This document provides information about an emotional intelligence certification course offered by Six Seconds. The 5-day course teaches participants about developing emotional intelligence using the Six Seconds model of Know Yourself, Choose Yourself, and Give Yourself. Participants learn tools and exercises to increase their own EQ and apply it in their work and personal lives. Completing the course, additional coaching, and a practicum project allows participants to become Six Seconds Certified Associates and use Six Seconds materials in their work.
The document discusses Lighthouse Active Learnings' approach to learning and development. It focuses on helping individuals achieve their professional and personal goals by motivating them to dream big, become who they want to be, and take action on things they have been procrastinating. Lighthouse uses a systematic and realistic approach combined with an energetic and motivating delivery style to engage participants in experiential learning. Its programs aim to develop skills like leadership, communication, teamwork, creativity and self-belief through activities, assessments and coaching.
The purpose of this toolkit is to use a brainstorming technique to come up with creative ideas respond to the challenge of providing aftercare support for vulnerable learners. To use the ideas from the brainstorming session to inform the development of a draft set of ideas for an aftercare strategy.
This document discusses personalised learning through coaching. It introduces the Personalised Coaching for Learning (PLC) module, which aims to raise student self-awareness and enable students to explore personal preferences, practice deep reflection, and identify career goals in order to design a personalized curriculum. The document provides examples of coaching techniques like listening, questioning, observing, and establishing rapport. It also outlines the PLC module process, which involves induction, formative appraisal, personal visioning, and designing a learning path through negotiation.
This document discusses using coaching to design personalized curriculums for learners. It proposes that learners work with a personal coach to assess needs, select courses, access resources, negotiate assessments, and review progress. The coach aims to help learners achieve their full potential as defined by the learner. Coaching empowers learners to make choices and facilitates self-direction, reflection, and realization of learning plans. A program called Personalized Learning through Coaching is proposed, covering coaching, adult learning, curriculum design, and technology support for distance learners. Key challenges include tracking part-time workers, integrating with university systems, and funding models.
This document discusses how expectations impact performance and outcomes. It explains that winners expect to win because of their positive expectations, which come from past experiences and imagination of the future combined with judgment filters in the brain. These expectations can be conditioned responses based on singularly traumatic or repetitive past experiences. However, expectations are conditional on our assumptions about conditions. The document proposes examining past experiences against a more accurate and supportive framework to change our responses by changing our expectations. It introduces the Kinetic Planning Growth Matrix as a framework to review past experiences based on mindset, skills, resources, and actions rather than outcomes in order to build more positive self-talk and expectations.
The document describes the Learn Sprint method, which is an accelerated learning method using agile principles to solve complex problems through rapid cycles. It involves 5 dashes (steps):
1. Educate - Participants prepare by understanding the problem and potential solutions.
2. Examine - The team formulates initial hypotheses to diagnose the problem.
3. Explore - The team looks for insights and refines hypotheses using design thinking tools.
4. Experiment - The team focuses on delivering a minimum viable product to test hypotheses.
5. Embed - The agile coach evaluates learning from the sprint and the team decides if another sprint is needed.
This document discusses several topics related to leadership and organizational performance, including:
1) The concept of "ownership" in organizations and key drivers that foster increased commitment and engagement like rewards, trust, and development opportunities.
2) The RADAR framework for addressing threats, opportunities, developing plans, and reviewing progress.
3) Coaching skills and models like the ladder of inference, advocacy vs inquiry, and the talk model for effective communication.
4) The importance of adaptability for high performance under changing conditions and core dimensions like dealing with ambiguity, controlling internal thoughts, and maintaining energy levels.
The document discusses Lighthouse Active Learnings' approach to learning and development. It focuses on helping individuals achieve their professional and personal goals by motivating them to dream big, become who they want to be, and take action on things they have been procrastinating. Lighthouse uses a systematic and realistic approach combined with an energetic and motivating delivery style to engage participants in experiential learning. Its programs aim to develop skills like leadership, communication, teamwork, creativity and self-belief through activities, assessments and coaching.
The purpose of this toolkit is to use a brainstorming technique to come up with creative ideas respond to the challenge of providing aftercare support for vulnerable learners. To use the ideas from the brainstorming session to inform the development of a draft set of ideas for an aftercare strategy.
This document discusses personalised learning through coaching. It introduces the Personalised Coaching for Learning (PLC) module, which aims to raise student self-awareness and enable students to explore personal preferences, practice deep reflection, and identify career goals in order to design a personalized curriculum. The document provides examples of coaching techniques like listening, questioning, observing, and establishing rapport. It also outlines the PLC module process, which involves induction, formative appraisal, personal visioning, and designing a learning path through negotiation.
This document discusses using coaching to design personalized curriculums for learners. It proposes that learners work with a personal coach to assess needs, select courses, access resources, negotiate assessments, and review progress. The coach aims to help learners achieve their full potential as defined by the learner. Coaching empowers learners to make choices and facilitates self-direction, reflection, and realization of learning plans. A program called Personalized Learning through Coaching is proposed, covering coaching, adult learning, curriculum design, and technology support for distance learners. Key challenges include tracking part-time workers, integrating with university systems, and funding models.
This document discusses how expectations impact performance and outcomes. It explains that winners expect to win because of their positive expectations, which come from past experiences and imagination of the future combined with judgment filters in the brain. These expectations can be conditioned responses based on singularly traumatic or repetitive past experiences. However, expectations are conditional on our assumptions about conditions. The document proposes examining past experiences against a more accurate and supportive framework to change our responses by changing our expectations. It introduces the Kinetic Planning Growth Matrix as a framework to review past experiences based on mindset, skills, resources, and actions rather than outcomes in order to build more positive self-talk and expectations.
The document describes the Learn Sprint method, which is an accelerated learning method using agile principles to solve complex problems through rapid cycles. It involves 5 dashes (steps):
1. Educate - Participants prepare by understanding the problem and potential solutions.
2. Examine - The team formulates initial hypotheses to diagnose the problem.
3. Explore - The team looks for insights and refines hypotheses using design thinking tools.
4. Experiment - The team focuses on delivering a minimum viable product to test hypotheses.
5. Embed - The agile coach evaluates learning from the sprint and the team decides if another sprint is needed.
This document discusses several topics related to leadership and organizational performance, including:
1) The concept of "ownership" in organizations and key drivers that foster increased commitment and engagement like rewards, trust, and development opportunities.
2) The RADAR framework for addressing threats, opportunities, developing plans, and reviewing progress.
3) Coaching skills and models like the ladder of inference, advocacy vs inquiry, and the talk model for effective communication.
4) The importance of adaptability for high performance under changing conditions and core dimensions like dealing with ambiguity, controlling internal thoughts, and maintaining energy levels.
The document discusses executive coaching and an organization coaching approach. It describes executive coaching as helping clients improve professional performance and organizational effectiveness through behavioral shifts brought about via deeper analysis of dynamics, individuals, and interactions. The organizational coaching approach is described as holistic, sustainable, integrated, and blended, focusing on discovery, diagnosis, implementation of change, and institutionalizing change. The engagement process involves kickoff, diagnosis, agreement, implementation, development of actions for change, and handover.
The document discusses growing people in organizations. It notes that informal learning accounts for 80% of job knowledge but is not well supported by training functions. It also emphasizes that planting the seed of learning through training does not guarantee the fruit of changed performance, as learning is a three phase process involving needs assessment, the learning event, and reinforcement. The best growth occurs when organizations support informal learning, conversations, decision making, and individual development plans.
Making The Most Of Your Consulting Internship 2012JPStrategy
This document provides guidance for students completing summer internships. It emphasizes demonstrating strong work ethic, seeking challenges to learn new skills, and networking within the company. Interns are advised to scope projects thoroughly, identify mentors, provide and seek feedback, and represent their school positively. Producing quality work and impressing employers is key, as internships serve as extended interviews for full-time roles. Overall, interns should aim to gain practical experience and determine if the company is a good long-term fit.
This document provides 6 tips for incorporating brain-based learning into the classroom along with additional resources. Tip #4 emphasizes that exercise boosts brainpower by increasing blood flow and oxygen to the brain, which helps students concentrate. It recommends incorporating more physical activity into the school day and provides an example of a high school that combines fitness and academics. The document also includes a bonus project, recommended reading list, and various other tools and strategies to support educators in applying brain science research to classroom instruction.
A workshop that is meant to clarifying an organizations goal. By build ownership across the team members defining the accurate objectives to reach the dedicated goals. By using de Bonos Six Thinking Hats you will manage to steer your members to a lateral thinking. Some team building exercises and icebreakers exercises that can help build a good judgment across the teams and helping them to find the team in teamwork.
The document outlines a model called Pyramid Sway for coaching multi-layered management streams in small to medium companies. [1] The model uses a mindfulness learning approach with three levels of involvement - group work, one-on-one coaching, and self practice. [2] The group work component involves a foundational mindfulness course delivered over five sessions and teaches techniques like body scanning, observing emotions, seeing thoughts pass, and focusing on the present moment. [3] The goal is to help managers create significance in interactions and enhance their combined value proposition.
The document discusses the Six Thinking Hats framework for optimizing thought processes. It describes using a sequence of colored hats to address different aspects of a problem. The hats represent distinct thinking directions: white for facts, red for emotions, black for risks/concerns, yellow for positives, green for creative alternatives, and blue for managing the process. Applying this parallel thinking approach systematically considers all perspectives and can lead to more innovative solutions.
This document discusses various theories of motivation. It begins by defining key elements of motivation like intensity, direction, and persistence. It then outlines learning objectives related to understanding motivation in the workplace. Several early theories are described, including scientific management and the human relations model. Contemporary motivation theories covered include Maslow's hierarchy of needs, Herzberg's two-factor theory, ERG theory, and expectancy theory. The document provides examples of how these theories can be applied in organizational settings.
Using insights from neuroscience, this document discusses how to enhance creativity in organizational teams. It explains that creativity comes from the brain and everyone has creative potential. Understanding how the brain works through learning, diversity, empathy and collaboration can help foster creativity. The creative process involves preparation, incubation, insight, and verification. Associative memory and neurotransmitters also impact creativity, as the more connections in our brain from learning, the more we can combine concepts in novel ways to solve problems. Effectively training teams in these brain-based strategies can improve their creative capabilities.
Foster the intuitive zone, access wisdom on purpose, be powerfully inspired, and allow an inner knowing for you and your client. Decisions don’t need to be made but become known as natural next steps.
The greatest advances in man’s understanding of the universe are made by intuitive leaps at the frontiers of knowledge, not by intellectual walks along well traveled paths - Andrew Weil, M.D.
Bio: Rossella Derickson, principal of www.Corporate-Wisdom.com, has translated her business and organizational experience into Wisdom in the Workplace, consulting, training and coaching modules that support healthy group and company dynamics.
What difference do occupational psychologists bring to Coaching?fricker67
Occupational psychologists can add value to coaching in several ways:
1. Their understanding of psychological principles and models allows them to uncover deeper issues and help clients think differently than non-psychologist coaches.
2. They tend to take a conversational approach using open-ended questions rather than rigid models or tools, helping clients gain self-insight.
3. When working with low self-esteem or confidence, psychologists establish trust and evaluate whether issues are suitable before exploring personal topics to aid understanding without causing harm.
PEOPLE MANAGEMENT REWIRING THE BRAIN MODULEMohamed Rashid
This two-day training aims to teach participants how to manage people through rewiring their brain using The 7 Secrets Rhythm techniques. The training will cover increasing cognitive skills, focus, creativity and memory through engaging modules that utilize scientific facts, games and exercises. The objectives are to help participants manage personal performance, enhance teamwork, set new goals, and increase skills like learning additional languages. The training is suitable for all levels of HR, management and other staff and will help organizations by developing participants' competencies and alignment with corporate objectives.
Intelligence and creativity both impact leadership effectiveness. Leaders need cognitive abilities like problem-solving skills as well as knowledge of their industry. More intelligent leaders tend to learn faster, develop better strategies and solutions, and think more implications of decisions. While intelligence is important, it must be combined with experience, stress tolerance, and emotional intelligence. Creativity in leadership involves generating new ideas and implementing innovations. Leaders can foster creativity by encouraging diverse perspectives, rewarding novel ideas, and empowering followers.
This document introduces design thinking as a process that can help educators address challenges in new ways. It discusses the five phases of the design process - discovery, interpretation, ideation, experimentation, and evolution - which help move from identifying a problem to developing a solution. The process combines concrete problem solving with more abstract thinking, using techniques like observation, brainstorming, prototyping, and getting feedback from others. It is presented as a structured approach that applies skills educators already use in a new context to generate innovative ideas.
The Influence of Emotional Intelligence on Creativity, The Mediating Role of ...IJAEMSJORNAL
The recent findings revealed that emotional intelligence has a vital influence in creating creativity, but, so far little effort has been done to verify this. Therefore, the current research aimed to examine the impact of emotional intelligence on creating with the mediation role of employee attitudes at selected at Mellat Holding in Kurdistan region of Iraq. A quantitative research method was applied to measure the current study. A random sampling method was applied, 150 questionnaires distributed but only 121 questionnaires were received. The study used four dimensions of emotional intelligence (social awareness, self-management, relationship management, self-awareness) as independent variable, also employee attitude as a mediator and creativity as dependent variable. The findings revealed that emotional intelligence have direct and indirect significant and positive influence on creativity at Mellat Holding. Furthermore, the study suggested to include employee engagement and employee commitment as future studies.
The document discusses various topics related to learning theories and how people learn. It defines learning as a persisting change in human performance or potential that results from experience, according to Driscoll. It introduces four stages of learning: unconscious incompetence, conscious incompetence, conscious competence, and unconscious competence. Other topics covered include the double helix model of learning, factors that impact learning, facilitating and inhibiting learner-centeredness, the purpose of learning theories, and trends in modern learning such as the decreasing half-life of knowledge.
Introduction To Enterprise Mentoring Slides For Psybtpaulinebell
This document provides an introduction to enterprise mentoring. It discusses the background and skills required of a mentor, including using models like P=p-I, GROW, and sports mentoring. Benefits of mentoring are outlined for both mentees and mentors. Key mentor skills are listed such as listening, questioning, giving feedback, and building rapport. Coaching frameworks and techniques like directive vs. non-directive approaches and the coaching GROW model are explained. Resources for mentors seeking accreditation or support are provided. The goal is to equip attendees to become certified enterprise mentors and begin mentoring others.
MSSCoach provides leadership coaching to help clients articulate and create their future, discover opportunities, clarify vision, set strategic plans, and create balance and accountability. Leadership coaching can improve business outcomes such as productivity, quality, and profitability. Coaching is most beneficial for executives who require strong interpersonal and emotional intelligence skills. Coaching confidentiality and client ownership of goals are key aspects of the coaching relationship.
Emotional Intelligence (EQ) is the capacity to understand yourself and others’ emotions, and to motivate and develop yourself and others to result in improved work performance and enhanced organizational effectiveness. Emotional Intelligence is measurable, and most importantly can be developed! Cognitive Intelligence (IQ) helps to determine if an individual is trainable where Emotional Intelligence (EQ) helps to determine if an individual is capable. EQ addresses the emotional, personal, social, and survival skills associated with street smarts
A historical journey into the origin of Emotional Intelligence (EQ) as a concept developed by Mayer & Salovey and later Daniel Goleman. A futuristic trek revealing the application of Emotional Intelligence via 8 EQ Competencies developed by the International EQ Organization, Six Seconds.
The document discusses executive coaching and an organization coaching approach. It describes executive coaching as helping clients improve professional performance and organizational effectiveness through behavioral shifts brought about via deeper analysis of dynamics, individuals, and interactions. The organizational coaching approach is described as holistic, sustainable, integrated, and blended, focusing on discovery, diagnosis, implementation of change, and institutionalizing change. The engagement process involves kickoff, diagnosis, agreement, implementation, development of actions for change, and handover.
The document discusses growing people in organizations. It notes that informal learning accounts for 80% of job knowledge but is not well supported by training functions. It also emphasizes that planting the seed of learning through training does not guarantee the fruit of changed performance, as learning is a three phase process involving needs assessment, the learning event, and reinforcement. The best growth occurs when organizations support informal learning, conversations, decision making, and individual development plans.
Making The Most Of Your Consulting Internship 2012JPStrategy
This document provides guidance for students completing summer internships. It emphasizes demonstrating strong work ethic, seeking challenges to learn new skills, and networking within the company. Interns are advised to scope projects thoroughly, identify mentors, provide and seek feedback, and represent their school positively. Producing quality work and impressing employers is key, as internships serve as extended interviews for full-time roles. Overall, interns should aim to gain practical experience and determine if the company is a good long-term fit.
This document provides 6 tips for incorporating brain-based learning into the classroom along with additional resources. Tip #4 emphasizes that exercise boosts brainpower by increasing blood flow and oxygen to the brain, which helps students concentrate. It recommends incorporating more physical activity into the school day and provides an example of a high school that combines fitness and academics. The document also includes a bonus project, recommended reading list, and various other tools and strategies to support educators in applying brain science research to classroom instruction.
A workshop that is meant to clarifying an organizations goal. By build ownership across the team members defining the accurate objectives to reach the dedicated goals. By using de Bonos Six Thinking Hats you will manage to steer your members to a lateral thinking. Some team building exercises and icebreakers exercises that can help build a good judgment across the teams and helping them to find the team in teamwork.
The document outlines a model called Pyramid Sway for coaching multi-layered management streams in small to medium companies. [1] The model uses a mindfulness learning approach with three levels of involvement - group work, one-on-one coaching, and self practice. [2] The group work component involves a foundational mindfulness course delivered over five sessions and teaches techniques like body scanning, observing emotions, seeing thoughts pass, and focusing on the present moment. [3] The goal is to help managers create significance in interactions and enhance their combined value proposition.
The document discusses the Six Thinking Hats framework for optimizing thought processes. It describes using a sequence of colored hats to address different aspects of a problem. The hats represent distinct thinking directions: white for facts, red for emotions, black for risks/concerns, yellow for positives, green for creative alternatives, and blue for managing the process. Applying this parallel thinking approach systematically considers all perspectives and can lead to more innovative solutions.
This document discusses various theories of motivation. It begins by defining key elements of motivation like intensity, direction, and persistence. It then outlines learning objectives related to understanding motivation in the workplace. Several early theories are described, including scientific management and the human relations model. Contemporary motivation theories covered include Maslow's hierarchy of needs, Herzberg's two-factor theory, ERG theory, and expectancy theory. The document provides examples of how these theories can be applied in organizational settings.
Using insights from neuroscience, this document discusses how to enhance creativity in organizational teams. It explains that creativity comes from the brain and everyone has creative potential. Understanding how the brain works through learning, diversity, empathy and collaboration can help foster creativity. The creative process involves preparation, incubation, insight, and verification. Associative memory and neurotransmitters also impact creativity, as the more connections in our brain from learning, the more we can combine concepts in novel ways to solve problems. Effectively training teams in these brain-based strategies can improve their creative capabilities.
Foster the intuitive zone, access wisdom on purpose, be powerfully inspired, and allow an inner knowing for you and your client. Decisions don’t need to be made but become known as natural next steps.
The greatest advances in man’s understanding of the universe are made by intuitive leaps at the frontiers of knowledge, not by intellectual walks along well traveled paths - Andrew Weil, M.D.
Bio: Rossella Derickson, principal of www.Corporate-Wisdom.com, has translated her business and organizational experience into Wisdom in the Workplace, consulting, training and coaching modules that support healthy group and company dynamics.
What difference do occupational psychologists bring to Coaching?fricker67
Occupational psychologists can add value to coaching in several ways:
1. Their understanding of psychological principles and models allows them to uncover deeper issues and help clients think differently than non-psychologist coaches.
2. They tend to take a conversational approach using open-ended questions rather than rigid models or tools, helping clients gain self-insight.
3. When working with low self-esteem or confidence, psychologists establish trust and evaluate whether issues are suitable before exploring personal topics to aid understanding without causing harm.
PEOPLE MANAGEMENT REWIRING THE BRAIN MODULEMohamed Rashid
This two-day training aims to teach participants how to manage people through rewiring their brain using The 7 Secrets Rhythm techniques. The training will cover increasing cognitive skills, focus, creativity and memory through engaging modules that utilize scientific facts, games and exercises. The objectives are to help participants manage personal performance, enhance teamwork, set new goals, and increase skills like learning additional languages. The training is suitable for all levels of HR, management and other staff and will help organizations by developing participants' competencies and alignment with corporate objectives.
Intelligence and creativity both impact leadership effectiveness. Leaders need cognitive abilities like problem-solving skills as well as knowledge of their industry. More intelligent leaders tend to learn faster, develop better strategies and solutions, and think more implications of decisions. While intelligence is important, it must be combined with experience, stress tolerance, and emotional intelligence. Creativity in leadership involves generating new ideas and implementing innovations. Leaders can foster creativity by encouraging diverse perspectives, rewarding novel ideas, and empowering followers.
This document introduces design thinking as a process that can help educators address challenges in new ways. It discusses the five phases of the design process - discovery, interpretation, ideation, experimentation, and evolution - which help move from identifying a problem to developing a solution. The process combines concrete problem solving with more abstract thinking, using techniques like observation, brainstorming, prototyping, and getting feedback from others. It is presented as a structured approach that applies skills educators already use in a new context to generate innovative ideas.
The Influence of Emotional Intelligence on Creativity, The Mediating Role of ...IJAEMSJORNAL
The recent findings revealed that emotional intelligence has a vital influence in creating creativity, but, so far little effort has been done to verify this. Therefore, the current research aimed to examine the impact of emotional intelligence on creating with the mediation role of employee attitudes at selected at Mellat Holding in Kurdistan region of Iraq. A quantitative research method was applied to measure the current study. A random sampling method was applied, 150 questionnaires distributed but only 121 questionnaires were received. The study used four dimensions of emotional intelligence (social awareness, self-management, relationship management, self-awareness) as independent variable, also employee attitude as a mediator and creativity as dependent variable. The findings revealed that emotional intelligence have direct and indirect significant and positive influence on creativity at Mellat Holding. Furthermore, the study suggested to include employee engagement and employee commitment as future studies.
The document discusses various topics related to learning theories and how people learn. It defines learning as a persisting change in human performance or potential that results from experience, according to Driscoll. It introduces four stages of learning: unconscious incompetence, conscious incompetence, conscious competence, and unconscious competence. Other topics covered include the double helix model of learning, factors that impact learning, facilitating and inhibiting learner-centeredness, the purpose of learning theories, and trends in modern learning such as the decreasing half-life of knowledge.
Introduction To Enterprise Mentoring Slides For Psybtpaulinebell
This document provides an introduction to enterprise mentoring. It discusses the background and skills required of a mentor, including using models like P=p-I, GROW, and sports mentoring. Benefits of mentoring are outlined for both mentees and mentors. Key mentor skills are listed such as listening, questioning, giving feedback, and building rapport. Coaching frameworks and techniques like directive vs. non-directive approaches and the coaching GROW model are explained. Resources for mentors seeking accreditation or support are provided. The goal is to equip attendees to become certified enterprise mentors and begin mentoring others.
MSSCoach provides leadership coaching to help clients articulate and create their future, discover opportunities, clarify vision, set strategic plans, and create balance and accountability. Leadership coaching can improve business outcomes such as productivity, quality, and profitability. Coaching is most beneficial for executives who require strong interpersonal and emotional intelligence skills. Coaching confidentiality and client ownership of goals are key aspects of the coaching relationship.
Emotional Intelligence (EQ) is the capacity to understand yourself and others’ emotions, and to motivate and develop yourself and others to result in improved work performance and enhanced organizational effectiveness. Emotional Intelligence is measurable, and most importantly can be developed! Cognitive Intelligence (IQ) helps to determine if an individual is trainable where Emotional Intelligence (EQ) helps to determine if an individual is capable. EQ addresses the emotional, personal, social, and survival skills associated with street smarts
A historical journey into the origin of Emotional Intelligence (EQ) as a concept developed by Mayer & Salovey and later Daniel Goleman. A futuristic trek revealing the application of Emotional Intelligence via 8 EQ Competencies developed by the International EQ Organization, Six Seconds.
Emotional Quotient (EQ) and Intelligent Quotient (IQ) are both important factors for success. EQ refers to one's ability to recognize and manage emotions in oneself and others, while IQ measures one's cognitive and problem-solving abilities. EQ involves self-awareness, self-regulation, motivation, empathy, and social skills. People with high EQ are better able to handle stress and maintain positive relationships, which can lead to greater success, unlike IQ which does not necessarily guarantee real-world application. Developing strong EQ skills is important for effective communication and navigation of social and work situations.
The document discusses emotional intelligence (EQ). 30-33% of employees admit to subpar work behaviors while 25% take long breaks. EQ is defined as recognizing one's behaviors/moods and managing them according to situations. Daniel Goleman popularized EQ in his 1995 book, describing it as self-awareness, self-management, social awareness, and relationship management. Developing EQ can help with stressful situations, group conflicts, improving relationships and communication, gaining empathy and respect, and confidently managing emotions.
Interested to know how EQ could develop your Human Capital and help you improve your performance and your leadership skills. Read this presentation, feel free to ask any question
This document outlines an executive education course on linking strategy and leadership through intellectual intelligence (IQ) and emotional intelligence (EQ). The course objectives are to understand how to connect a smart strategy with human-centered leadership. Key elements of the course include case studies, lectures, experiential exercises, and a group project to interview a senior leader about managing change. Participants will be evaluated based on attendance, engagement, and a video project applying the concepts from the course.
This document discusses how emotional intelligence coaching can enhance physician leadership. It provides an overview of emotional intelligence and describes how coaching focuses on improving self-awareness, social skills, and relationship management. Research shows that physicians with higher emotional intelligence have happier patients and staff due to better communication and bedside manner. The document outlines Goldman's model of emotional intelligence and the Bar-On EQ-i 2.0 assessment used to measure it.
For more articles and presentation slides on Leadership Development related themes, please visit our new CEE Global Website at www.cee-global.com & also Visit and “Like” our Facebook Page for Inspirational Quotes and Leadership & Personal Effectiveness Articles: www.facebook.com/ceeglobal .
This document discusses emotional intelligence (EQ) and its importance for leadership success. It summarizes research finding that 85% of financial success is due to soft skills like communication, negotiation and leadership abilities rather than technical knowledge alone. Additionally, people prefer to do business with those they like and trust. The document then explores four key areas of EQ capabilities and provides a simple definition of EQ. It discusses how one's upbringing and experiences shape their EQ development. Building self-awareness, getting feedback, and practicing new behaviors are recommended to improve EQ. EQ is positioned as an important part of one's personal brand.
The document discusses the importance of emotional intelligence in organizations. It provides examples of how developing emotional intelligence can improve employee selection, development, and leadership. Specifically, it describes a case study where an insurance company provided emotional competence training and saw a 10-16% increase in sales as a result. The document advocates that emotional intelligence is an important leadership skill and that organizations should consider it when making hiring and promotion decisions.
Are you leading people or are you leading people with EQ? In this short but empowering leadership training, AndyTheCoach from AsiaTrainers.com will teach you the 5 ways to emotional intelligence and how you can lead people easily and happily
The importantance of emotional intelligenceGreg Kontusz
70% of the success of an executive depends on his/her emotional intelligence. But the good news is unlike Cognitive Capability it is something that acquired. This presentation gives you the history and definitions application of EQ.
This document provides an overview of a presentation on emotional intelligence and leadership. It defines emotional intelligence as a set of social and emotional skills including self-awareness, social skills, self-management, and relationship management. The presentation discusses the Bar-On EQ framework for assessing emotional intelligence and its importance for leadership. It also describes the EQ-i 2.0 assessment, which measures emotional intelligence strengths and weaknesses across five domains: self-perception, self-expression, interpersonal skills, decision-making, and stress management. The presentation provides examples of how developing emotional intelligence can improve leadership and organizational outcomes.
Becoming transformational leaders requires consistent examination of how to become your best self. Learn collaborative communication techniques, gain perspective of peers on your engagement skills and strengthening your emotional intelligence to better engage team members and excel in the workplace.
Managerial Emotional Intelligence by Adetoun OmoleAdetoun Omole
Today's People Manager must possess a great 'dose' of Emotional Intelligence (E.I) to excel. Find out the benefits of (E.I) and lots more from this presentation... Take Charge! Adetoun Omole (ACIPM)
Search Inside Yourself Leadership Institute_EXECUTIVE LEADERSHIP PROGRAMAndreas Born
The document provides an overview of the Search Inside Yourself Leadership Institute (SIYLI) and their mindfulness and emotional intelligence training programs. Some key points:
- SIYLI programs are based on cutting-edge neuroscience research and aim to develop skills like self-awareness, resilience, empathy, and leadership.
- They offer two program tracks - an Employee Wellbeing program and an Executive Leadership program - delivered over two days with an emphasis on practical skills.
- Major clients include large companies in various industries, and testimonials praise the programs' benefits like increased well-being, focus, creativity, and teamwork.
- The core curriculum covers topics like mindfulness, self-awareness
This document outlines a 9 step program to activate inner power and effective communication. The steps include evaluating limitations, releasing self-defeating patterns, expanding vision, strengthening mindset, taking consistent action, overcoming obstacles, manifesting goals, improving communication, and finding support. It promotes seminars and workshops for knowledge but emphasizes applying learning through an "Inner Shape-Up Program" involving daily exercises and coaching support for fast tracking personal development.
This program explores how you can leverage EQ competencies to enhance performance and productivity in your organization.
Emotional Intelligence refers to a set of emotional and social skills and competencies that influence the way we perceive and express ourselves; develop and maintain social relationships; cope with challenges; and use the information in emotions in effective and meaningful ways.
6 Point Eintel Coaching Tool Scope(28.01.08)Pretraining2010
The document discusses setting goals that are aligned with one's values. It emphasizes setting specific, measurable goals and prioritizing them. Goals should motivate and inspire action. The document also discusses exploring one's internal and external resources to achieve goals and reviewing goals regularly.
The document summarizes an assessment center skills session that covered:
1) The current graduate job market which is very competitive with many graduates and few jobs.
2) The different activities commonly used at assessment centers like interviews, group exercises, presentations, and case studies. Employers use these to evaluate skills, behaviors, and suitability for the role.
3) Strategies for success at assessment centers, focusing on interviews and group tasks. Participants learned how to prepare, practice, and perform well during activities by demonstrating key competencies and working effectively with others.
Emotional intelligence training (2 day workshop), Learn why 71% of employers ...Tonex
The document describes an emotional intelligence training workshop that is a 2-day course. It discusses how studies have shown a relationship between emotional intelligence and job performance, with over 71% of employers valuing emotional intelligence over IQ. The workshop aims to help participants understand the five key components of emotional intelligence, including self-awareness and social skills, and apply it to improve personal decision making and professional contributions. The training uses tests and activities to build participants' intrapersonal and interpersonal skills for managing relationships in the workplace.
We are delighted to be in contact with you to share our expertise and knowledge in Occupational, Safety & Health.
The Seven Secrets Rhythm is the world’s first institute providing intrinsic brain training to companies and other institutions providing solution in a simplest, practical and yet powerful that has capabilities to produce quantum leap result. The training is HRDF claimable.
The program will leverage and moderate brain power that will enable the individual to produce better results in workplace and self-regulating their behavior as well. The results are autonomics and changes are notable within 12 days of trainings.
Elan is our trainer and a distinguish speaker in FMM Safety Conference, NIOSH and Malaysian Vegetarian Congress (World Congress) and many other corporate companies.
Our mission is to increase the practice of OSH policies among all staffs and reduce the number accidents and incidents in your company.
We will be happy to hear from you to discuss and restore a remarkably reduced accident and unwanted incident rate in your company.
Search Inside Yourself (Mindfulness Based Emotional Intelligence)Vasco Gaspar
Search Inside Yourself is a Leadership and Emotional Intelligence Program, based on Mindfulness and Neurosciences, that was developed and tested at GOOGLE to increase organizational performance and wellbeing, as well as to enhance the conditions for world peace, by inspiring leaders worldwide to become more wise and compassionate.
The document defines generic skills as skills that can be used across multiple occupations and situations. Generic skills include teamwork, time management, problem solving, and strong numerical abilities. They are different from technical skills and refer more to personality traits, social skills, communication abilities, and personal habits. Having strong generic skills is important for students and graduates to succeed in their careers. It allows them to adapt to different jobs and work environments. The document also discusses different types of generic skills and provides strategies for developing skills like creativity, self-management, communication, and teamwork.
It is defined as “ An interrelated set of abilities that allow an individual to recognize use and regulate emotion in an efficient and productive manner, thereby allowing effective dealing with the environment”
The document describes an eiLeads program that uses emotional intelligence (EI) to help individuals and organizations transform. The 5-step program includes: 1) EI profiling to understand strengths and weaknesses, 2) immersive activities to deeply experience problems, 3) creating a navigational guide to address decisions and communication, 4) empowering transformation, and 5) reviewing impacts. The program is partnered with a business school and uses coaching, workshops, and customized approaches to build EI and achieve results like attracting talent, improving performance, and creating extraordinary cultures.
The document discusses intuition in business decision making. It argues that intuition, which uses divergent thinking from the right side of the brain, can provide insights that complement logical left brain analysis. The course described aims to teach managers to leverage their intuitive intelligence by gaining understanding of business intuition concepts and practicing skills like emotional intelligence, stress management, and right brain thinking. After taking the course, managers will understand how to incorporate intuition into marketing, management, and decision making to solve problems quickly using their full mental abilities.
Emotional intelligence (EQ) refers to the ability to use emotions effectively and productively. Research shows EQ is linked to improved academic achievement in several ways. Studies found students with higher EQ scores had higher GPAs and were less likely to have disciplinary issues. EQ programs improved social skills, cooperation, and relationships between students and teachers. Meta-analyses found EQ interventions significantly improved academic performance, attendance, and decreased risky behaviors. Additionally, a positive school climate predicted higher levels of student connectedness, learning, and safety, which accounted for over 60% of school performance.
Coaching is summarized as follows:
1. Coaching involves facilitating self-discovery and performance through questioning rather than advice-giving. It helps uncover strengths, weaknesses, and goals.
2. Some key applications of coaching include executive coaching, business coaching, career coaching, health coaching, and life coaching. Coaching can be used to help individuals, businesses, social workers, patients, and more.
3. Coaching is effective because it allows individuals to gain insight into their own thought processes and beliefs in order to realign their perspectives and achieve desired outcomes tailored to their specific needs and situations. The coach acts as a facilitator rather than teacher.
Here are some potential examples of Amygdala Hijacks in different situations:
1. Have you ever had an ‘Amygdala Hijack’?
- Getting very angry or upset in a situation and not being able to think clearly or control emotions
2. What would be an example of a mild Amygdala Hijack?
- Feeling irritated or impatient in traffic and yelling at another driver
3. What would be an example of an ‘Amygdala Hijack’ in a performance management session? (For the manager and the employee receiving feedback)
- The manager raising his/her voice and making personal attacks during negative feedback, or the employee becoming defensive and storming out
This document discusses various concepts related to learning and reflection. It covers topics like Kolb's learning cycle, Honey and Mumford's learning styles, SMART objectives, motivation theories like Maslow's hierarchy of needs and Vroom's expectancy theory, team development models by Tuckman, and approaches to reflection like the Cameron model and Johari window model. The conclusion emphasizes that academic group activities, self-evaluation, feedback, and reflecting on experiences helps develop skills and stay competitive.
This 7-day certification training introduces Neuro-Linguistic Programming and teaches advanced communication, coaching, and influencing skills. Students learn how to build rapport, listen effectively, manage their own states, and motivate others. Upon completion, students become accredited practitioners of Neuro-Semantic NLP and gain access to an international community of practitioners. The training emphasizes applying skills to oneself in order to use them ethically and effectively with others.
Emotional Intelligence: is at the core of this process: This is about building self awareness and self belief in order to achieve your full potential and to be able to maximize your performance in all areas of your life.
Coaching generates Emotional Intelligence through an understanding of SELF.
Emotional awareness increases PEAK PERFORMANCE, which in turn increases bottom line profit.
Coaching is a process that unlocks a person's potential through personal attention, challenges, and guidance to enhance learning and performance. It is not mentoring, counseling, consulting, training, or therapy. Coaching creates a trusting environment, identifies values and goals, and promotes visionary plans to unlock potential and improve performance. Coaches use various techniques to facilitate growth, build confidence, and inspire individuals.
Similar to Emotional Intelligence Certification (20)
1. EQC Emotional Intelligence
CERTIFICATION
Emotional Intelligence
Certification
Building Capacity for
Register EQ Transformation
early to
save 20%
Learn from the leaders in the field how to raise emotional intelligence in yourself and others. Develop an
in-depth understanding of emotional intelligence as you gain new tools to apply immediately to fuel positive
change at work, at home, and at school -- starting with yourself.
“EQ is instrumental in any organizational
development process, it provides insight EQ NETWORK | MIDDLE EAST
into what drives performance. Through
applying a set of tools, it became
obvious to us that if the organizational
EQ is properly attended to, we will be
able to see more alignment between
organizational and employees objectives,
better endorsement of change, and an
overall positive environment”
Deema Anani,
Strategic Planning Manager, Housing Bank
for Trade and Finance - Jordan
3. Emotional intelligence (“EQ”) is the ability to use emotions effectively,
and it’s the foundation of high-performing relationships. This course
builds your capacity to develop this core capacity.
“This program enables me to apply the tools and learning with immediate effect.
The learnings can be applied to self, at work and to my social network circle at large.”
- Callister Koh, Chief Human Capital Officer, Tecom Investments
Model
The Six Seconds Model of
EQ-in-Action begins with There are many EQ training pro-
three important pursuits: grams but Six Seconds and its
to become more aware phenomenal trainers are the real
(noticing what you do), more thing. You will be personally and
intentional (doing what you professionally transformed.
mean), and more purposeful Kathleen Ruby, PhD., Dir Wellness
(doing it for a reason). and Leadership Development
WSU College of Veterinary Medicine
This model is both simple and
substantive. It’s easy to learn, practical, and
action-oriented providing a process framework for putting the science
of emotional intelligence into practice.
The course follows this model, however, the focus is on development
so those who use other models (e.g., BarOn, Mayer-Salovey, Goleman)
are able to apply Six Seconds’ methodology irrespective of theoretical
model.
The Six Seconds EQ Model
• Know Yourself: Clearly seeing what you feel and do.
Emotions are data, and these competencies allow you
to accurately collect that information.
• Choose Yourself: Doing what you mean to do.
Instead of reacting “on autopilot,” these competencies
allow you to proactively respond.
• Give Yourself: Doing it for a reason.
These competencies help you put your vision and
mission into action so you lead on purpose and with
full integrity.
Within these three “pursuits” are eight specific, measurable,
learnable competencies that drive performance at work, at
home, at school, and in life.
5. “A best-in-class process to bring EQ concepts to life ...”
- Cynthia Ng, SVP Learning and Development HSBC
“Probably the best training course I have ever attended in 25 years of business.”
- James Dewar, Director, RMD Kwikform
Registration
Dates: www.6seconds-me.com/about/events/
Register using the attached form or online: www.6seconds.org/reg/
Investment:
AED 10,895 includes course materials, coffee/tea, lunches, and basic subscription to the Cert Intranet
(including listing on the web site and selected resources)
Advance: 60 days pre-course: AED 8,895 | Early: 30 days pre-course: AED 9,895
Group: teams of 3 or more registering and paying together: 10% discount (per person)
Payments: If you prefer, you can pay the course fee in four monthly installments (no interest).
Who should attend
The course is designed for anyone serious about spreading emotional intelligence, starting with
themselves. Individuals and leaders frequently attend for their own growth; practitioners (trainers,
organisational development professionals, coaches, counselors, psychologists, educators, leaders) come to
bring Six Seconds’ approach to their work and lives.
Questions & Registration...
Contact: “This course gave me the tools to use
Andreas Olsson, to elevate the performance of people
in my hospital.”
Contact Six Seconds
– Tim Woods,
Hussein Tawalbeh T +971 4 375
Training and Development
Six Seconds Middle East 41 02 Specialist, University Hospital
T: +971 4 375 4102 F +971 4 429
M: +971 50 457 4623
E: hussein@6seconds-me.com
9. EQ Certification Registration
Please fax this form to: +971 4 429 0994 or email hussein@6seconds.org
Name: Employer / Organization:
Job title: Mailing address:
E-mail address:
Phone number: City, State, Zip, Country:
Date and Location: Note:
What are 2-4 of your organizational objectives in attending this program?
What are 2-4 of your personal/professional objectives in attending this program?
Please provide a 1-liner bio
Payment Method Amount: AED _____________________
0 Cash
0 Cheque - made payable to Dynamic Learning FZ-LLC
0 Bank Transfer - HSBC, Main Branch, Dubai, A/C Dynamic Learning, # 020-652962-001,
Swift Code BBMEAEAD
Cancellation, Refunds, and Confirmation
Full payment must be received in advance. If you cancel with 30 days notice or more, your fee will be
refunded less an AED1000 processing charge. With less than 30 days, refunds will only be given if your space
is filled by another delegate. In the event we cancel due to under-enrollment, a full refund will be provided,
and you will be notified at least three weeks prior to the course.
We will email you a confirmation prior to the course. If you have questions, please feel free to call us at
+971 4 375 41 02 or email us at hussein@6seconds.org
For the current seminar schedule, visit http://www.6seconds.org/training