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Matt LeClair

Emotional Intelligence 2.0 | #1 Selling Emotional Intelligence Book - 0 views

www.talentsmart.com/...emotional-intelligence-2.0

resources tools research data measurement actionresearch action research data collection intelligence book emotional emotional intelligence action EI strategy action planning resource assessment

shared by Matt LeClair on 22 May 12 - No Cached
  • Matt LeClair on 22 May 12
     
    For the first time, TalentSmart unveils its step-by-step program for increasing emotional intelligence via 66 proven strategies that teach: self-awareness self-management social awareness relationship management The book also includes access to the enhanced online edition of the world′s most popular EQ test-the Emotional Intelligence Appraisal-that pinpoints the strategies that will increase your emotional intelligence the most and tests your EQ a second time to measure your progress.
Matt LeClair

Edutopia Quiz: What's Your Emotional Intelligence? | Edutopia - 0 views

www.edutopia.org/sel-quiz

resources web 2.0 emotional intelligence assessment brain based strategy edutopia

shared by Matt LeClair on 11 Sep 12 - No Cached
  • Matt LeClair on 11 Sep 12
     
    " 13Share on email Edutopia Quiz: What's Your Emotional Intelligence? Emotional intelligence -- the ability to empathize, persevere, control impulses, communicate clearly, solve problems, and work with others -- can be a critical skill for teachers. This quiz should help you learn more about how you manage emotions. It takes less than five minutes to complete and provides personalized tips for how to improve the way you manage your classroom and interact with your students. Think about the last week as you answer the following questions. How often have you engaged in the behavior or activity described while at school?"
Matt LeClair

Emotional Intelligence 2.0 Action Plans.pdf (application/pdf Object) - 0 views

www.talentsmart.com/...nce%202.0%20Action%20Plans.pdf

action plans intelligence object application resources research relationship employee instructional emotional action plan planning resource reference templates

shared by Matt LeClair on 09 May 12 - No Cached
Matt LeClair

Gallup_Building a Team With Talent - 0 views

gmj.gallup.com/...building-team-talent.aspx

resources research survey relationship working values design employee manager motivation personality intelligence talent team

shared by Matt LeClair on 09 May 12 - No Cached
  • Team members who understand one another's abilities not only trust one another, they can easily distinguish the areas in which their time and talents are most effectively applied from those better left in the hands of teammates. It's easy to see how this improves the team's efficiency.
  • we described how the dialogue between individuals with different dominant strengths improves the quality of the decision-making process
  • A good manager will take the time to deconstruct the daily operation of his or her team, identifying where it bogs down and where it over-accelerates.
  • ...17 more annotations...
  • Those insights can then be used as a basis for dialogue within the team, allowing each member to better understand his or her ideal role relative to the other team members
  • ensure that the team operates as more than the sum of its parts
  • best strategies for building a highly effective, strengths-based team?
  • With your group, determine what "team" means to each of you.
  • Do they share a common goal? A common set of measures that determine success? Are collective achievements possible -- or is this really an assortment of individuals working independently with separate measurement and goals?
  • Even when individuals do much of the team's work independently, team members can still share in the responsibilities associated with building a great place to work. Think about using the Gallup Q12 items as a common focus for better partnership and teaming.
  • f the group is working with common measurements and a shared goal, however, investing some time and thought in strengths-based team building will pay off.
  • A shared goal must be shared in both vision and execution.
  • diversity or similarity of the descriptions. How are your viewpoints alike? In what ways do you see different aspects or issues in the challenge or opportunity?
  • You might start by listing the common functions you feel your team must allocate in order to operate smoothly.
  • Ask team members to consciously consider: "Who am I, and what do I contribute?"
  • t the ideal role is unique for each.
  • Once you've allocated functions, ask the person whose name is next to each individual function to "own" that aspect of the team's operation.
  • ber that consistency and practice are the keys.
  • Make this a regular part of your team's work -- to consider not only the issues, problems or challenges, but also the ways you work together in solving or achieving them.
  • Now that you have the functions or process, consider each person'
  • Ask each person to share two of his strengths, and identify two areas within the process that are a "best fit" for him
  • Matt LeClair on 09 May 12
     
    strengthfinder
Matt LeClair

iSeek Carreers - 0 views

www.iseek.org/...careerDetail

resources research survey relationship employee design values working personality intelligence talent instructional

shared by Matt LeClair on 09 May 12 - No Cached
  • Matt LeClair on 09 May 12
     
    Assess yourself, wages/outcomes, eduation/trainging and more
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