How to Lead a Team Wiki - Emotional Intelligence

Interested In

Introduction October 26,2008

Subscribe

-by Sergio
Schuler

The idea of emotional intelligence, the author Daniel

Goleman says, is having the ability to marshal your
own emotional impulses (or, at least, more than
those who are not emotionally intelligent);
Emotionally intelligent people have the selfawareness to know what they are feeling, and are
able to think about and express those things; they
have empathy for the feelings of others and insight
into how others think; they can do things like delay
gratification; they are optimistic and generally
positive; they understand easily the dynamics of a
given group, and, most important, where they fit
inside that group.

The 5 elements of emotional

intelligence at work October
27,2008

Element

Definition

The ability to
recognize and
understand your
Selfmoods, emotions
awareness
and drives, as well
as their effect on
others

-by Sergio
Schuler

Hallmarks

Connection to
GCM

- self-confidence
- realistic self- Selfassessment
awareness
- self-deprecating
sense of humor

The ability to control - trustworthiness

- Self-awareness
and integrity

Selfregulation

and moods. The

ambiguity
propensity to
suspend judgment - openness to
to think before acting change

results
- Flexible
thinking

Motivation

A passion to work
that go for reasons
beyond money and
status. A propensity
to pursue goals with
energy and
persistency

- Commit. to
results
- Resillence

Empathy

- expertise in
The ability to
building and
understand the
- Awareness of
emotional makeup of retaining talent
others
cross-cultural
other people. Skill in
- Inclusiveness
sensitivity
treating people
- Stakeholder
service
to
clients
according to their
focus
emotional reactions and costumers

Social
skills

Proficiency in
managing
relationships and
building networks.
An ability to find
common ground and
build rapport

- strong drive to
achieve
- optimism even
in the face of
failure
- organizational
commitment

- Effectiveness in
leading change
- Persuasiveness
- Expertise in
building and
leading teams

How to develop emotional

intelligence October 27,2008

-by Sergio
Schuler

According to Daniel Goleman, emotional intelligence

comes from the brains limbic system (responsible for
feelings, impulses, drives) not the neocortex
(concepts, logic). The limbic system learns best via
motivation, extended practice & feedback and
people need to break habits and establish new ones.
Examples:
- Need to really want to do it be prepared to
change things about your life!
- Ask others (coach, peers) to help by offering good
feedback.
- Put yourself in situations where you test it.
- Observe other better performers.
- With time and individualized approach.

- Innovation
- Effective
communication
- Inclusiveness
- Developing
others

Element

Examples on how to learn it

- Ask for feedback

- Have a mentor
- Go through a self-assessment
Building
a
team: changing a group of people into a high
Selfprocess
performing
awareness team
- Test your emotional intelligence
- MAKE A PLAN OF WHAT WILL
BE
Interested In
Subscribe
YOUR ACTIONS AND SEEK FOR
FEEDBACK!
- Ask for people to tell you when you
go over board
- Have a log book where you keep
track of the times you could not
regulate yourself
- Breathe deeply and think before
Self- a team: changing a group of people into a high
Building
-by Sergio
saying something when you are
Schuler
regulation team October 27,2008
performing
irritated
- Stop interrupting people
Read
article A Leaders Mood
Even with the -best
players,
MAKE
A PLAN OF WHAT WILL BE
a team doesnt- start
great,
YOUR
ACTIONS AND SEEK FOR
but goes through
fairly
FEEDBACK!
predictable stages
until it
performs on its best. To
Make your
understand the- theory
on learning plan and see
what
you
how teams change overcan gain on your current
time, check theposition
Forming,
Get
Storming, Norming, a mentor
- Get a coach
Performing article.
- Discover what kind of things you like
Dont think of team
to do building
Motivation
as an exercise
or a the test how self-motivated
- Take
moment thatare
youyou
go out
with your team- and
have
Read
the article Optimism, the
some team building
hidden asset
games. Team -building
is PLAN
a
MAKE A
OF WHAT WILL BE
constant everyday
YOUR ACTIONS AND SEEK FOR
process. EveryFEEDBACK!
action the
team leaders takes (or
Read article
does not take) -shapes
the on empathy
Stop
interrupting
people
team culture and what is
Empathy or -not
MAKE
acceptable
as A PLAN OF WHAT WILL BE
YOUR ACTIONS AND SEEK FOR
behaviour.
FEEDBACK!
There are literally thousands of theories on how to build a proper
Askoften
questions
to people,
be
team, but they -are
too many
and confusing.
Here are some tips
interested
on what they have to say
to effectively build
a team:
- Read the article a bit of perfume
- Read the article Making a great first
Social skills
impression
- MAKE A PLAN OF WHAT WILL BE
YOUR ACTIONS AND SEEK FOR
FEEDBACK!
Agree on roles and responsibilities October 27,2008

-by Sergio
Schuler

This is defining who is responsible for what and who is responsible to

achieve each goal. This is basically agreeing and understanding each
individual job description and what is the link between my job
description and the teams vision and goals.

Planning and tracking October 27,2008

-by Sergio
Schuler

Its very nice to have team -by

vision
Elzbieta
and goals, but without a planBanasiak
of
actually achieving it, most probably
Imagine the players who believe in the game they
its will
purposes
and objectives.
They
theplay,
team
not succeed.
Involve
see how their personal improvement contributes
to
the
success
of
the
whole
team.
This
is
your team in the team planning and
what we call in AIESEC alignment of personal and organizational goals. To ensure this
setting deadlines. After allocating
alignment team leader must support the performance and development of all the individuals
individual responsibilities, ask your
in the team.
team members to build their
Below you can find simple tips and tricks how to
track performance
support
the one
individual
plans. and
Once
again,
development of your team members.
of the most important parts is not
the planning itself, but tracking it
afterwards. Sit with each team
member and evaluate their
planning progress, as well as the
team progress. If necessary, adjust
the planning to keep on the right
-by Sergio
direction.
Plan it! October 27,2008
Introduction October 28,2008

Schuler

o Milestones and recognition

its important to have not only
end goals, but also milestones
to achieve, so your team can
see if they are on the right
track. Dont forget to recognize
people for their achievements
and also celebrate these
smaller achievements as a
team.

Leading by example October 27,2008

-by Sergio
Schuler

As a leader, you should act as you expect your team members to act.
If you follow all the rules, if you are an example, people will see that as
important. If you miss deadlines or break the rules, for sure they will
do the same. Do you want your members to offer feedback to each
other? Start offering feedback yourself.

How to Lead a Team Campaign - Team building part

TMU 08/09
Implement and Impact

-by Sergio
Schuler

Get to know your team October 27,2008

-by Sergio
Schuler

Its very hard to work well

with people you dont know.
Team bonding is very
important, especially in the
beginning. Have some ice
breakers, get to know my
personal story, trust building
games, cooking meals
together, etc. Check the Icebreaker book and team
building games.
IMPORTANT: don't confuse
team bonding with team
building.
is just
In order to ensure the high quality of the team leader
should beBonding
working with
team
one aspect of team building.
members on daily basis.
The performance goals as well as development goalsRemember
should be reviewed
once a month.
that team
building is not an event, but
Looking for resources on development planning check
out:
an everyday
process.
Everyday, the team is being
Personal Development Guide by Career Innovations
built.

Development Planning by AIESEC in Austria

Members Development Plan Guide for Leaders by AIESEC in Kenya

o Informal moments do not forget that having informal fun

the team
(and it of
should
not only
happeninin
the
moments
Activitieswith
supporting
development
competencies
by AIESEC
Kenya
beginning). This needs to happen during the whole term of the team.
Example of informal moments can be having lunch together after the
team weekly meeting, going to a pub every first Friday of the month,
having each month a different team member cooking to the others in
the team each, etc.

Stats counter October 27,2008

-by Sergio

Schuler

Team rules puts everyone on the same page of what is acceptable

and what is not. What is the periodicity of team meetings? Are the
team meetings required (what is an acceptable excuse to skip one
meeting)? Can I be late (how much time is acceptable)? Can I Schuler
interrupt others when they are speaking? How is the planning being
tracked? Etc. Check the article Negotiating team rules to see how to
View
My Stats the rules with your team.
negotiate
o USE the rules like the vision, is easy to come up with rules and
afterwards forget them. Its the team leaders role to call early team
members behaviours that are not following the set rules. Other
-by good
Elzbieta
Use the Learning Environment! October 28,2008
Banasiak
action to do is to remember periodically the team rules, evaluate
their effectiveness and see if the team wants to add, remove or
To improve
skillsofinthe
sport,
develop and become a better player you have to train
modifyyour
some
rules.
constantly. You can use for it different tools, trainings or go to the gym. Your development in
AIESEC
progresses
mostly while
executing
this is what
we call on
learning
o Team
meetings
one
of the your
mosttasks,
common
problems
teamby
doing. However, to improve the quality of AIESEC Experience AIESEC offers also the set of
processes
poorly Environment.
managed orAsnot
frequent
enough
certain
tools calledisLearning
leaders
of teams
we are team
responsible for
meetings.
Ideallyinausing
teamit wisely
should
every week and the meetings
supporting
our members
formeet
their development.

should generate concrete next steps towards achieving the team

Learning
thehow
following
elements:
plan.Environment
Check theconsists
articleofon
to run
effective meetings.

-by Sergio

Team days October 27,2008

Schuler

One of the most useful tools for team building and management, team
days are simply a set of days where the team gets together to work
together in a different set of issues. Just like a conference only to the
team, it can have different objectives and sessions, as well as a
different number of days. There can be one team day with 1 day in the
Saturday and another one with 7 days in a row. Commonly team days
happens quarterly or each six months and some example of goals can
be: building up the team vision and planning, having team building
exercises, evaluating the progress of the plan and creating next steps
to achieve it, discuss some burning issue such as the next year LC
Click
on the picture
structure,
etc.to get access to PDU Campaign Concerning LE.
How can you use LE to support performance of your team members?
Individual Discovery and Reflection
Encourage your team members to assess

-by Sergio
Set a team vision and goals October their
27,2008
competencies, plan their Schuler
development and make sure they link it
with their responsibilities in the
haveorganization.
a clear vision of they, as a team,

The team should

should achieve and work towards. Without direction, its
What to learn more about IAT?
hard to keep everyone in the same page and mostly
probably the direction of the team will become a conflict
situation when the differences arise. The vision should
be derived from the organizational vision and goals. In
the end, the team vision should say clearly what is the
contribution of our team towards the organization

o USE a team vision building a vision is quite

easy, but its also very easy to forget it afterwards.
You as team leader should constantly bring the
team vision to make decisions and track the
progress of the team towards the vision. One
example of doing it is each quarter painting the
Mentoring
vision sentences in red, yellow or green, depending
of being true on the present moment.
As a team leader you on
mayhow
look close
for more
experienced people who can support the
development of your members. How about
involving into it your external partners? Maybe
you can use the network of alumni?
Have a look at AIESEC in Poland Mentorship
Guide
Team identity October 27,2008
Team Experiences

-by Sergio
Schuler

It is actually real learning by doing. To build high quality

team experience for your members follow all the
guidelines and information in the campaign!
Learning Circles

Having team logo, motto, t-shirts, roll

call aisteam
something
that can create a
Leading
which works
sense of
unity,
being part of
on particular
issue
or gathers
people
with common
something
:) interests
it is very easy to use the team
synergy and try to organize the
discussions around these
topics.
Make sure your members
know and understand they
learn from each other and use
the knowledge which is within
the team members.
Conferences and Seminars
Think of the conference as of the camp where you send your people to
learn, train and get educated. Sure, it requires investments of time or
money but making smart investments in growth may pay off much
more than you expect.
Before making an investment and sending your members
for the conference team leader should first consider how
the participation in the conference fits into the
development plan of the person and how his/her
attendance there may contribute to the success of your
LC/team (maybe they can gain some useful GCPs or
strike X partnerships)
If possible it is advisable to base the decisions of financial
support on these criteria.
Virtual Spaces
Internet is a very powerful source of knowledge in the 21st century. As a team leader you
should support your members in usage of myaiesec.net and help them look for other
resources. You can encourage them to start using the system for their development by

sending them links to different campaigns or interesting information.

Check the Czech Education on myaiesec.net Wiki

Take care of people motivation! October 27,2008

-by Sergio
Schuler

The most difficult thing about motivation is that there is no ultimate guide how to motivate
people All of us react differently and therefore team leader should first get to know the
team members very well and then adjust the motivation techniques to the individual needs
of a person. Frankly speaking, motivation is the sum of all the activities of team leader, as
well as of other team members. Therefore it is crucial to take care of the right relations in
the team and build the awareness around how we can motivate each other. Among
additional activities that can improve the motivation there are:
Rewards and Recognition System
While creating the R&R system team leader has to
answer very important questions, such as: Do I want
to reward the efforts of results? How does the R&R
system support your team/LC goals and development
of a person? How often do you want to reward your
members?
R&R system is also the set of small things. Your
members may feel recognized if you mention their
outstanding performance during team meeting or
implement a small awards for people who
achieved their goals in the certain period of time,
e.g. introducing member of the month award.
Coaching
Coaching is a relation between two
people, set to achieve the common
goal, support each other and create
a synergy effect between their
personalities, knowledge and
attitudes.
Coaching is a tool to stimulate and
measure development of both
coach and coachee. If we have a
coach to help us achieve our goals,
we can accomplish much more. We
are held accountable to the goals
we create and are motivated along
the way to complete what we set
out to do and find our own solutions
to any challenges in our way.
Overall, it is a method to see great

results, but with the added benefit

of personal learning and motivation
along the way.
For more information about
coaching see:

Coaching campaign by
TMU
Article on coaching on the
HR portal
AIESEC in Poland
Coaching Guide

Feedback and feedback 360

The great power of AIESEC in that you can make mistakes. You can also be sure if you
make mistake there will be somebody who will notice that and will help you improve by
providing feedback. Feedback is an extremely impactful tool which may either motivate
people a lot or demotivate if used not properly.
Important! As a team leader you can either wait with the feedback till there a very
important problem occurs or deal with challenges systematically and provide feedback to
your members once you notice it may help. You should also encourage them to open for
giving and receiving feedback.
More support on feedback, check here.
Alignment between personal and organizational goals can be a direct strategy to grow in
our MoS and realize teams objectives. Each and every team leader should be aware of
that and make sure they work on building this awareness among team members.