Emotional Intelligence Workshop

Would you like to be more effective in your work and in your personal life?

Would you like to participate more consciously in what you feel and how you respond, rather than just reacting in the same old patterns that you always have?

Each day our brain records 20,000 moments-mere seconds of our daily experiences. We tag each of these moments with a set of emotions, positive, negative or neutral. Our emotions precede our cognition and actions and have an impact on the quality of our day, our interactions with others, our ability to manage change, and make decisions. In fact, our emotions have a physiological effect on our bodies before we even understand what we are feeling. At times of high emotion, the area of our brain that controls rational thought and decision making can shut down and the more instinctual reactive area of our brain takes over.

Emotional Intelligence (EQ) is the ability to effectively manage one’s emotions. Having a high EQ does not mean you don’t get emotional, it simply means you are able to re-center yourself faster than someone with a low EQ. For example, a negative experience can take up to four hours to clear the negative physiological effects. Remember a day where nothing seemed to be going right for you? Did you struggle to stay focused? How approachable were you? How do you think it affected those around you? When your feelings are intense it can be hard to think rationally. You can become emotionally hijacked. Fear and anger have the most potential to cause negative impacts in the workplace.

Now imagine the repercussions on organizational performance of a leader or manager with low EQ – one who is unable to self-regulate their emotions or empathize with others.  In Daniel Goldman’s interview with LeadersIn Business  he talks about the “direct relationship between the leader’s mood, group/team’s mood and performance”.  Even if people nearby only observe the emotional behavior, research indicates it affects their performance. Sigal Barsae, a Wharton management professor says “emotions travel from person to person like a virus.”   Leaders must start by managing themselves.

 

Learn more about Emotional Intelligence with our frequently asked questions.

Negative Emotions & Performance

The below results were published based on a poll of thousands of managers and employees asked about the effects of incivility in the workplace.

After being the victim of on-the job rudeness and hostility:

  • 2/3 of employees said their performance declined
  • Four out of five lost work time worrying about the unpleasant incident
  • 63% wasted time avoiding the offender
  • More than ¾ of respondents said that their commitment to their employer had waned
  • 12% resigned because of the bad treatment

“The Cost of Bad Behaviors: How Incivility Is Damaging Your Business and What to Do About It,” by Christine Pearson and Christine Porath.

Research also shows that successful leaders and superior performers alike have well developed emotional intelligence skills, and those with higher EQ are more likely to perform at a higher level than their co-workers with low EQ. A person’s EQ can be developed through training, coaching and experience. Still curious? Check out our frequently asked questions about Emotional Intelligence

Develop your emotional intelligence and grow your potential.  Contact us today at (312) 857-3570 EQ Emotional Intelligence training classes and individual coaching.

 EQ Emotional Intelligence Training

EQ Emotional Intelligence training as part of leadership and team development gives employees the deep understanding and practice they need to master self-regulation, motivate themselves and build the empathy and social skills that lead to strong teams. Our training is customized to meet the unique needs of our clients. We do what is best for you. Half-day, full-day, and series workshops are available. Individual and triad coaching and consultations are also offered.

Contact us at (312) 857-3570 or email us today to schedule your EQ Emotional Intelligence Training.