2. AGENDA
• A bit about me
• My EI journey in three phases
• How I failed
• How I learned
• How I flourished
• Our rapidly changing retail world
• Why EI matters to you and I?
• The case for Diversity and Inclusion in Australian Retail
• Key takeaways for Retail Leaders
6. MY EI JOURNEY IN RETAIL
How I failed
Phase I – my first job
Failed at self awareness and Self management
My emotions managed me rather than me
managing the situation
Inflexible attitude, negative, clouded with fear
Personal
Competence
Self
awareness
Self
management
Social
Competence
Social
awareness
Relationship
Management
7. MY EI JOURNEY IN RETAIL
How I learned
Phase II - Social awareness and relationship
management lessons
-Humour
-Big picture
-Listening
-Observing
-Solid relationships
Personal
Competence
Self
awareness
Self
management
Social
Competence
Social
awareness
Relationship
Management
8. MY EI JOURNEY IN RETAIL
How I flourished
Phase III
- Getting an EQ mentor
- Actively building my EI muscles
- Accepting imperfections
Personal
Competence
Self
awareness
Self
management
Social
Competence
Social
awareness
Relationship
Management
9. OUR RAPIDLY CHANGING WORLD
Enormous strain on people, rapid change, constant challenges, intense competition…………
10. WHY EI MATTERS TO YOU AND I?
Forget intellect. Emotions are the main part of our make-up – the
background to everything we do. Learning to live with our
emotions, to understand them and harness them for good effect,
takes Emotional Intelligence.
With EI capabilities, YOU can manage these turbulent times
better by:
• Creating a safer and open workplace
• Increasing employee engagement
• Improving team performance and reduce staff turnover
• Enhancing personal well being
• Creating a common vision
• Managing change better
L’Oreal : when sales representatives were recruited for
EQ, they outsold their peers by an average of $90K.
PepsiCo : executives recruited for emotional intelligence
had 10 percent lower turnover and delivered $3.75
million more in value.
AT&T research : across different populations, EI resulted
in 20 percent higher productivity, on average.
11. HOW COULD YOU IMPROVE EI?
• Knowing what you’re doing – less on autopilot
• Manage stress
• Stay emotionally present
• Adapt to changing circumstances
Self
Management
• Mindfulness
• Flexibility
• Positivity
Self awareness
• Listen well and absorb what’s going on around us
• Paying attention to others and your own emotional
state
Social awareness
• Become aware of how effective you use nonverbal
communication
• Use humor
• Learn to see conflict as an opportunity
Relationship
management
12. THE CASE FOR DIVERSITY AND
INCLUSION
Diversity is the mix of people
in your organisation
Inclusion is getting this mix to
work
– creating an environment where a
diversity of people are respected,
connected, and progressing and
contributing to your organisation’s
success
McKinsey:
• Companies in the top quartile for
racial and ethnic diversity are 35
percent more likely to have
financial returns above their
respective national industry
medians.
• Companies in the top quartile for
gender diversity are 15 percent
more likely to have financial
returns above their respective
national industry medians.
EI mixed with Diversity & Inclusion makes a heady cocktail of success
13. KEY TAKEAWAYS
1. EI can be learned and taught
2. In these turbulent times, EI will help us manage change better
3. There is a direct correlation between EI and performance
4. A diverse and inclusive team will deliver better results, innovate more and be more resilient
5. Have a think on how you can use these principles at work, at home, in life
Editor's Notes
Diversity: All the differences between people in how they identify in relation to their age, caring responsibilities, cultural background, disability, gender, Indigenous background, sexual orientation, and socio-economic background (Social Identity), and their profession, education, work experiences, and organisational role (Professional Identity)
