Social Intelligence - The New Diversity

Since the popularisation of the idea that we have multiple intelligences and the publication of Daniel Goleman's seminal work on emotional intelligence, the idea of social intelligence has become a key part of the management lexicon.

Emotional Intelligence, or EQ, is really a relationship with one's self. The ability to understand your emotions and the capacity to self-regulate them are key aspects of this idea. Social Intelligence, initially seen as a sub-set of emotional intelligence, is today better understood as describing the relationship that one has with others.

A great deal has been written about Diversity in South Africa, to the point where it has become somewhat of a national obsession. Issues of class and power still affect the way we think about diversity in South Africa and will do so for many years to come. Almost 20 years ago when I started consulting in this field, the power divide, like today, was described in white and black terms. Initiatives focused on getting blacks to talk, act, dress and smell like whites. As the political power shifted after the first democratic elections, interventions were focused more on understanding each others' culture, rather than enforcing one culture at the cost of another

Today however, we have a larger black middle class than 10 years ago, and we also have more black managers. Whilst big steps still need to be taken in the area of gender equality and in ensuring that at the executive level of most organisations we have fair demographic representation, most will acknowledge that significant progress has been made in these fields. For example, a black owned consulting firm like Ndawo today has a fair mix of black and white coaching clients, a mix which reflects it's corporate client's executive demographics.

The challenges that organisations wishing to deal with diversity now face is very complex. Coupled with wanting to enable or sustain a global competitive edge, comes the desire to ensure that your organisation is an employer of choice. The needs of the young black and white junior executives differ from those of the apartheid-scarred black and white senior executives. These factors manifest as problems in the interrelationships between these cohorts.

It is in this territory that Social Intelligence comes into its own. Ndawo has successfully assisted its client base to effectively manage diversity challenges by customised social intelligence interventions. With increased personal insight comes better understanding of group dynamics. These interventions tend to be more sustainable as they affect the behaviors that are within the ambit of an individual to change. By working on what they can control, individuals become more accountable. Diversity then moves away from discussions about politics, culture and discrimination to reflections on how I can be a better person. The journey to personal greatness, and thus the greatness of any organisation always emerges from the answer to the question: How can I be a better person?

Markus Moses, Ndawo Consulting

	March - April 2007

Giving and Receiving Although the main traditions of the world state that the secret of happiness lies in generosity, how often do we feel that we have given so much, yet received so little in return? The problem lies not in the giving, but in the expectation of what we feel we should receive in return. We have grown so accustomed to the ideas, though sometimes sub-consciously, that when I give, there needs be a return, that somehow this is the way in which things work. We have such long memories when it comes to 'pay back time'. "Do you remember 10 years ago when I did this or that for you?" Or, we don't even mention it, but we make sure that the other person gets the message load and clear. To become a truly free spirit, enjoying the natural return of giving, which is happiness, we need to learn to give unconditionally. The original nature the human soul is to give. Any yet, we put up so many conditions to our giving, that it's no wonder our relationships get so complicated, with all the 'small print' and subtle negotiating that goes on. Relationships are made up of giving and receiving, and when it goes out of balance, that's when we experience disappointment, frustration and yet more expectations. Think about it. These days you find that in most relationships, one is giving more than the other. This spells trouble in the long run because eventually the one who is giving more will become resentful and will also lose their self-respect because they land up feeling abused. The one who is always taking forgets that they too need to give in order to maintain peace and harmony. And so the relationship starts to breed discontent, which leads to many other issues of blame and various forms of unhappiness. The beauty about learning to give unconditionally is that we automatically receive what we need. There is a lovely principle that says; "When you lack something, then that is what you should give." For example, if you feel unloved or unappreciated, give love and appreciation and the natural law is that you will receive it in return.	Social Intelligence - The New Diversity Since the popularisation of the idea that we have multiple intelligences and the publication of Daniel Goleman's seminal work on emotional intelligence, the idea of social intelligence has become a key part of the management lexicon. Emotional Intelligence, or EQ, is really a relationship with one's self. The ability to understand your emotions and the capacity to self-regulate them are key aspects of this idea. Social Intelligence, initially seen as a sub-set of emotional intelligence, is today better understood as describing the relationship that one has with others. A great deal has been written about Diversity in South Africa, to the point where it has become somewhat of a national obsession. Issues of class and power still affect the way we think about diversity in South Africa and will do so for many years to come. Almost 20 years ago when I started consulting in this field, the power divide, like today, was described in white and black terms. Initiatives focused on getting blacks to talk, act, dress and smell like whites. As the political power shifted after the first democratic elections, interventions were focused more on understanding each others' culture, rather than enforcing one culture at the cost of another Today however, we have a larger black middle class than 10 years ago, and we also have more black managers. Whilst big steps still need to be taken in the area of gender equality and in ensuring that at the executive level of most organisations we have fair demographic representation, most will acknowledge that significant progress has been made in these fields. For example, a black owned consulting firm like Ndawo today has a fair mix of black and white coaching clients, a mix which reflects it's corporate client's executive demographics. The challenges that organisations wishing to deal with diversity now face is very complex. Coupled with wanting to enable or sustain a global competitive edge, comes the desire to ensure that your organisation is an employer of choice. The needs of the young black and white junior executives differ from those of the apartheid-scarred black and white senior executives. These factors manifest as problems in the interrelationships between these cohorts. It is in this territory that Social Intelligence comes into its own. Ndawo has successfully assisted its client base to effectively manage diversity challenges by customised social intelligence interventions. With increased personal insight comes better understanding of group dynamics. These interventions tend to be more sustainable as they affect the behaviors that are within the ambit of an individual to change. By working on what they can control, individuals become more accountable. Diversity then moves away from discussions about politics, culture and discrimination to reflections on how I can be a better person. The journey to personal greatness, and thus the greatness of any organisation always emerges from the answer to the question: How can I be a better person? Markus Moses, Ndawo Consulting .	Upcoming Events TheTime To Think Workshop with Nancy Kline takes place on 29th March from 14:30 - 17:00. Brought to you in collaboration with Standard Bank, this is an invitation to Thinking Environment Practitioners to consider how they might effectively use their knowledge in the workplace. Book Now » Just-a-Minute - *In Conscious Movement* Biodanza is a system of human affective integration and growth stimulated by music, rhythm and emotions, created by Rolando Toro which aims to promote personal development and a richer enjoyment of life. Join us on the 12th April 2007, 18:30 for 19:00 for a spiritual evening with our guest Carol Taylor. Book Now » Just-a-Minute - *Silence - The mother of all virtues* Do we really know how to relax and enjoy sweet silence? Do you find it difficult to make time to sit down, relax and unwind? Join Markus Moses on the 19th April, 18:30 - for 19:00, and discover the transformative power of silence. Book Now » Just A Minute just-a-minute is about experiencing the power of a peaceful and still mind, starting with just one minute at a time. It's a growing movement for people who feel the need to pause and reflect in the midst of a frenetic modern lifestyle Visit the website »
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