This interactive emotional intelligence workshop is designed for supervisors, managers and technical specialists who have to achieve outcomes with other people, or through the efforts of others. A great personal development opportunity.
- to understand emotional intelligence, how it is viewed and what is known about it
- to give individuals a model with which to grade their own strengths and weaknesses
- to help participants come to an understanding as to what is an acceptable norm for themselves and their organisation
- to practise some skills and become aware of how to identify tell tale signs of the emotional state of others
- to give participants a set of behaviours where they can hold each other accountable for desired behaviours
- to instill the attributes and traits of peak performance in the delegates
- a quick pre workshop questionnaire for the participant
- interactive, problem-solving style workshop
- some role modelling and peer-to-peer practise
- brief lecture, learning by example
- led by a serially successful team lead executive
- strong personal development through interactions with the facilitator and other delegates
Emotional intelligence is defined as the capacity to be aware of, control, and express one’s emotions, and to handle interpersonal relationships judiciously and empathetically. (New Oxford Dictionary). It is becoming more accepted as a workplace skill in need of development, although it has implications in both work and personal lives.
Our workshop explains emotional intelligence and gives participants a method to recognise some of the behaviours that would be considered good or poor. We present an emotional intelligence model that describe behaviours in a highly recognisable way. We then look into the specifics of the model so that delegates can recognise those traits within themselves or in others they interact with.
Our facilitators demonstrate what is considered poor or good behaviours. We allow individuals to work out for themselves where they fit on the emotional quotient (EQ) scale, and let them decide what they should do about their position, if anything. The fact that the behaviours are discussed in the group helps everyone recognise good and bad traits.
Unlike leadership, emotional intelligence still has no models of predictive behaviour that can be corrected or developed. However, it is well understood in terms of its effects. There is enough to give us insight into how we conduct ourselves, despite the lack of a predictive model. There is data to demonstrate that organisations with higher emotional quotients among the leaders are more productive and innovative than those with lower emotional quotients.
- introduction to the programme
- what is emotional intelligence (and what it is not)
- attributes of emotional intelligence
- benefits of understanding emotional intelligence
- emotional intelligence, intellectual quotient and leadership relationships
- emotional intelligence in organisational context
- strengths required for production roles versus advisory roles
- the five skills model for building emotional intelligence
- daily practice techniques
- summary and references
- staying on track
- on-going support