Emotional Intelligence (EQ)
While there is no agreed standard definition of emotional intelligence, the concept can be expressed as the ability to perceive and understand one’s own personal feelings and those of others. EI means recognising emotions and acting on them in a reflective, positive and critical manner.
This programme is typically held over one day and covers the following:
1 Understanding the theories of emotional intelligence
2 Emotional intelligence at work
3 Considering how emotional intelligence applies to your role at work
4 Assessing your own emotional intelligence
5 How to develop emotional intelligence
What should managers avoid?
1 Assuming they or others don’t bring emotions to work – feelings can be hidden but not dropped at will.
2 Thinking that emotional intelligence is not relevant to behaviour at work.
3 Thinking that there are “wrong” or “right emotions – all emotions are useful indicators of climate and motivation.
4 Failing to understand that emotions are highly context-dependent and are always the product of an interaction or a specific situation.
5 Forgetting that different cultures have varying ideas about the appropriate expression of emotions.
6 Overlooking that there can be a “dark side” to emotional intelligence, as it can be used to exploit vulnerability for unethical reasons.
Our emotions influence practically every decision we make. On one hand, that’s a very good thing. Instead of leading a robotic existence, our feelings and emotions motivate and inspire us. The problem is when we become victims of their emotions. At times, all of us let temporary feelings and moods rule the way we make decisions, even when it leads to actions they later regret. Since most of the emotions you experience occur almost instinctively, you can’t control how you feel in any given moment. But you can control how you react to those feelings–by focusing on your thoughts. This programme will also aim to teach specific strategies to help manage emotions.