Master Practitioner in Emotional Intelligence (CERTIFIED)

This course has been approved and accredited by The Institute of Leadership.

On completion of this course, you can apply to become a Professional Member of The Institute of Leadership at a discounted price.  Details of the benefits of Professional Membership are covered within this video with information about how to apply.

This lecture gives an overview of emotional intelligence and a simple, straightforward definition of the term "emotional Intelligence".

You maybe confused about the terms EI and EQ and how the two seem to be readily interchanged. This lecture helps to give a distinction between the two.

Attitude cannot be easily measured so, strictly speaking, it is not a part of EQ - Emotional Quotient.  However, attitude can be considered within emotional intelligence as it is linked to how emotional intelligence is applied.

You maybe confused about the terms emotions and feelings and how the two seem to be readily interchanged. This lecture helps to give a distinction between the two.

Dr. David Caruso is a Senior Lecturer in Emotional Intelligence at Yale University. This lecture is distilled from a conversation that I had with him about emotional intelligence.

This lecture gives an insight into emotions and what they mean, including some quotes from famous people about emotions.

Emotions are experienced and expressed readily in the workplace. You may not be aware of this. This lecture looks at how emotions can be used intelligently at work.

This lecture will help you to understand how the emotional climate at work impacts upon teams and teamworking so that you are able to determine the best ways to work with it.

This lecture looks at how to work with the emotional climate by assessing the level of emotional engagement and the level of emotional management.

A review of some of the advantages and some of the disadvantages when working with emotional intelligence.

The view of emotions has changed over the years. This lecture looks at what these changes are and why emotions are an important consideration in success.

This lecture explores why we have emotions from a biological perspective, why they are necessary and how they have evolved.

A one minute observation test to look at your emotional response.

This lecture investigates the structure of the brain with a very simple, but practical overview. It looks at where emotions are generated.

Did you know you have three brains? Your head brain, your heart brain, and your gut brain cooperate together with an ever-changing network of neurons. They have obvious different physical functions and they also perform different mental and emotional roles.

This lecture looks at some new research into emotions that changes the way that we think the brain works with emotions.

People often talk about positive and negative emotions. This is not that helpful as emotions cannot really be labelled in that way. This lecture looks at why labelling emotions as positive or negative can be unhelpful.

There are seven basic human emotions as defined by Paul Ekman, an American psychologist and anthropologist. This lecture looks at the seven emotions in more detail.

Our understanding of emotion is increasing all the time. Researchers are debating the extent of basic emotions and how they are expressed.

Robert Plutchik's Wheel of Emotions helps us to understand how the basic emotions blend and work together to form more complex emotions.

There are many factors that influence the expression of emotion and how you can determine the emotional state of someone else.  This lecture looks at a number of these influences.

This lecture covers why it is important and necessary to understand your emotions and how you can use them to get better results.

This video explores Lisa Feldman Barrett's theory that emotions are not hardwired reactions but are constructed through personal experiences and cultural influences.  The video explores the pros of this perspective, such as its implications for psychology and emotional intelligence, while also addressing criticisms and challenges around these ideas.

This lecture looks at why it is important and necessary to identify how you respond to your emotions and how you can use them more effectively..

Daniel Goleman is an American psychologist who wrote his bestselling books on emotional intelligence in the mid 90s. He developed a framework which is presented in this lecture.

This lecture presents the ability model of emotional intelligence developed by psychologists, John D. Mayer and Peter Salovey from Yale University.

This lecture gives some examples of why emotional intelligence abilities are not necessarily relevant in every job role.

This model of emotional intelligence is the one used and favoured by the Six Seconds network. It is very simple to understand by anyone of any age.

Emotional intelligence can be measured by sophisticated psychological instruments. This lecture looks at the EQ-i 2.0 - the assessment that I use and the reasons why.

(I have no commercial affiliation with the suppliers of the EQ-i!)

This is a practical activity that will help you to think about how you are using your emotions and your emotional intelligence and what other people think.  

You are going to be asked to rate some competencies of your emotional intelligence and get someone else to rate your competencies as well.  Comparing how you score yourself and comparing this with how someone else scores you will give you some very useful information.

These are the fundamental principles that need to be applied to develop emotional intelligence.  Doing these well and consistently is NOT easy!  All of these principles involve the choices that you make.

Here are some ways that will help you to practise emotional intelligence.  These can be done anywhere and at any time.

Here are a couple of helpful techniques that will help you to think about how you can build up and develop your skills in emotional intelligence.

Here are some do's and don'ts around working with emotional intelligence.

This video concludes the introductory part of the Master Practitioner course with a short review.

There are many ways that leaders and managers at work can act in emotionally UNintellligent ways that have quite an impact on the people that they lead and manage. This can have dramatic consequences.

This Practical Activity gives you the chance to explore the behaviours of emotionally unintelligent leaders. 

How many of these behaviours do  you demonstrate, even if only rarely?  Probably more than you realise.

The Practical Activity will highlight ways that you can work to develop your emotional intelligence.

This introductory lecture introduces this part of the course. It explores the inner world of thoughts and feelings looking at different aspects of self-awareness and self-regulation.

In this lecture, we'll look at what self-awareness is, the aspects of self-awareness and how you can develop it. We'll, also. look at how self-awareness relates to emotional intelligence.

This lecture introduces the Johari window that helps you to think about what is known to you and others and what is not to you and others.

Self-awareness can be developed. This lecture covers some method that you can consider to develop your self-awareness.

Visualisation is a very powerful technique used to create a future for yourself based upon what you want.

This video looks at how to work with visualisations to improve performance and confidence and includes a variety of examples.

This lecture covers how affirmations can change your beliefs.

What are values and how are they involved in how you express yourself? This lecture gives an overview of your values underpinning your Self-Regard.

This Practical Activity gives you the chance to determine your behavioural style and, along with the rest of this Section, will help you to understand your approach to collaboration better.

If you are going to get the best out of this course, it is important that you complete this exercise!  

American psychologist and writer William Moulton Marston, in his 1928 book Emotions of Normal People introduced the prototype of the DISC profiling technique: a pair of axes producing a set of four interconnected factors. Marston originally called these four factors Dominance, Inducement, Submission and Compliance, though 'Inducement' and 'Submission' now carry the more meaningful modernised names of Influence and Steadiness.

It was during the 1940's that Marston's profiling technique came to prominence, when it was adopted by the U.S. military to help in recruitment during the Second World War. Over the following decades its simplicity and flexibility meant that it became more and more widely used across the world as a way of understanding behaviour. It is particularly useful in team settings.

High Dominance has a clear idea of their ambitions and goals, as well as the directness and forcefulness to achieve those goals. It also means that people like this will tend to have a competitive attitude, and they will generally follow their own ideas rather than work cooperatively with others.

High Influence are enthusiastic and good motivators and are highly creative. People like this desire acceptance and social esteem. They enjoy being recognised for their creativeness, ability to motivate and influence, and especially for their sense of humour when possible. They want to be around others and desire for environments to be positive and even fun, both at work and socially.

High Steadiness people show patience, calmness and gentle openness. They are generally amiable and warm-hearted, being sympathetic to others' points of view, and valuing positive interaction with others.

High Compliance people often appear reticent and aloof, as they are reluctant to reveal information about themselves or their ideas unless absolutely necessary. They will tend to use existing structures and rules to accomplish their aims and adhere to rules, authority and logical argument to influence the actions of others.

Download this poster that gives insights into how each behavioural style behaves in a collaborative relationship when they are being emotionally intelligent.  

It, also, shows how each style behaves in a collaborative relationship when they are not being emotionally intelligent.

Summary Booklet: Do's and Don'ts of each Behavioural Style

Download this booklet that gives you some hints and tips when working with each of the four behavioural styles.

DISC works by measuring four fundamental factors in a person's behaviour, and using those four factors to describe their personality.

This lesson looks at how you can adapt your behaviour in more valid and reliable ways. It, also, covers the ideal behaviours for you to demonstrate at work irrespective of your preferred style.

You take in information through your sensory inputs. What are these and how effective are they?

This lecture looks at the way that we filter the billions of bits of data that we are bombarded with in order to make sense of the world.

This lecture explores the difference between and emotional moods, emotional traits and emotional styles.

This lecture looks how you can start noticing your emotions so that you are in a position to begin managing them more effectively.

How you manage and handle your emotions depends upon a number of factors. People fall into three distinctive styles for attending to and dealing with their emotions. This lecture covers handling emotions by looking at the three distinctive styles.

This lecture covers some of the factors that are going to influence how emotions are expressed and the way that emotions are expressed.

Detachment is a technique that you can use to detach yourself from the emotions that you experience in a situation.

A consideration of some of ways that you can express your emotions more effectively.

It is important to be aware of your hot buttons when you are interacting with other people and then to take steps to prevent these from causing you problems.

This practical activity will help you to determine your hot buttons. It can be used as a team activity to look at each others hot buttons to gain a better understanding of how you can work together with a greater understanding of each other.

This lecture introduces this part of the course. It explores the outer world looking at different aspects of empathy and social skills.

This lecture covers what interpersonal skills are and how you can go about developing them through a range of hints and tips.

Empathy is defined in this lecture to give an understanding of what empathy is and what it is not.

Empathy is a fundamental component of both emotional and social intelligence. There is an intelligence within empathy itself that can be utilised in developing interpersonal relationships.

The way that the brain works when building interpersonal relationships.

This lecture covers how thinking can help and how it can hinder you in building interpersonal relationships.

This lecture covers the way that your brain works with empathy.

The strange way that empathy creates and develops us as individuals and the fascinating neuroscience behind this.

This lecture explores ways that you can demonstrate your empathy with others.

This lecture covers how emotional information can be determined by observing various aspects of body language.

This lecture covers how clusters of non-verbal signals can be interpreted. They can give insights into how people manage their emotions, use their assertiveness and their principle focus.

Empathy involves the ability to read the behaviours and actions of others in order to understand that person's emotional state.

How a person is feeling can be determined by looking at their non-verbal signals. This Practical Activity involves considering how emotions are expressed in other people.

If you are going to get the best out of this course, it is important that you complete this activity!

Listening is one of the most important components (if not the MOST important) of good communication and emotional intelligence coaching. This lecture covers effective listening and poor listening skills.

This video considers the ways that you can develop your active listening skills and so become more empathetic.

Some hints and tips to consider that will help you to develop and build your empathetic skills.

This lecture looks into the importance of the relationships that we build and what happens without effective communication.

Working with your preferred behavioural style(s) is easy.  Working with people who have your least preferred behavioural style can be challenging.

This practical activity is designed to get you to think about how to adapt your style to become more empathetic towards and work more effectively with people who have your least preferred behavioural style.

If you are going to get the best out of this course, it is important that you complete this practical activity!  

This video looks at the learning outcomes covered in this module on motivation.

Motivation can be difficult to determine but this lecture explains what motivation is all about.

To start this part of the course, we look at some of the best known motivation theories that are associated with needs.

Vroom's Expectancy Theory assumes that behaviour results from conscious choices among alternatives. The motivation of the behaviour selection is determined by the desirability of the outcome.

You are probably already familiar with Goals Theory. It is based on working with SMART objectives.

This lecture looks at how well set goals can support motivation.

Rewards have been used traditionally as ways to motivate. However, there is a need to look at how rewards affect motivation and new ways of considering motivation.

Words That Change Minds is a well respected book by Shelle Rose Charvet that looks at how to determine motivation and motivational traits using conversational coaching techniques.

Meta-programs are like the software in our brains. They run unconsciously. In this lecture we explore the idea of meta-programs and start to look at the motivational meta-program.

This lecture covers the Level of Motivation. Do you take the initiative or do you wait for others to act?

This lecture looks at the Criteria of Motivation. What are your criteria or values?

This lecture looks at the Direction of Motivation. Are you motivated towards a goal or away from something you don't want?

This lecture looks at the Source of Motivation. Are you internally or externally motivated?

This lecture looks at the Reason for Motivation. Are you motivated by options or procedures?

This lecture looks at the Decision Factors of Motivation. What is your attitude to change? Are you motivated by evolution or revolution?

This lecture is a learning summary of this module on Motivation and introduces the Practical Activity that enables you to determine Motivational Traits.

The series of questions presented here will help you to determine the traits that make up the patterns within your motivation meta-program.