Jamaica Diaspora Education Workshop and Summit March 21

Jamaica Diaspora Education Workshop and Summit March 21 -24, 2016

DEVELOPING SELF AWARENESS Facilitators: Ms Antoinette Brooks Dr Susan Lycett Davis Ms Hyacinthe Lafontant

Session Overview • General Overview of Strands • Presentations by Facilitators • Group Participation/Q&A • Strategies/Techniques/Referrals

STRAND I Personal Emotional Intelligence

STRAND II Managing Conflict

STRAND III Leading Positive Change

Ms Antoinette Brooks Personal Emotional Intelligence as it relates to five areas : Self Awareness Motivation Empathy Social Skills and Self Regulation Management

Emotional Intelligence refers to an individuals ability to recognize and understand their own emotions as well of that of others being able to discriminate between and provide appropriate labels for different feelings. Individuals are further able to use this knowledge and awareness to manage their own behaviours and relationships.

Emotional Intelligence Influences how we: ØNavigate challenges ØMake personal decisions and ØManage our behaviours To achieve success and more so positive results

Skills in Emotional Intelligence • Personal Competence focuses on you as an individual and your ability to stay aware of your emotions and manage your behaviour and tendencies. o Self awareness o Self management • Social Competence focuses on your ability to understand other people’s moods, behaviour, and motives in order to improve the quality of your relationships. o Social awareness o Relationship management

Self Awareness • Speaks to your ability to accurately perceive your emotions and stay aware of them as they happen.

Self Management • Speaks to your ability to use awareness of your emotions to stay flexible and positively direct your behaviour.

Social Awareness • One’s ability to readily and accurately identify emotions in other people and understand what is going on.

Relationship Management • Speaks to one’s ability to use the awareness of your own emotions and the emotions of others to successfully manage interactions.

Emotional Intelligence / Intellect and Personality • No link between EI and intellect - Can’t predict one’s emotional intelligence based on how smart he/she is. • Skills that can be acquired/ improved with practice. • Personality defines you, stable ; can’t be used to determine emotional intelligence.

Motivation/Inspiration • Leaders seek varying strategies to inspire workers. These strategies include birthday clubs, socials, rewards, family fun days etc. External strategies. • The employer’s ability to engage the employee through relationship. Motivation is internal. Employees must be inspired/motivated through the relationship with employer and the work itself.

Motivation Richard Deci highlighted a few factors to motivation: • • Sense of autonomy, Feeling of competence, Relatedness to the broader work of the organization, and Connection to the community of fellow employees.

Empathy • The ability to sense how others feel and connect at an emotional level. Leaders have to connect with people on a personal level – understand their feelings and what’s happening with and to them.

Social Skills • This category involves the application of empathy as well as negotiating the needs of others with your own. This can include finding common ground with others, managing others in a work environment, and being persuasive.

Self-Regulation Management • Managing your emotions, handling your feelings, handling interpersonal interactions, managing the emotions of others and negotiations in a way that is relevant and appropriate to the current situation. • When leaders effectively regulate themselves they rarely make rushed or emotional decisions or compromise their values. They stay in control.

• Leaders should be flexible and committed to personal accountability. • Know your values. • Hold yourselves accountable • Practice being calm.

• To be effective, leaders must have a solid understanding of how their emotions and actions affect the people around them. The better a leader relates to and works with others, the more successful he or she will be.

Take the time to work on selfawareness, self-regulation, motivation, empathy, and social skills. Working on these areas will help you excel in the future!

Ms Hyacinthe Lafontant Managing Conflict • Types of Conflict in the School Environment • Strategies for Conflict Resolution • Techniques for Constructive Conflict Resolution

Strand II- Place holder movie clip of conflict • “Lean on Me”- Morgan Freeman- 1. 5 min

Conflict is the “What” Changing the Conversation is the “How”

HABITS ARE AT THE ROOT OF EACH INDIVIDUAL’S CONFLICT STYLES DOING SOMETHING REPEATEDLY OVER A PROLONGED PERIOD OF TIME BECOMES A HABITS CAN BE GOOD OR BAD HABITS ARE HARD TO CHANGE - HABITS CAN CHANGE!

STEPS TO FACILATE THE CONVERSATION Based on a method called “Principled Negotiation” SEPARATE THE PEOPLE FROM THE PROBLEM FOCUS ON THE INTERESTS NOT INDIVIDUAL POSITIONS INVENT OPPORTUNITIES FOR MUTUAL GAIN INSIST ON USING OBJECTIVE CRITERIA

COMMUNICATION PRINCIPLES FOR MANAGING CONFLICT/ CHANGING THE CONVERSATION FACILITATE LISTENING AND SPEAKING ACKNOWLEDGE THE CONFLICT BELIEVE THAT MEANINGFUL DIALOGUE IS POSSIBLE EXPECT AND PLAN FOR FUTURE CONFLICTS

The GOAL/CONCEPT IS: Move, don't stay stuck Look for alternatives Change your possibility thinking to help others - change theirs BE WILLING TO MAKE A PARADIGM SHIFT

Dr Susan Lycett Davis Leading Positive Change • Motivating and Empowering Team Members • Creating Positive Work Relations • Embracing the Vision

Motivating and Empowering Team Members RESISTANCE TO CHANGE • HABIT • THREAT TO JOB AND INCOME • FEAR OF THE UNKNOWN • SELECTIVE PERCEPTION • THREAT TO ESTABLISHED POWER RELATIONS • THREAT TO INTERPERSONAL RELATIONSHIPS

Creating Positive Work Relations • BUILD TRUST • OPEN CHANNELS OF COMMUNICATION • INVOLVE YOUR EMPLOYEE • PROVIDE INCENTIVES • DEAL WITH EMPLOYEE FEELINGS

Embracing the Vision Know the vision Understand why it is important Ensure that needs are understood Share the vision

Strategies to Effect Positive Change 1. Become a Change Agent 2. Motivate and Empower team members 3. Address the factors that cause Resistance to Change 4. Create Positive Working Relations 5. Embrace the Vision

Food For Thought

We Must Foster Trust

We Need to Find Solutions

Change is Constant…. It is Necessary

It’s All About the Attitude

Important Tips

For Further Development Sources…… Goleman, Daniel: Emotional Intelligence Hunter, James. SERVANT: A Simple Story about the True Essence of Leadership Kouzes & Posner: The Leadership Challenge Robbins & De. Cenzo: Supervisory Today

Thank you for your Time Be the Best Manager/Leader you can be!