The document discusses the business case for developing emotional intelligence in the workplace. It argues that emotional intelligence is important for becoming an employer of choice, improving performance management, reducing employee turnover, and other factors that impact the bottom line. Research shows emotional intelligence can be measured and developed, leading to benefits like better leadership, teamwork, job satisfaction, and lower absenteeism. A case study example demonstrates how one organization partnered with employees to define leadership behaviors and develop emotional intelligence through assessments, coaching, and reinforcement activities.
PM 201: Emotional Intelligence for Project ManagersNERUG
One of our key learning objectives is to help project managers understand the importance and balance of SMART with HEART. Both are major components of Emotional Intelligence (EQ). We will discuss where Emotional Intelligence is required in order to manage change effectively, lead others to the vision, and produce the desired results. We will review the history of EQ theory, the evolution of EQ models, measurement techniques to assess your EQ, and how to form a cohesive team using the five basic behaviors. Recognizing and facing the different types/maturity levels in EQ can and will lead to a smoother project.
We are all used to the concept of Intelligence quotient (IQ) for years, which is the outcome of standardized tests that are developed to measure and analyse the cognitive abilities of individuals, but according to Daniel Coleman is IQ enough measurement for people abilitiy to deliver on the job. Hence the concept of EQ, which is the ability to monitor one's own and other people's emotions, to discriminate between different emotions and use the emotional information to guide thinking and behaviors.
This presentation though not exhaustive, will provide insights into how best people and especially leaders are to cultivate their EQ for better relationship building and understanding.
* Online course: https://www.voiceofthebusinessacademy.com/course/emotional-intelligence-ei-leadership-development
Emotional Intelligence (EI) is the ability to understand and manage your own emotions, and those of the people on your team or around you. People with a high degree of emotional intelligence know what they're feeling, what their emotions mean, and how these emotions can impact others.
For leaders, having emotional intelligence is essential for success in business. The five primary elements of emotional intelligence are self-awareness, self-regulation, motivation, empathy, and social skills. To be effective, the better a leader relates to and works with others, the more successful they will be.
This webinar will step you through all of the elements of emotional intelligence and how to incorporate them into your leadership development to improve relationships, build trust, and create a teamwork culture. The more that you, as a leader, manage each of these elements, the higher your emotional intelligence. So, let's look at each element in more detail and examine how you can grow as a leader.
The fact that leaders emotional style drives everyone else's moods and behaviours and eventually the bottom-line performance of your company is well established now.
What that means for a leaders is - understanding the impact of their behaviour on others and then adjusting their style accordingly.
Not the easiest thing to do...but essential if you want to be a better leader.
PM 201: Emotional Intelligence for Project ManagersNERUG
One of our key learning objectives is to help project managers understand the importance and balance of SMART with HEART. Both are major components of Emotional Intelligence (EQ). We will discuss where Emotional Intelligence is required in order to manage change effectively, lead others to the vision, and produce the desired results. We will review the history of EQ theory, the evolution of EQ models, measurement techniques to assess your EQ, and how to form a cohesive team using the five basic behaviors. Recognizing and facing the different types/maturity levels in EQ can and will lead to a smoother project.
We are all used to the concept of Intelligence quotient (IQ) for years, which is the outcome of standardized tests that are developed to measure and analyse the cognitive abilities of individuals, but according to Daniel Coleman is IQ enough measurement for people abilitiy to deliver on the job. Hence the concept of EQ, which is the ability to monitor one's own and other people's emotions, to discriminate between different emotions and use the emotional information to guide thinking and behaviors.
This presentation though not exhaustive, will provide insights into how best people and especially leaders are to cultivate their EQ for better relationship building and understanding.
* Online course: https://www.voiceofthebusinessacademy.com/course/emotional-intelligence-ei-leadership-development
Emotional Intelligence (EI) is the ability to understand and manage your own emotions, and those of the people on your team or around you. People with a high degree of emotional intelligence know what they're feeling, what their emotions mean, and how these emotions can impact others.
For leaders, having emotional intelligence is essential for success in business. The five primary elements of emotional intelligence are self-awareness, self-regulation, motivation, empathy, and social skills. To be effective, the better a leader relates to and works with others, the more successful they will be.
This webinar will step you through all of the elements of emotional intelligence and how to incorporate them into your leadership development to improve relationships, build trust, and create a teamwork culture. The more that you, as a leader, manage each of these elements, the higher your emotional intelligence. So, let's look at each element in more detail and examine how you can grow as a leader.
The fact that leaders emotional style drives everyone else's moods and behaviours and eventually the bottom-line performance of your company is well established now.
What that means for a leaders is - understanding the impact of their behaviour on others and then adjusting their style accordingly.
Not the easiest thing to do...but essential if you want to be a better leader.
Discuss a workable definition of Emotional Intelligence in leadership and organizations.
Understand the five domains of Emotional Intelligence.
Utilize the EQ-i to explore personal strengths and vulnerabilities related to EQ.
Develop an EQ Action Plan resulting in demonstrable and measurable change.
What is Emotional Intelligence. How to develop your Emotional Intelligence.
Presentation made by Philippe Grall, Executive Coach & Trainer.
President of Equilibre Inc.
www.e-quilibre.jp
When it comes to accomplishing goals, spurring innovation, and developing stronger competitive positions, the ability to collaborate effectively is paramount. People with a high EQ have proven to be the most effective collaborators in the workplaceand research is proving that emotional intelligence is more important than IQ or technical expertise in the business world.
An increasing amount of studies have demonstrated that emotional intelligence is essential for workplace success. Understand its relationship within the workplace and get tips on how to implement emotionally intelligent practices in your company with this PowerPoint. Emotional Intelligence PowerPoint Presentation Content slides include topics such as: 6 points on the importance of Emotional Intelligence in the workplace, 6 points on the difference between Emotional Intelligence and IQ, 5 Major categories of EI, 9 tips to improve your emotional intelligence, 13 points on the relationship between EI, Leadership, & Retention, 12 points on EI and Hiring Decisions, 5 slides on the Sales Implications of EI, 5 points on EI and Negotiation, 8 points on EI and Organizational change, 7 points on EI and Decision making, 7 points on EI and mentorships, 11 points on group emotional intelligence, 4 points on the future of EI, 5 slides for final action steps, and much more. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
Emotional intelligence - What it is and how you tools to help you get results...Ankit Patel
Presentation on what is Emotional Intelligence (EQ) and how you can help improve your emotional intelligence. It covers tools to help and explains why it's important to be emotionally intelligent. The end as examples of companies using emotional intelligence to get results for their companies.
Emotional Intelligence and Work EngagementScott Thor
This presentation provides an overview of research in which over 5,000 U.S. ASQ members contributed. The research centered on the relationship between emotional intelligence and work engagement in process improvement experts. Conclusions from the research suggest individuals who can manage their emotions are more likely to be engaged in their work.
Emotional Intelligence - Understanding emotional resonance for leadership dev...Mick Lavin, MBA
Emotions help shape your current and future leadership development. Understanding how your own emotional state affects your behaviour and how this affects the emotional states of those around you can help you develop and become an effective leader, team member, and serve yourself better in many situations.
The OPRA Group have been working with GENOS on Emotional Intelligence (EI) since the early 2000s. This gives us a unique perspective on how EI theory has developed and been applied to maximise organisational success.
The following presentation discusses the basics, and basis, of the GENOS model of EI. This is now the foundation of the award winning leadership programmes offered by OPRA.
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.
Effect of Leadership styles on Organisational commitment.Deepak Chandhok
Research Project on finding effects of Leadership Styles on Organisational Commitment in government sector under the guidance of Dr.Purva Kansal(Associate professor), University Business School.
Discuss a workable definition of Emotional Intelligence in leadership and organizations.
Understand the five domains of Emotional Intelligence.
Utilize the EQ-i to explore personal strengths and vulnerabilities related to EQ.
Develop an EQ Action Plan resulting in demonstrable and measurable change.
What is Emotional Intelligence. How to develop your Emotional Intelligence.
Presentation made by Philippe Grall, Executive Coach & Trainer.
President of Equilibre Inc.
www.e-quilibre.jp
When it comes to accomplishing goals, spurring innovation, and developing stronger competitive positions, the ability to collaborate effectively is paramount. People with a high EQ have proven to be the most effective collaborators in the workplaceand research is proving that emotional intelligence is more important than IQ or technical expertise in the business world.
An increasing amount of studies have demonstrated that emotional intelligence is essential for workplace success. Understand its relationship within the workplace and get tips on how to implement emotionally intelligent practices in your company with this PowerPoint. Emotional Intelligence PowerPoint Presentation Content slides include topics such as: 6 points on the importance of Emotional Intelligence in the workplace, 6 points on the difference between Emotional Intelligence and IQ, 5 Major categories of EI, 9 tips to improve your emotional intelligence, 13 points on the relationship between EI, Leadership, & Retention, 12 points on EI and Hiring Decisions, 5 slides on the Sales Implications of EI, 5 points on EI and Negotiation, 8 points on EI and Organizational change, 7 points on EI and Decision making, 7 points on EI and mentorships, 11 points on group emotional intelligence, 4 points on the future of EI, 5 slides for final action steps, and much more. Royalty Free - Use Them Over and Over Again. Once purchased, download instructions will be sent to you via email. (PC and MAC Compatible).
Emotional intelligence - What it is and how you tools to help you get results...Ankit Patel
Presentation on what is Emotional Intelligence (EQ) and how you can help improve your emotional intelligence. It covers tools to help and explains why it's important to be emotionally intelligent. The end as examples of companies using emotional intelligence to get results for their companies.
Emotional Intelligence and Work EngagementScott Thor
This presentation provides an overview of research in which over 5,000 U.S. ASQ members contributed. The research centered on the relationship between emotional intelligence and work engagement in process improvement experts. Conclusions from the research suggest individuals who can manage their emotions are more likely to be engaged in their work.
Emotional Intelligence - Understanding emotional resonance for leadership dev...Mick Lavin, MBA
Emotions help shape your current and future leadership development. Understanding how your own emotional state affects your behaviour and how this affects the emotional states of those around you can help you develop and become an effective leader, team member, and serve yourself better in many situations.
The OPRA Group have been working with GENOS on Emotional Intelligence (EI) since the early 2000s. This gives us a unique perspective on how EI theory has developed and been applied to maximise organisational success.
The following presentation discusses the basics, and basis, of the GENOS model of EI. This is now the foundation of the award winning leadership programmes offered by OPRA.
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.
Effect of Leadership styles on Organisational commitment.Deepak Chandhok
Research Project on finding effects of Leadership Styles on Organisational Commitment in government sector under the guidance of Dr.Purva Kansal(Associate professor), University Business School.
Case Study: Understanding the emotional impact of evian's sponsorship of Wimb...Ipsos UK
Ipsos ASI and Danone Waters case study, presented at WARC: Advertising Research Conference 2013, highlighting how mobile enables brands to optimise and improve their communications in real-time.
As competition in most industries has increased, technology has evolved, and innovation has moved to the forefront, organizations have come to realize the importance of having employees with high levels of emotional intelligence (EQ). According to studies, 90% of high performers have significant levels of EQ, and it is the single best predictor of performance. Learn the traits of high EQ, how they translate into professional behaviors, and how to assess it in prospective hires.
For many organisations employee career development and career coaching is a missing component of their L&D strategy. The following SlideShare, presented in 2005, discusses the commercial driver for internal career coaching and some steps that can be taken to increase its effectiveness. In a world where the nature of work is changing daily, these lessons are more pertinent than ever.
Attendees learned valuable strategies on how to use compassion to prepare for their coaching sessions:
* Set a positive climate that fosters respect
* Focus on long-term development— not on altering short-term performance
* Discover your employees’ personal goals
Part Two of our 3-part series took place on Tuesday November 29 at 2 pm ET. Join us as Teleos’ scholar-practitioners, Suzanne Rotondo and Gretchen Schmelzer share how you can:
* Deepen the conversation with your team
* Get the feedback you’re looking for
* Build on the coaching reflections from Part One
Reconstructing Grit: Potential for maladaptivity and the role of self-efficacyOPRA Psychology Group
Paper presented by Yong Jia Yin and Dr Paul Englert during the 9th Aotearoa New Zealand Organisational Psychology and Organisational Behaviour Conference on 27 November, 2020.
Positive illusion has been postulated to contribute to mental well-being, the ability to care and the capacity for productive and creative work. Proponents of positive illusions maintain that mild, and not delusional, levels of distortion are essential for mental health and do not detract from adaptive behaviours bound to objective reality. Opponents note that a distorted appraisal of reality and negative events could lead to misjudgment, risk-taking action, and perhaps longer-term negative consequences. Inline with more contemporary approaches to well-being, such as acceptance and mindfulness, we will propose a theoretical framework to establish appropriate parameters between actual reality vs. realistic appraisal. Moreover, we will argue that the missing link in the well-being research is the external and holistic measurement of optimal functioning; a dependent variable that psychology has tended to steer omit. We contend that while positive illusion contributes to mental health, an illusion-free appraisal can contribute to further well-being through courageous objectivity, and growth mindsets resulting in closer alignment to models of fully-functioning, measured by both external and internal criteria. This was presented at the 2016 International Conference on Well-being in Singapore.
OPRA’s Managing Psychologist, Ben Hainsworth, represents a thought leader in Safety Psychological Profiling and presented findings of a 3 year Longitudinal Study at the 2015 Australian Psychological Society’s 11th Industrial and Organisational Psychology Conference. The research conducted with Australia’s oldest Apprenticeship Training company, Hunter Valley Training Company, highlighted the value of best practice psychometric assessments and the resulting impact on reducing injuries and associated insurance costs.
Dr Stephen Williams was one of the true pioneers in the area of occupational stress diagnostics and stress management. OPRA began our relationship with Dr Williams back in the late 1990’s and this continued up to his unfortunate passing in the mid 2000’s. During this time Dr. Williams did many presentations across our regions discussing the benefits of a proactive approach to managing stress at work. The following is a key note address on the topic that he gave at the 2003 HRINZ Conference: Releasing individual potential through employee wellbeing.
Assumptions in I/O Psych to be tested: A blue print for progressing the disci...OPRA Psychology Group
OPRA is a proud team of organisational psychologists. Our acronym stands for Occupational Psychology Research Associates.
Being true to our field, we admit both the strengths and limitations of our discipline. The following presentation, from 2007, discusses some of the common half truths that are permeated within our field.
Only by understanding the limitations of psychology will its true benefit to business be realized. This remains the goal of the OPRA Group.
In the mid-2000's OPRA, together with Dr. Duncan Jackson, conducted some cutting edge research into assessments centres. The purpose: to establish what assessment centres really measure and how to maximise prediction of performance. The research has been published globally and these slides cover the key findings of this work.
Due to skill-shortages the world is in a war for talent. Companies and countries alike want to attract, develop and keep the most talented individuals. This is a trend OPRA first commented on back in 2007. While the situation has only gotten worse since then, the messages in this presentation are as poignant as ever.
Surveying has long been a core arm of OPRA’s offering. Whether it be standardised surveys of culture such as the Denison, or bespoke 360 and stakeholder surveys, OPRA have a solution. The following SlideShare builds on over 15 years of survey experience, discussing the benefits of organisational surveying as well as how to make your organisational surveys a success.
In the age of big data, it has become mandatory for strategic HR professionals to have strong qualiitative skills. The following presentation conducted in 2004, predicted this shift and outlined why and how HR can stay ahead of the data revolution.
Competencies are a common part of HR language but do they have measurable qualities? In this presentation from 2005, Dr Paul Englert, discusses competencies and their more rigorous precursor job analysis. The presentation poses the following question, ‘Are competencies a bit of a con?’
Integrity testing is a current hot topic in HR. However, the idea of understanding and eliminating deviant behaviour in the workplace is certainly nothing new. This SlideShare discusses the research in the area and measures that can be taken to minimize counterproductive workplace behaviour.
An examination of the evidence supporting the idea that people may make up for lower cognitive ability by being more conscientious. This presentation, covering research in 2009, looks at the two different paths people can take to being high performers.
The Staffing Equation: Strategies to Address Key Workforce Risks and Close th...OPRA Psychology Group
Delivered by Dr Paul Wood (Head trainer at OPRA in New Zealand at the time) at the CIO Summit in New Zealand in 2010, this presentation discusses the strategy to attract and retain the most talented and valuable staff, who are incidentally the most mobile in a competitive market. The strategic use of technology and tools in selection was relevant then, remains so today, and continues to be part of OPRA’s approach to empowering our clients in their talent management.
OPRA Develop was launched in 2008 to meet the demand for evidence-based development courses for progressive companies. OPRA Develop comprises of 5 key programmes, with this presentation an introduction to the now acclaimed Healthy Thinking Programme.
A step-by-step guide to best practice selection methodology. This presentation, given in the late 90's across New Zealand, is still relevant nearly 20 years on.
An overview of part of the OPRA Develop programme. Self-esteem is one of the non-negotiables to performing to the best of your ability. Nathaniel Branden's seminal work is as relevant today as it was when first released in the late 60's. We hope you enjoy this brief overview.
The commonly held beliefs of psychometric testing challenged. Compulsory reading for those interested in understanding the reality of psychometric testing and the psychometric testing industry.
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Unveiling the Secrets How Does Generative AI Work.pdfSam H
At its core, generative artificial intelligence relies on the concept of generative models, which serve as engines that churn out entirely new data resembling their training data. It is like a sculptor who has studied so many forms found in nature and then uses this knowledge to create sculptures from his imagination that have never been seen before anywhere else. If taken to cyberspace, gans work almost the same way.
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
Affordable Stationery Printing Services in Jaipur | Navpack n PrintNavpack & Print
Looking for professional printing services in Jaipur? Navpack n Print offers high-quality and affordable stationery printing for all your business needs. Stand out with custom stationery designs and fast turnaround times. Contact us today for a quote!
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
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Improving profitability for small businessBen Wann
In this comprehensive presentation, we will explore strategies and practical tips for enhancing profitability in small businesses. Tailored to meet the unique challenges faced by small enterprises, this session covers various aspects that directly impact the bottom line. Attendees will learn how to optimize operational efficiency, manage expenses, and increase revenue through innovative marketing and customer engagement techniques.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
5. • Because they all hit the bottom line performance of organisations
• Because employees are the new commodity in many organisations
• Because employees are now highly mobile and the costs associated
with recruitment and training and development are increasing and
will continue to do so.
6. Interesting figures…
• Over the next 15 years the demand for skilled labour is predicted to
expand by about 33% assuming GDP of 2%
• Yet 15% of the current skilled labour force will vacate their positions
over the next 10 years
• Demand will increase
• Supply will decrease
7. Chambers et al, 1998
“Companies are about to be engaged in a war for employee talent that
will remain a defining characteristic of their competitive landscape for
decades to come. Yet most are ill prepared, and even the best are
vulnerable…employee talent has been the most under managed
corporate asset for the past two decades”
8. So how do we…
• Become an employer of choice?
• Get better commitment from our employees?
• Provide effective performance management & employee feedback?
• Improve employee turnover?
• Improve job satisfaction?
• Reduce absenteeism?
• Improve leadership and teamwork effectiveness?
• Improve employee retention rates?
10. An interpersonally effective workplace
culture is one that…
• Makes employees feel valued
• Progresses staff with good people skills
• Has leaders who are talented coaches and mentors
• Promotes a collaborative working environment
• Provides regular feedback and learning experiences
• High levels of group engagement and teamwork
• Provides personal rewards and recognition
11. Development…
• Creating this culture and the people needed to sustain it
requires a medium for development, and that medium…
Is not IQ
Is not personality
It’s emotional intelligence and here’s why…
12. Why?
• IQ and personality are important, but IQ and personality are
difficult to change and develop
• IQ and personality do not typically underlie or account for
the types of people skills associated with the terms we have
been looking at (e.g., leadership, teamwork, organisational
commitment, job satisfaction, absenteeism etc)
• Research shows that emotional intelligence does underlie
these types of people skills in the workplace and emotional
intelligence can be developed.
13. Its for these reasons EI is so popular…
Most widely read social
science book in the world
Most requested reprint of the
review for the last 40 years
14. Emotional Intelligence
• What is it
• What evidence exists that this is the medium for development
• When its developed what does that translate to (ROI).
• Group activity on implementation
15. Emotional Intelligence
• Emotions play a large role in how we think and behave, they…
• Influence our thoughts and the decisions we make – e.g., if we feel negatively
about something or someone or an event, then we tend to appraise that as a
negative experience and respond accordingly
• Emotions also play a large role in our outward displays and behaviours,
they help define…
• Our tone of voice
• Our body language
• Our facial expressions
16. Emotional Intelligence
• EI involves thinking “intelligently” about our emotions and how
they impact on our thoughts and behaviours
EI is comprised of 5 key capabilities
17. (1) Recognising and expressing emotions
The ability to perceive and understand one’s own emotions and to express
emotions to others.
People high in this dimension are typically…
• Aware of their own emotions and how they impact on their outward displays and
behaviours in the workplace
• Identify and understand the causes and consequences of their emotions at work
• Effectively communicate how they feel about work related people and issues to
others
18. (2) Understanding Emotions
Awareness of Others; the ability to perceive and understand the emotions of others.
People high in this dimension are typically…
• Readily understand the reasons why they have upset someone at work
• When discussing an issue, find it easy to tell whether colleagues feel the same
way as they do
• Can pick-up on the emotional tone of staff meetings
• Watch the way clients react to things when trying to build rapport with them
19. (3) Decision-Making
The extent to which emotions and emotional information is utilised in reasoning
and decision making.
People high in this dimension are typically…
• Weigh-up how they feel about different solutions to work related problems
• Consider the feelings and perspectives of others when making decisions at work
• Incorporate emotional information in reasoning and decision-making at work
20. (4) Managing Emotions
The ability to manage one’s own and others emotions at work.
People high in this dimension are typically…
• Intervene in an effective way when colleagues or clients get ‘worked-up’
• Are able to remain optimistic in the face of adversity in the workplace
• Know how to make others feel optimistic and enthusiastic about work
• Effectively regulate and manage their own emotions in the workplace
21. (5) Controlling Emotions
The ability to effectively control strong emotions experienced at work.
People high in this dimension are typically…
• Overcome anger at work by thinking through what’s causing it
• Find it easy to concentrate on a task when really excited about something
• Can be upset at work and still think clearly
• When anxious, remain focused on what they are doing
23. How is EI assessed?
• 64 item self-assessment / 360-degree assessment
that can be undertaken online
• Takes 12-20 mins to do
• Assesses five dimensions of Genos EI by asking how
an individual typically thinks, feels, and acts at work
24. How is EI assessed?
• 10-12 items per dimension
• Items assess cross situational consistencies in emotionally
intelligent behaviour
• Not an ability assessment
• Measures the extent to which individuals display
emotionally intelligent behaviour in the workplace
• People who do typically have higher levels of the
underlying abilities
25. How is EI assessed?
The assessments are benchmarked against either:
1. general workplace norms - a large sample (n ~
3000) from a broad range of industries in both the
private and public sectors all at a general level in
the workplace
2. Executive norms – a large sample (n ~ 1059) of
people from a broad range of industries all at a
senior executive level in the workplace.
26. How is EI assessed?
Executive Norms General Norms
Distributions
28. Research Findings (Genos EI)
• Emotional Intelligence is related to:
• Leadership success
• Successful leadership styles (i.e., transformational as apposed to transactional
leadership)
• R = .6 with transformational
• R ns with transactional leadership
• R = -.3 with lf leadership
• EI is qualitatively related to subordinate ratings of leadership effectiveness.
(Gardner & Stough, 2002; Palmer, Gardner & Stough, 2003)
29. Research Findings (Genos EI)
• Employees who are more emotionally intelligent are reported by their
supervisors as being more…
• Innovative and creative in the workplace
• Better team players
• Exhibit better customer service skills
• Exhibit higher organisational commitment
• Better sales performance.
(Deguara & Stough, in press)
30. Research Findings (Genos EI)
• Emotional Intelligence and other workplace variables; people with
higher levels of emotional intelligence report…
• Less days off per year (Absenteeism r = -.54; 29%)
• Higher levels of Job Satisfaction (r = .49; 24%)
• Lower levels of occupational stress (r = -.43; 18%)
(Gardner & Stough, in press)
31. What does the research say
• Can Emotional Intelligence be developed?
• What does that translate to?
33. What did that take?
• EI assessment – pre and post the program
• 1 full-day and two ½ day group workshops on EI
• 9 one-on-one EI coaching sessions
• A total of 34hrs per person invested over a 3 month period
• Developing EI takes time, practice and effort
• Return…
35. The business case for EI
• EI is related to many of today's important people issues:
• Leadership
• Teamwork
• Absenteeism
• Job satisfaction
• Occupational stress
• Workplace performance
36. The business case for EI
• Research suggests that EI can be developed and that this
development leads to:
• Better leadership
• Better team work
• Greater organisational commitment
• Greater job satisfaction
• Overall effectiveness
Would improvements in these areas hit your bottom line?
37. Perhaps this is why…
• Over 100 of Australia’s top organisations are using Genos EI in their
employee selection, succession planning and development initiatives.
39. Background
• Local Government of 850 employees
• Business issues include:
• Community responsiveness
• Ethical decision making
• Diversity
• Need to change the bureaucratic culture
• Need to make managers into leaders
40. Solution
Gain commitment/ownership from executive team
Conduct focus groups with management team and team
leaders to:
• Explore daily ‘leadership behaviours’
• Define ‘The Local Government Leader’
• Describe relationship between EI and leadership
41.
42. Solution
Gain commitment/ownership from executive team
Conduct focus groups with management team and team
leaders to:
• Explore daily ‘leadership behaviours’
• Describe relationship between EI and leadership
• Define ‘The Local Government Leader’
43. Solution
Conduct focus groups with management team and team leaders to:
• Explore daily ‘leadership behaviours’
• Describe relationship between EI and leadership
• Define ‘The Local Government Leader’
360-degree EI assessment
One-to-one ‘interpretation’ of EI 360-degree report
Development options (individual and group)
44. Success factors
1. The need for senior management commitment and support
2. Making a clear link between EI and its practical application in the
workplace
3. The importance of up-front information sessions
4. Effective debriefing and interpretation of EI reports
5. The importance of follow-up and regular reinforcement activities