of frontline office duties. On the other hand, those with high social intelligence are considerately skilled socially and thus can communicate or contract directly with other people. d) Creating interaction strategies. By understanding social intelligence, it helps on to understand the dynamics of dealing with others for exampling assessing the impact of one person’s behavior on other people thus strengthening the ability to get along with others. One becomes socially successful by learning how to deal with others and interact with new behaviors. e) Helps leaders to enhance their leadership competencies. Some of the competencies that can be learnt in improving leadership include self confidence, the drive to improve performance, staying calm under pressure and having a generally positive outlook. Question2: Dealing with a family member with a toxic personality In dealing with a family member with a toxic personality so as to affect the impact of their negative personality on your own personality, the following approaches can be undertaken.You need to acknowledge that their pain, upset and unhappiness is their own and not yours. This will help you not to believe in what they do or say.second is getting positive about yourself. When things are not better it is good to remain positive. This will make those around feel better and as well can influence the negative personality to feel positive. In addition, be firm and declare your stand about not being well with negativity. For example one can make use of comments such as “can we please get to something more pleasant.”You should also be willing to repeat this statement more than once if the first one doesn’t prove effective. Question 3: Introducing yourself into an established group The first step is to approach the group by practicing the smile you would like to express. This should be genuine accompanied by body language. Stand up in good posture and set yourself apart then signal the group. Then offer an appropriate greeting to the group. While greeting the group maintain eye contact so as to engage your participation. Question 4; dealing with individuals who shut down other people’s ideas. Dealing effectively with resistant group members is important in lowering the hostility level in the group. There are several things the facilitator and the group can undertake. -First, before the group discussion the facilitator may as much as possible engage the resistant individual in setting the objectives and content of the discussion. This will help counter resistances for ideas in support of the suggested objectives. - Participant interviews before the discussion can help gain support from the resistant member. This will enable the facilitator meet the member on a more personal basis. It will also create a platform for the upcoming discussion forum. - You can meet the resistance head on during a break from the discussion. This starts by enquiring from the resistant member what is wrong. He/she should be asked to define the problem and how it should be addressed. For example “What is the reason for your objection?’’ -If the above has failed. It involves letting the person know that the other participants are unable to contribute to the discussion due to the nasty behavior. You may need to probe a little bit into the reasons behind such behavior. For example “Your objections are a hindrance to the entire group, what is the problem?” - The group coordinator can engage other participants develop norms to govern the team. Such norms can be for example “Only one person should speak at a time’’or “We shall not be judgmental about other people’s contributions’’. -Insist that no one owns a greater position or answer to the group. Tell the resistant individual that “once a matter has been put on the table for group discussion it belongs to the entire group and not one person”. -Lastly is to let the team handle the resistant member. Peer pressure from the other members who want the team to continue peacefully will counter the advances of the resistant member. Question 5: How social intelligence relates to or differs from emotional intelligence Social intelligence encompasses the ability of an individual to effectively go through and negotiate social relationships and the environment. On the other hand, emotional intelligence is the ability to identify, assess and control one’s emotions, others and emotions of groups. It involves awareness of situations and the social dynamics that govern them and knowledge of interaction patterns and strategies. Also emotional intelligence involves four perspectives namely perceiving emotions, using emotions to facilitate cognitive activities, understanding emotions to comprehend language and relationships and managing emotions through regulating ourselves and others. The relationship between social intelligence and emotional intelligence is that we need both the models to understand ourselves and the way we interact with others. Deficiencies in social intelligence may be due to inadequate development of emotional intelligence. Question 6: The most valuable thing learnt this semester: The most valuable thing I have learnt this semester is that both emotional intelligence and social intelligence are important components of the human life. Social intelligence should be given priority in any environment that hosts a learning process. For instance, college students need to collaborate and influence others effectively. Leaders and managers also need to understand and collaborate with those people they lead.  Case Study 1: Group and Individual Motivational Strategies There are several group motivation strategies that can be undertaken for the team of fifteen. First is teamwork; Skillful managers have learnt to form work groups to boost performance of the team. This is effective because an individual is determined to live up to the standards set by colleagues. Second is personal involvement. Workers should be allowed and encouraged to set their own performance levels which they should try to meet on their own. Third is work enhancement which involves the managers structuring the job so that it provides fulfillment to the entire team. Fourth: rewards and positive reinforcement and lastly mutual exchange for job well done. Individual motivation strategies include change pattern strategy to determine why people thrive on change, tailoring individual feedback, listening strategy, goal oriented focus and options and procedures strategy. Case Study 2: Goals related to social intelligence For continued professional development I need to achieve managing perceptions, decision making and influencing. This will be achieved through group interactions within a period of 1 year. What will keep me motivated is the desire to listen to and interpret individual and group perception. Reference: Karl Albrecht. Social Intelligence: The New Science of Success. San Francisco: Jossey Bass, 2006. Josseybass.com. 28 April 2012 Read More