 Let's pray. Let's come at this time come at ourselves into God's hands and Yeah, let's let's do that Father we thank you Lord. We thank you for this time. We come at ourselves into your mighty hands Lord Lord. We just Asked that you would speak Lord. We pray that you would lead Father God. We thank you that you're Your Lord you're the one Releases your gifts and releases the call on each one of us and I pray that what even as you do so maybe be Not strengthened. Maybe we empowered Lord. I pray that You will add to our lives Lord line upon line and precept upon preset Lord and I pray that Lord in all this God that the objective will be Lord fruitfulness and Desire to bring glory to your name Lord and to to be pleasing to you Lord in all that we think and say and do Father God in our lives individually and also collectively as teams as Churches Lord as as ministry teams. We thank you Lord. We thank you for this time You've given us. We pray that you'll speak to us Lord We give you all the praise and all the glory at this time in Jesus match this name. We pray Amen Okay Yeah, it's It's really, you know, I mean as we've been going through this course we have I think last class we looked at This whole aspect of team decision-making like team decision-making and We looked at several ways by which we can do first of all we looked at what decision-making was and why you know we need to Learn about decision-making and how important decision-making is right even for our own lives we either consciously or you know without Being conscious of it. We make decisions all along like right from morning till they are awake till we go to bed We make thousands of you know, hundreds of decisions if not thousands right hundreds of decisions every day and more so as spiritual leaders and Also as ministry leaders right people in this we make decisions So it's important for us to understand the consequences of Consequences of decisions and which which might be great which might be good and also, you know, bad decisions will have bad consequences Now certain decisions may not affect our lives that greatly and it's fine You know, it's fine if you have coffee or tea side in the morning and you say, okay I don't want either and Coffee neither coffee naughty. I don't want that It's not going to affect you in any big way or your ministry in any way just because you you know You chose coffee over tea or you chose not to have, you know Coffee or tea that money it's not going to affect you But then there are certain decisions which will affect you your family maybe your ministry so it's important that we arrive at You know, we learn how to make a good decisions or decisions which are impactful, right? And the best part is that we have God's spirit in us in dwelling us and he's given us his word. So we have a fail-safe Right. He's there to check. He's there to check our motives check our Alert us when we you know, we're about to make these Mistakes if we are, you know, open to him and Surrender to him and obedient to his voice Then he will lead us In wisdom in his wisdom, right? Okay. So last class we looked at team decision making, you know Now how do as a decision as a team, you know, we'd be we always most times we work in teams We work together in teams and that's how it is, right? So, so how do I make decisions as a team? So we looked at that, you know, we could be making the decisions just Just by myself and that has his advantages and disadvantages Or it is just two people in the group which are making decisions for the group So that has disadvantages and disadvantages as well So we looked at several ways by which we can arrive at, you know, decision-making which will benefit the group And also the team will also feel part of it Feel a part of that decision-making. So that's very important, right? Because the team can Like maybe some important decision is made and But it involves the entire team carrying it out, right? It's not okay. Just that decision is made But the entire team should be able to carry it out So that is possible only if the team is has bought into that decision or made a commitment saying Yes, I will do this Right now the team may not make that commitment if a decision was made for them a Very important decision. Let's say a decision is all guys should wear ties make shirts and ties and Maybe ladies should wear saris when they come to work, you know Now the thing is it's not very convenient Right, it's not comfortable to dress up like that every day But let's say somebody made the decision now, what will the commitment be? Right, the commitment of the team to show up at work Dressed formally like that. It may not be great Right, so the team might complain say, you know every day. How can I come like that? It's not necessary It's not so they may not be committed to it or they the team would feel very demotivated They will do it, but they don't really enjoy Because maybe some work would involve carrying things moving stuff in your sweating and it's not really comfortable to be like that to be dressed like that and doing this work so The commitment to carrying out the decision by the team is important So we looked at that also, you know, how do I arrive at that? So we looked at a couple of videos last So this today in continuing with that topic, we're going to look at two Two main things that is what will help us You know as a team to come to certain decisions and also and also to come up with some good ideas, right? So this is a video on brainstorming So we looked at you know making decision that works, you know, we looked at that video and today's video is on on brainstorming and and really a very simple process effective process We studied about brainstorming, but this is an effective process on how to do that how to practically do that, right? So let me just share that we'll watch this video and then we'll talk about it somehow. Okay Just give me a minute. I'm Ed Muzio CEO of Croparmonix. I'm going to tell you about brainstorming done, right? We hear the word brainstorming used around the workplace a lot And usually now we just use it to mean everyone share your idea But everyone can share their ideas by email the idea of real brainstorming is we have a group of people like this group here The whole is greater than the sum of the parts in other words They can do more together and they could do alone the way brainstorming is supposed to work is that we get this group together This person shares an idea he has maybe with these people Maybe she hears that idea gives her another idea gives this person another idea They all start talking back and forth about their different ideas And eventually this person hears all that and it inspires this person to have an idea that nobody else had in a sense It's this person's idea, but in a sense this great idea came from everything that came before it That's real brainstorming now if you want to do your brainstorming right and get ideas you wouldn't otherwise get There are some simple do's and don'ts that you need to follow The first do for good brainstorming is you do want to capture everything and I mean everything You want to start out flip chart or maybe a whiteboard and you want to write down everything anyone says no matter how crazy it sounds You may be inclined to skip some things But you don't want to do that you want to get everything on the board What you don't want to do is you don't want to evaluate anything you don't want to say that'll never work That's too expensive and not write it down. This may not be a useful idea But it may inspire the next useful idea. So you want it up Now the next thing you want to do in good brainstorming is you want to encourage participation It's perfectly valid to turn to someone and say Frank. I haven't heard from you in a while Do you have any new ideas? Maybe Frank has something he's been thinking about on the other hand What you don't want to do is you never want to force participation or participation sequence if you're just gonna make everyone go Around the table and say what they think you've lost the organic nature of the process and you're back to using email Don't force it The third thing you want to do in proper brainstorming is you want to allow people to ask clarifying questions Let's say for example that you said your idea was to change the business process I might ask you do you mean the accounting business process or do you mean the customer service business process? That's a clarifying question. I'm trying to understand what your idea really is What we never want to do and we never want to allow anyone to ask judging questions It wouldn't be appropriate for me to say to you. How could you possibly think that would work? That's a judging question. It's really a secret way of just evaluating and it's too soon in the process for evaluating Now once you've gotten through that part of the process once you've got your full list and everyone's best ideas are out Then you can start to evaluate actually you're gonna do three things first You're gonna categorize you're gonna find like items and you're gonna group them together So you can reduce the number of things you have to study Then you're gonna reduce you're gonna go through and find the things that just won't work You know they're not feasible and you're gonna take them off the list and then finally you're gonna analyze You're gonna look at what's left figure out which are the best ideas and bring them forward. Hopefully for implementation So the next time you have a group of people and you need a great idea. Do your brainstorming right capture everything Everyone says encourage participation and make sure you allow clarifying questions, but don't Evaluate anything too soon in the process don't force people to participate or their order and don't ask judging questions Once you've got your list together then you can categorize reduce and analyze what you have and hopefully what you'll find There will include your next great idea so So just want to ask us, you know, how many of you have like been part of a brainstorming process You know sharing ideas, let's say somebody has How many of you have actually done this? Maybe part of a brainstorming exercise okay, so you've not been part of this or Facilitated brainstorming We're just calling it brainstorming, you know, it's a it's just a process to generate ideas, right? so so one thing is for us to know that We need collectively we need ideas more ideas, right? in order to be effective as As a team and sometimes, you know, we're doing certain things. We need to change the way we work and in order to be effective, we need to find solutions to problems, right and maybe you're leading a team and You need to find solutions. Okay, let's say typically what kind of Problems would you do you think we can find solutions for as a team, you know, you can you can talk from your Experience maybe as working in a group or maybe it can be something that you're doing right now What kind of challenges would be there that the team needs to solve? Okay What do you think what kind of challenges? Maybe we can just write down a couple of those Anyone Sit like in your line of work like whatever you're doing right now you know, what would What kind of challenge would be there where you need to? You know, get the team together and say, okay, let's think let's solve this Any any particular challenge specifically we can you can think of Okay, Aaron says a different idea. Okay, so a different idea for what? Specifically Yeah, suppose I'll say if we are planning something or if I just For for occasion or something like that. So everyone has a different view of idea. No, so Okay, so maybe you're organizing, okay, I'll just put that organizing an event Planning For an event now when I say event it could be You know, it could be a ministry event. It could be a business event It could be anything right? It could be so it could be a social thing for the family like organizing an event planning for an event So so then, you know, you know, you don't want to do it the same way You know, this is how we've done all these years and you want to do it a little differently So then definitely, you know, you can you personally can come out with some, you know, three ideas four ideas depending on how How difficult or challenging the thing is But when you have a group of let's say five others who are with you in that group then Definitely more ideas can be generated. You know more ideas people will share more ideas Like Kiran says more many ideas can come together. Yeah, that's true So now the thing is how do we, you know, how do we can we have a process for People to have ideas share ideas. No, that's one. That's important. Can there be a process? Because otherwise it'll be chaotic, right people saying that hey my idea is not You know, these I keep giving these ideas, but nobody does anything about it So you need to have a process in place and an understanding Right that collectively, you know, there will be a decision taken Collectively we will share ideas But we will evaluate them and then we will act on this. We will we will select one idea or maybe two things And then we will move forward with it. Right. So so the video that we saw was talking about that where We have a group. Let's say of five people. So organizing an event planning for an event. Okay So you ask everybody to list down ideas Okay To to share ideas. So you as a facilitator or a leader Now maybe you have a whiteboard or you're taking it down, you know, the whiteboard is good because And everybody gets to see or maybe you're projecting something on screen And everybody gets to see it. So you're listing down all the ideas, right? So first of all, so that's the process. So Listing of ideas Okay And you're one by one. You're just going okay. Everybody's saying like for example, if it's here in our class then Erin would give an idea. Maybe they would give two ideas. Maybe Prince would give three ideas So what am I doing as a facilitator? I'm just listing it down. You know, I'm just putting it on the board Now I'm not saying, you know, maybe some ideas could be funny. Some ideas could be crazy ideas Uh, you know, maybe you're saying, oh, we need to go to the moon and have this event on the moon Okay, uh, now it could be really, you know, crazy like that. So but the thing is Not to shoot down any idea Okay, not to shoot down any idea or when I say shoot down, I'm saying not to reject any idea at this point Right. We're not saying, okay, this is bad. This is good Let's not do that. We are listing everything down. We're putting it in a chart projecting it. Everybody's seeing it So maybe you've got about You know, 10 ideas or so So the thing is to group those ideas. So that's the thing. Second one is to categorize Sorry Categorize So which which really means group it So certain ideas will come as a group. Okay, let's say people are saying let's go to, um Let's go to a resort. Okay. Now all the ideas Resorts is one group All the suggestions that came Like it's go to a resort or let's go to a, um, you know, uh, Place like that. So would would be in that resort group. You categorize it All the ideas you pull all those ideas and put it under the resort group Maybe some are saying we need to go to a fund resort. Maybe some are saying we need to go to a Like a wonderland kind of thing, you know, like there are a lot of sports kind of thing I mean, I mean a lot of games and water games and so on rides and so on. So people are saying that Then maybe people are saying, you know, we need to go into the wild We need to go into the forest and you know, like a wildlife kind of a resort Watch animals and you know spend that time there. So that could be everything could be grouped under Resort, okay So categorize it or maybe there are other categories So do that and the third thing Um, so as we list down and categorize the ideas even as we're listing down ideas So the mistake, um We should not make is um First of all, you know, just make it voluntary for people to share Okay, and as a leader You Are kind of encourage people to share Okay, encourage them to share saying, okay, why don't you share? Uh, do you have any thoughts encourage them? So don't make it like Like a sequence sequence in the sense You're going around the table. Okay. Five of us six of us are sitting there. We're going in a sequence Okay, you're saying, okay this person next to this next so that fourth person knows oh my turn is coming next Uh, I know I'm just three people away. My turn is coming. So I better think of something fast And they are forced, you know, they they just You know, so it doesn't really allow any creativity. They're just forced Under pressure to say something and they say something for the sake of saying it Okay, because it is their turn to say it They they're just saying it. Okay. They're not really thought through. So the thing is to Like remove all that fear and everything and say, okay, you guys, you know, feel free and you share So it's not a sequence kind of thing um, right, so, uh, it's not in turn like that And also you're not forcing them. Okay. Now I'm going to ask this person. You you say something. I'm going to say that it's It's free. It's I mean it's in the sense it's a it's a sense It's a lot of freedom and voluntarily so that way people will actually think And come up with suggestions come up with ideas. So that's something for us to remember When we're asking for ideas. Okay. So you list them we categorize them then then thirdly Now this is where we need to analyze We're going to analyze it meaning we're going to we're going to judge whether it's good or bad Okay, so so even before the process it's good to tell the team right you guys, you know, feel free to share the ideas now Not all ideas are workable And all ideas may not be carried out Uh, some ideas we may not be able to do it now. It might be a great idea But we may not be able to do something right now. Maybe we can do it later. It may not be You know, it may not be possible to do right now. So So the thing is this I want you to share irrespective of all that right, and No one should feel bad just because their idea is not taken or An idea is not carried out. Okay, we're going to do what's best for the organization best for the team. So Feel free to share. Okay, so So then here we are analyzing saying, okay, we've categorized said we are looking at, you know, the resource group as one category Okay, resource group is there. Then we have maybe another group which says the restaurant group Okay, just Just do a lunch Go to a restaurant Do a lunch Then maybe another another group is saying Maybe what is it? Okay, maybe that group is saying maybe we should have a You know, like a campfire That's uh Like a barbecue night Okay, so let's say, you know all these categories, right? So you visit one category after another. Okay, so And you begin to Like narrow down Okay. Hey guys, this is the money that we have. This is the budget. So we can't do this You know, there is a resort thing. Okay, so that gets cancelled out Then you say, okay, a restaurant and campfire. Okay, let's think about it So you narrow it down and then further evaluate saying, okay Uh, I think restaurant works because campfire and barbecue means it needs to you know, we need to do it outside and right now the weather We we don't know it. It's it's been very very unpredictable Sometimes there's a lot of rain heavy rainfall wind Which means campfire, but I think you cannot work. So it's this restaurant. It's something indoors Even if the weather is bad, we can still have a great time. So let's plan on going to a restaurant and then maybe you can do another phase two of the brainstorming is Listing down all the restaurants, which are good. What kind of food preferences and then you can Make a decision, but you see, you know People came out with these ideas. Okay, let's go to the resort. Let's go to the restaurant. Let's go to You know, let's have a campfire. These are maybe even under that there could be several These are several categories and under these categories. They were different ideas. So so that idea These these many ideas would not have come If we had not involved the group in the Decision-making process if you're not involved the group In the brainstorming process. Sorry. So all these options would not have come so So when it comes to solving similarly when it comes to, you know, this is a fun thing and people are more more most likely to participate and gonna come up with ideas but This would help in In solving problems creatively as well like in in addressing challenges Issues that we might have to sort creatively, right? So so this is something that we can do. So just remember that When it comes to listing up ideas, don't reject any idea just because it seems very very Out of the way, right don't reject it As soon as you hear it don't reject it listed down Secondly categorize it it'll help, you know, put these ideas in boxes Right. So this box has All these ideas in this box are similar So you categorize it then Analyze okay analyze the category What works based on some of the realities, right? Like it budget time And You know the The effectiveness or Whatever, you know, you can have your your own yardstick or your own scale for evaluating the ideas then Once you evaluate then you You can you can decide and as as as a leader you can also say, you know, I'm going to take a decision But I want your ideas and I'm going to decide, you know The final decision, you know, I will I will have to take so that's fine Right or the final decision, you know, we like we looked last session can be Through consensus it can be through even through voting You know based on the preferences and so on so that'll you know, that'll help okay now another Important aspect of team or group dynamics is You know Not everything Can be agreed to Not everything is agreeable Right, uh, it could be decisions. It could be, you know, some things that we decide to do Not everything is agreeable not everything is something that We can say yes to if you're part of a team, right? Or if you're leading a team and somebody says It's not something that's agreeable. So We need to be able to disagree with that person or disagree with the group We need to do it in an honorable manner gracious manner without Really arguing about it Okay, we can we can discuss we can debate But we don't need to necessarily argue about it. Okay, so when it comes to Argument There's a difference when you're discussing you are, you know, listing down Your emotions are kind of stable Right, you're not angry. You're not moody You know, you're discussing it, you know, you're sharing some points some experiences Uh, and the other person is also sharing. So that's a good discussion Right, and it's a debate is something which is where you, you know, list down some pros and cons Meaning these are things that work things that do not work The other person also or the other group is also lists out. Okay. No, we think it's these are things that are good These things that are bad. So that's a debate But when it comes to an argument, it's it's really not um You know, it's it's really not helpful because Let me just put it down. Yeah The argument doesn't help us because it is an exchange of diverging and opposite views. Okay But it's in a very angry agitated manner We argue it. Okay, we're not debating it. We're not discussing it, but we are arguing about it and then Our emotions are Stirred up. We are angry agitated upset now an argument Somebody can win an argument right you can You know, you can because you're a senior person maybe or because you're you're the leader you can win an argument the other person says may not, you know, continue but then that doesn't help because um, after you might win the argument, but like they you know, like you hear that saying Uh, you can win an argument but lose the person You won something But the person is not with you on the same page like you've lost the person. They're not agreeing. They're not committed now While we have won the argument The situation has not really helped You know, it's not doesn't help you. You may have won the argument, but the person is not with you anymore It has not helped you. So The thing is we should be able to disagreeing Without actually agreeing. Okay So I just thought it'd be helpful to watch this video and how we can disagree without arguing Okay, so this is again on the whole thing of team discussions Team dynamics or group discussions and group dynamics. Okay, let's watch this video Hi, I'm Edward Museum CEO of group harmonics and I'm going to tell you how to disagree but don't argue Have you ever been an utter disbelief at somebody else's interpretation of something? Maybe you and a fellow manager are walking out of a meeting. You're just attended about company revenue You get to talking and next thing you know, you're wondering did this guy go to the same meeting I went to it's not uncommon and if you don't need to agree on anything it may not be a big deal But let's say you and this manager have to come to some conclusion on what to tell your shared staff You need to make sure your disagreement or your different perceptions Don't turn into an argument or a situation where you're digging in your heels Getting emotional and unable to come to resolution to do that You need to know something about where that reality came from. This is a model I call the five building blocks of reality We start over here on the left with number one information You just attended a presentation about revenue There was a presenter And there was some data and those two things together make up the objective information that you just saw Next over here is the situation. This is all about context In other words, who else was in the room? What was the history versus the current data that was presented? Whatever background information is important goes with the context Now skip over here to the far right side. Number five. We have beliefs. I'll draw this as a thought bubble It's really just the contents of your own mind Maybe you believe your industry is a growth industry and your colleague believes it's a shrinking industry Those are different beliefs those lead to different approaches Approach is how you think things should be done Your belief in a growth industry might lead you to take an aggressive approach toward new product releases Your colleague's belief in shrinking profits might lead to a more conservative approach Here in the middle where everything comes together, we have the interpretation The interpretation is the answer to the big question. So what what does it all mean? As you can see we have it the information coming from out there And we have you what you brought to the party in here coming together in interpretation How do you use this model to keep your disagreement from becoming an argument? Two simple rules first you need to define the need for agreement This means get very specific about what you need to agree on You and this other manager need to come to some conclusion as to what to tell your staff That's all you don't need to agree on management philosophy or the future of the world Keep it as narrow and as focused as you can Second use the five building blocks of reality to discuss what you're discussing be very overt In other words, you're going to start with information. These are the facts. I saw these are the facts you saw What else is on the table? We're talking objective facts here. Now. Let's move into situation These were the contextual cues that were important to me. I noticed this was the history, etc What did you see now move to interpretation all of this led me to this conclusion? What was your conclusion if you can if you can get to your specific need for agreement here Stop here. Don't go any further if you don't have to if you can get your agreement If you have to you can go on you can move over here to approach and start talking about things like I seem to be taking a more aggressive approach. You're taking a more conservative approach How do we reconcile those you can even go all the way to beliefs if you do be careful It's tough to figure out your own beliefs much less other people's But you can try you can certainly say I tend to believe we're in a growth industry What do you believe and see where you get it won't get you an answer every time But if you focus on a well-defined need for agreement and you're clear using the model to discuss what you're discussing You'll be more likely to keep your disagreement from becoming an argument more likely to reach the agreement you need Yeah, so um that's um That's a very simple method of um Yeah, very very simple method of You know even disagreeing on something Or agreeing on something but Not arguing. Okay. So the so it it Obviously it means that we need to have a level of maturity. We need to be mature We need to make sure that we honor the other person. We're not putting down the other person and they're not getting personal like personal in the sense you're not Saying things like you're always like this. You're always late. You're always, uh, you know, you you always don't think through You know, all those always statements, you know, like these generalized statements So we we need to avoid Avoid those So that will help us And that will really help us Okay, and also this five building blocks of reality, you know, uh, can you can think about it that that will also Um really help us So to be to be rational to to think through this and And to do this in a not in a very emotional way, but in a very rational way, right in a mature way So it'll help us, right? So so this is These things are quite important for us as as leaders on decision-making on problem solving And we will encounter these kind of things when we are dealing with groups with people And you know and in teams and and bigger teams, right? So it's important for us to learn these Skills to put to practice What we are learning, right in order to get Some good results. Okay. Now, um, so we got going on to the next chapter, you know, which is Chapter 11. Sorry. Chapter 11 is what we we can finish. We complete it now. We're going to uh, chapter 12 Which is about emotional and cultural intelligence emotional and cultural uh, intelligence When it comes to, uh, you know, intelligence What does it mean? It just means that you are intelligent, right? You are You are informed and you have a certain level of expertise um Just one second. Let me just type that out Okay, let me put that Okay, and when you say intelligence, it means that we have a certain level of the ability to acquire knowledge skills Okay, um so or Collection of knowledge and skills and the ability to acquire and apply. Okay, not just Acquire but apply. So we call that as intelligence or being intelligent. Um, right So when I say emotional intelligence Okay, so what is it or when you say cultural emotion? Intelligence, what is it? Okay Um, so people call it as, uh, you know, when you say IQ Okay, it means intelligence quotient It means the intelligent quotient means the level or the standard for the level of intelligence that you have Okay, so IQ is It's a level. So there are testings, you know, there are tests which uh, which tests your intelligence and how you Whatever, you know knowledge that you have we apply with to solve problems and they say, okay This is your intelligence quotients quotient. Sorry, which means they are you get a high score and you know, your intelligent quotient is high um, so similarly No, there is something called emotional quotient Okay, when it comes to Emotion emotional intelligence, we have emotional quotient also. Let's look at what is emotional uh intelligence, okay, so Uh, I'm just putting it on the chat again Um, excuse me Emotional when you say emotional intelligence, so we understood what intelligence is In more than we say emotional intelligence. It is defined as the ability to be aware of control express emotions Okay, it's also the ability to handle relationships with empathy Okay, so that is it sometimes, you know This is something that we grow in like this awareness of emotions the awareness of Uh, or the ability to even you know, control our emotions and And also to express our emotions like when I try if you look at a child like a child, uh Will be upset for something Okay, uh, maybe the child is angry. Maybe the child is hungry upset and crying And so you you ask the child and the child is not afraid to express it, right? The child is upset So he or she maybe it's a little boy. Okay. He's very upset He's just walking around with a frown. He's not smiling And he's just walking around with a long face Right. He's he's not uh, you know, and he says, okay, you ask him to do anything. Okay. Come sit We're going to eat now Say, uh, no, I'm not going to eat Why because he was upset about something Maybe they didn't get him some toy or chocolate when they went shopping and he's upset And he's uh, he's like he's behaving badly right now An adult cannot be expected to behave in the same way. Maybe you are you got upset because For whatever reason, you know, you got upset because you needed to get something and it was not done But you cannot show Or you need to process your emotions Uh in the right way Right. We need to process it in the right way and display it in the right way. No, just because you are angry with a family member You can't go to the office And be angry with your colleague Right because you're upset at the way things are at home You know, maybe People are not carrying out their responsibilities Right, maybe things needed to be washed clothes needs to be washed things need to be put in the right way And you have each family member to take care of each of those things, but they're not doing it Right and you ended up doing it now. You're upset with your family members. You're angry about it Now you can't show your anger to a fellow co-worker Or when you're going on the road, you're going in your bike You can't show that anger to someone who's on the road or you know, you know In the bike next you can't just go and do that, you know on the bike Go and offer and then, you know Zigzag manner you're going to put your life in danger and theirs in danger Right, so you can't you can't do that now you need to process it your emotion be mature And to also express your emotion in a in a mature manner now that is emotional intelligence, right The ability to be aware of your emotions. Okay I'm feeling a little upset. You're aware of it Right and so therefore because I'm upset. I'm not going to You know express my You know, I'm a responsible person now I'm here as a leader And a lot of people, you know, I'm I'm leading I'm responsible. So I'm not going to express the fact that I'm You know Upset with the way things are at home. I'm not just going to do that. I'm going to do my job Well, right Because I'm a mature person. I'm not going to let let that affect me in any way Yeah, those are I'm not let I'm going to let those challenges affect me in this Anyway Yes, I will deal with those And I will deal with it when I get back home. But now right now I'm here. I have some responsibilities I will carry it out now. That's a mature way of processing our emotions And handling our emotions Okay, so that's emotional intelligence, okay now Now when when you have a someone who is emotionally intelligent, you know you as a leader um That talks about maturity that talks about the ability for you to handle, you know yourself well Then that person with that skill Is more likely to be successful Right, uh successful when solving things successful in handling people dealing with people And more likely to be promoted Like noticed by the leadership and be promoted because why you know, this person can actually is a mature person He can handle decisions. He can handle, you know, people even if people are upset and angry He or she knows how to actually not get upset Right, but to solve the problem so You're also able to you know explain why what you're thinking Uh, et cetera in a in a very in a manner even though you might be upset about something you're able to explain it Well, so all these Come under emotional intelligence and these are very very important. Okay, so let's look at some of the Some aspects of emotional intelligence. Okay, one is um Okay self-awareness Right, you're aware Let me just put it again here and just go through this Self-awareness that means that um, you as a person you as a leader you understand your feelings and emotions about certain Or particular situations or issues that you're aware No, if you're if you're you know, if something is upsetting you you're first of all aware means knowing right You know it. Okay. This is upsetting me Or it's i'm getting upset for this reason many times people don't even know Right. I'm feeling upset, but I don't know why I'm feeling upset I'm feeling angry with someone, but I don't know why now. That's Uh, that's not good Right. We need to be aware. We need to understand, you know, why am I feeling sad? Why am I feeling? Angry, we need to understand that so that's emotional self-awareness. Okay, so that's one aspect of it the other thing is also Management self-management. Okay, so if we looked at self-awareness then is Then the other thing is self-management which means how I manage Myself Self-management means that emotionally I I don't let emotions control me, but I control emotions Manage I overcome Means emotional control which helps leaders not to be influenced or make decisions solely based on their emotions You see now when I manage my emotions now that puts me in a in a Better place to make decisions Like as a leader you'll be asked to make decisions and you have to make decisions important decisions Now if I'm ruled by emotions, well, I'm in a good mode. So therefore I'm going to you know Decide like this or I'm in a bad mode Therefore my decisions will be like this. No, that's not the right way to Make decisions, right? So which means I have to manage myself Manage my emotions. I first of all awareness secondly Managing of self now that's that's again very very important. So if I do that then I'll be One way it is how it helps is it helps in making me making better decisions Okay, so self-management The other thing is also It's called social awareness, which means that I'm aware of The I or I have empathy for People those who are around me Okay I understand what they're going through. I understand what they are To be sensitive, right? So emotional are those who are able to Have empathy for those who are with working with them Understand you understand your emotions and you're aware of the emotions and feelings of others No way this could upset this person or this could you know Uh This could be the things that the person is going through. So when you understand then It it it also helps um You know what happens in teams Right and therefore it happened it helps what happens as a as an organization and How it impacts an organization? right So this actually helps To be connected to employees And to work well As you empathize, you know, you like for example, you know, sometimes It happens like as a leader sometimes you just Let's say a person who's been working outside in the field. Okay field meaning, uh, you know outside in the market They're outside. They've been maybe visiting customers. Maybe they're on a fundraising thing So they've been you know traveling to different places and they walked into the office just then Uh, so to be emotionally aware is to give them some space give them some time Like to just to cast their breath drink some water um Come and sit down And rest before you even ask them questions Right even before they have taken the helmet out, you know, or put their bags down then if you You know just bombard them with questions. Okay. Where did you go? Where already do you go? That person is not even sitting down So that person doesn't even uh, you know, that doesn't really help the person that doesn't really help the team Right, which means this is just a small example You know, you don't understood the need of the or the emotions of the person. Okay So we'll stop here. We'll continue with emotional intelligence and we'll also go to cultural, you know, being culturally sensitive Because people have different cultures from different from different cultures. So how to be sensitive to that? Okay, that is called the cultural intelligence. It's we look at that also Okay, okay, so we'll stop here And we'll continue next class. Thank you Thank you Right. Bye. Bye