EQ Leader – Workshop 2 (Personal Competence)

The Appleton Greene Corporate Training Program (CTP) for EQ Leader is provided by Ms. Samson-Song Certified Learning Provider (CLP). Program Specifications: Monthly cost USD$2,500.00; Monthly Workshops 6 hours; Monthly Support 4 hours; Program Duration 12 months; Program orders subject to ongoing availability.

If you would like to view the Client Information Hub (CIH) for this program, please Click Here

Learning Provider Profile

Ms. Samson-Song is a Corporate Trainer, Executive Coach and Certified EQ-i 2.0 Facilitator.

Ms. Samson-Song has 17+ years experience as a corporate trainer in various industry sectors, providing training to thousands of customer-facing employees, enabling them to offer exceptional service to customers, clients and guests. She has also helped new and existing leaders in management positions to be effective in their roles through leadership development. She is passionate about helping people move to their next level of brilliance.

Ms. Samson-Song’s training is a healthy blend of personal development, science-backed psychology and professional excellence. With a fierce commitment to the facilitation of growth, She is uniquely gifted in identifying the dysfunctional patterns in individuals and teams, which holds them back from being brilliant. She is able to bring clarity in decision-making, as well as helping her clients move from feeling stuck, to becoming highly effective in their roles. She firmly believes people skills directly impact productivity.

Through the success of these trainings, it has led her to partner with c-suite leaders and senior management to align their training programs with business strategy and direction.

Ms. Samson-Song’s clients span across companies such as: EY, Lockheed Martin, International Monetary Fund, GAP, Agilent Technologies, Adobe, Target, Under Armor, Hershey, Johnson & Johnson, and more.

Today, She combines her corporate training experience with executive coaching skills to provide unique value for participants in workshop settings.

Ms. Samson-Song obtained her coach training from the Coactive Training Institute (CTI) based in San Rafael, California and is professionally certified on a PCC level by the international Coaches Federation (ICF). She is also a certified by Multi Health Systems (MHS) as a an EQ-i 2.0 & EQ 360 Practitioner.

Ms. Samson-Song holds a diploma in Customer Relationship Management from the University of South Africa and a diploma in Food Science & Technology from Kaduna Polytechnic, Nigeria.

In the last two decades, She has traveled to over 40 countries in 5 continents. Her passion for unlocking potential in people continues to be her core motivation.

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MOST Analysis

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Mission Statement

Part 1 Month 2 Personal Competence – This will be a deep-dive session into two of the critical components of Emotional Intelligence. The focus of this training is on self-awareness and self-management. By delving into self-awareness and self-regulation, individuals will learn to recognize and manage their own emotions, cultivate a deep understanding of their emotional tendencies, and develop effective strategies for emotional regulation. Through this process, participants will embark on a journey of self-discovery, honing their ability to recognize and interpret their emotions, strengths, and limitations. They will gain valuable insights into how their emotions impact their decision-making, relationships, and overall well-being. Participants will learn practical techniques and exercises to enhance their emotional self-control, stress management, resilience, and adaptability, ultimately equipping them to navigate challenges with greater emotional resilience and success.

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Objectives

01. Self-Awareness: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
02. Self-Management: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
03. Emotion Neuroscience: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
04. Emotional Literacy: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
05. Personal Triggers: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
06. Personal Values: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
07. Self-Discipline: departmental SWOT analysis; strategy research & development. 1 Month
08. Time Management: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
09. Behavioral Science: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month
10. Self-Reflection: departmental SWOT analysis; strategy research & development. Time Allocated: 1 Month

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Strategies

01. Self-Awareness: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
02. Self-Management: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
03. Emotion Neuroscience: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
04. Emotional Literacy: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
05. Personal Triggers: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
06. Personal Values: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
07. Self-Discipline: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
08. Time Management: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
09. Behavioral Science: Each individual department head to undertake departmental SWOT analysis; strategy research & development.
10. Self-Reflection: Each individual department head to undertake departmental SWOT analysis; strategy research & development.

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Tasks

01. Create a task on your calendar, to be completed within the next month, to analyse
Self-Awareness.
02. Create a task on your calendar, to be completed within the next month, to analyse Self-Management.
03. Create a task on your calendar, to be completed within the next month, to analyse Emotion Neuroscience.
04. Create a task on your calendar, to be completed within the next month, to analyse Emotional Literacy.
05. Create a task on your calendar, to be completed within the next month, to analyze Personal Triggers.
06. Create a task on your calendar, to be completed within the next month, to analyse Personal Values.
07. Create a task on your calendar, to be completed within the next month, to analyse Self-Discipline.
08. Create a task on your calendar, to be completed within the next month, to analyse Time Management.
09. Create a task on your calendar, to be completed within the next month, to analyze Behavioral Science.
10. Create a task on your calendar, to be completed within the next month, to analyse Self-Reflection.

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Introduction

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Welcome to the second EQ Leader Workshop, where we embark on a transformative journey to cultivate personal competence—a cornerstone of effective leadership. In today’s rapidly evolving business landscape, leadership success is no longer solely defined by technical skills or hierarchical authority. Instead, it hinges on the ability to harness the power of emotional intelligence (EQ) to inspire, influence, and lead with authenticity and purpose.

Personal competence skills are essential in today’s world of management for several reasons:

1. Effective Leadership: Personal competence skills, such as self-awareness, self-management, and emotional intelligence, are fundamental for effective leadership. Leaders who possess these skills can better understand themselves, relate to others, and navigate complex interpersonal dynamics, fostering trust, collaboration, and high-performance teams.

2. Adaptability and Resilience: In today’s rapidly changing business environment, adaptability and resilience are critical for success. Personal competence skills enable leaders to remain composed under pressure, adapt to unforeseen challenges, and bounce back from setbacks with resilience and determination.

3. Enhanced Decision-Making: By honing personal competence skills, managers can make more informed and rational decisions. Self-awareness allows leaders to recognize their biases, emotions, and preferences, enabling them to approach decision-making with clarity, objectivity, and sound judgment.

4. Effective Communication: Personal competence skills empower managers to communicate more effectively with their teams, peers, and stakeholders. Leaders who understand their own communication styles, emotions, and triggers can convey messages with clarity, empathy, and authenticity, fostering better understanding and alignment among team members.

5. Conflict Resolution and Relationship Building: In today’s diverse and interconnected workplaces, the ability to manage conflicts and build positive relationships is paramount. Personal competence skills enable leaders to navigate conflicts constructively, resolve interpersonal differences, and cultivate a culture of trust, respect, and collaboration.

6. Employee Engagement and Retention: Managers with strong personal competence skills are better equipped to engage and motivate their teams. By fostering a supportive and inclusive work environment, leaders can enhance employee morale, satisfaction, and retention, ultimately driving organizational success.

7. Continuous Improvement and Growth: Personal competence skills facilitate continuous learning, growth, and development. Leaders who engage in self-reflection, seek feedback, and embrace challenges as opportunities for growth can inspire a culture of innovation, learning, and continuous improvement within their organizations.

In summary, personal competence skills are indispensable for managers in today’s dynamic and complex business landscape. By cultivating these skills, leaders can enhance their effectiveness, drive organizational performance, and lead with purpose, resilience, and authenticity in an ever-evolving world of management.

Recognizing Personal Competence in a Leader

Personal competence in a leader can be recognized through various observable behaviors and traits. Here are some indicators:

• Self-Awareness: A leader who is self-aware recognizes their strengths, weaknesses, emotions, and impact on others. They demonstrate an understanding of their values, beliefs, and behaviors, and openly acknowledge areas for growth.

• Emotional Regulation: Effective leaders demonstrate emotional intelligence by managing their emotions in challenging situations. They remain composed under pressure, control impulses, and refrain from reacting impulsively or emotionally.

• Adaptability: Leaders with personal competence are adaptable and flexible in the face of change. They embrace new ideas, perspectives, and challenges, and demonstrate resilience in navigating uncertainty and ambiguity.

• Time Management: Personal competence extends to a leader’s ability to manage time effectively. They prioritize tasks, set realistic goals, and manage their workload efficiently, demonstrating organization, focus, and productivity.

• Reflective Practice: A leader who values personal competence engages in reflective practice regularly. They take time to reflect on their experiences, behaviors, and decisions, seeking opportunities for learning, growth, and self-improvement.

• Consistency and Integrity: Personal competence is reflected in a leader’s consistency and integrity. They uphold ethical standards, demonstrate honesty and transparency in their actions, and align their behavior with their values and principles.

• Continuous Learning: Leaders with personal competence prioritize their ongoing learning and development. They seek feedback, participate in training and development opportunities, and demonstrate a commitment to personal and professional growth.

By observing these behaviors and traits, colleagues, peers, and stakeholders can recognize personal competence in a leader and appreciate their contributions to organizational success.

The Core of Personal Competence

At the heart of personal competence lies self-awareness—the foundation upon which all other EQ competencies are built. By gaining deep insights into our thoughts, emotions, and behaviors, we can unlock our full potential as leaders. Through self-awareness, we develop the capacity for self-management—the ability to regulate our emotions, stay composed under pressure, and adapt to change with resilience and grace.

Understanding personal triggers is a crucial aspect of self-awareness, as it empowers us to navigate challenging situations with clarity and composure. By identifying the events, people, or circumstances that elicit strong emotional reactions, we can proactively manage our responses and cultivate a sense of emotional balance.

Furthermore, personal values serve as guiding principles that shape our decisions, actions, and priorities as leaders. By aligning our behaviors with our core values, we foster authenticity, integrity, and trust—essential qualities for building meaningful relationships and inspiring others to follow our lead.