Developing my emotional intelligence
Emotional intelligence influences
the decision-making process
Our emotions
influence our decisions
Every decision you make as a leader, manager, or project manager is influenced by your emotions. Understanding their impact on your actions and your ability to inspire others is essential to exercising healthy, purpose-driven leadership.
Anger Fear Joy Surprise Sadness Disgust
Neuroscience highlights the central role of emotions in decision-making, particularly in team settings where they influence the ability to turn challenges into opportunities. Mastering the decision-making process involves identifying the implications, exploring options, and choosing solutions that balance emotions with reality. This skill is rooted in well-developed emotional intelligence.
ANGER OR FEAR
Behind anger—an emotion frequently experienced by senior executives—often lie fear, anxiety, or apprehension. By focusing solely on the anger itself, we risk misunderstanding its root cause. Understanding how emotions interact is essential to identifying practical solutions.
IS IT REAL OR NOT
Every day, we face unconscious beliefs inherited from our environment since childhood. Currently, 300 cognitive biases have been identified. These factors have a constant impact on our perception of the world around us. What are yours?
TO FACE THE OTHER OR NOT
How should you respond when you feel challenged, questioned, or accused by employees, colleagues, or your supervisor? Rather than reacting aggressively or avoiding the situation, what other mindful options can you consider?
Program: "Mindful Leadership by M-J Michaud" - To Develop Your Emotional Intelligence
General intelligence (IQ) is essential for problem solving, but it becomes even more valuable when combined with emotional intelligence (EQ). This combination improves judgment and decision-making. Since 2020, the demands are high due to constantly changing parameters. As a senior manager, it's crucial to understand not only the new objectives, but also the human aspects as a whole. It is essential that you contribute to the development of outstanding teams sharing a common goal.
Scientific tools, adapted and tested in different countries, to measure the following items in leaders :
The Emotional Quotient is assessed through 15 dimensions of emotional intelligence according to Salovey and Mayer, including the recognition, understanding and management of emotions. The dimensions measured are essential for professional collaboration and adaptation to change, particularly in times of crisis.
Assessment of managerial performance with a questionnaire questionnaire that measures 19 dimensions organized into 4 groups: people management, perception mode, self-management and change management. This questionnaire enables us to precisely define the executive's managerial profile, identifying his or her strengths and weaknesses in both project and people management. The self-knowledge provided by taking this test will also enrich the EQ development process as proposed by M-J
Understanding your own values and beliefs is crucial to improving your emotional quotient (EQ). Over 80% of our beliefs are unconscious and may be obsolete. It is essential to review them to optimize performance and fully exploit leadership potential, taking into account your cognitive biases.
Our behaviors are influenced by beliefs, perceptions and emotions. It's important to recognize what influences these behaviors so we can develop the empathy, compassion and resilience needed to grasp first, our reality and then, that of the other and that of the organization.
Note: Program based on transactional analysis, ego states, transactions with self and others and applied neuroscience.
MJ has chosen to combine mentoring and coaching. With over 20 years' experience as a leader, she has observed how sharing relevant experiences can bring valuable expertise to the executives she coaches. The aim is to promote an environment of respect for self, others and the organization, while seeking ethical solutions for all.
TYPES OF COMPANIES: SME, ETI, GE
FOR: Leaders who aspire to become executives and are part of an organization’s succession plan, as well as any other leaders who wish to practice modern leadership.
Entrepreneur, CEO, Vice President, Executive Director, Director, Manager, Project Manager
A total of 30 hours spread over a period of 6 to 12 months.
The sessions are completely confidential and the program will not be used to determine the leader's competence within the organization. The aim is to provide a space in which the leader can develop with impunity. The leader will then decide whether to continue with the program, and the organization will be invited to sign a confidentiality agreement to this effect.
An EQ measurement during, and one year later, will serve to validate how the program has contributed to development.
*Please note that this program is a prerequisite for the Executive Presence program.
the next step is executive presence
You aspire to become an executive - Find out what you need to master
Leadership Strategist and Executive Coach,
Occupational Health Specialist, Speaker and Author
