Emotionally Intelligent leaders know how their emotions impact every aspect of their business. They know that emotional contagion is real and powerful, and use it help themselves and the teams they lead be more productive and stay on track to meet and exceed their goals.
Research by the Center for Creative Leadership has found that the primary causes of derailment in executives involve deficits in emotional competence. The three primary ones are difficulty in handling change, not being able to work well in a team, and poor interpersonal relations.”
~Business Case for Emotional Intelligence, Consortium for Research on Emotional Intelligence in Organizations
You CAN Increase Your Emotional Intelligence
Take advantage of this incredible opportunity for yourself or bring your team! We limit the size of our workshops to provide maximum focus on each of our attendees, so register soon!
Dates To Be Determined
- Gain an in-depth understanding of how EIQ impacts up to 58% of your performance.
- Accurately identify and positively influence emotions in yourself and others.
- Maintain motivation and focus for yourself and your team through improved self-management.
- Learn what causes a temporary 10-15 point drop in IQ and how to overcome it.
- Learn how to purposely and selectively use emotional data for greater effectiveness.
- Recognize the effects of emotional contagion and learn how to manage it.
- Identify the connection between thoughts, emotions, and behavior and take control of all 3.
- Use the 3 Cs of body language to increase social awareness.
- Use resources, including e-learning, after the course to continue to practice the concepts taught.
- Take advantage of a personal coaching session after 6 weeks of practice to pinpoint additional opportunities for improvement.
- Identify personal strengths and limitations using a validated assessment and retest 3 times to track progress.
- And MUCH MORE
Increase Your Emotional Intelligence – New Dates Coming Soon
In a large beverage firm, using standard methods to hire division presidents, 50% left within two years, mostly because of poor performance. When they started selecting based on emotional competencies such as initiative, self-confidence, and leadership, only 6% left in two years. Furthermore, the executives selected based on emotional competence were far more likely to perform in the top third based on salary bonuses for performance of the divisions they led. 87% were in the top third. In addition, division leaders with these competencies outperformed their targets by 15 - 20 percent. Those who lacked (...these emotional competencies...), under-performed by almost 20%. ~cite: McClelland 1999, in Business Case for Emotional Intelligence