“Because of the rapid speed of business change today, it is difficult to manage relationships can be more detrimental to than anything else. It’s not a matter of strategy that causes us to get in trouble. It is an issue of emotions.” John Kotter, Harvard Business School. John Kotter, Harvard Business School
This is a great idea. You can help your team grow and develop instead of hindering your business by allowing them to unlock their emotional abilities. Let me show you about other companies that achieved this and what you can do to apply it to your team too.
1. Be aware of your team and make participants complete one EQ test.
There are plenty of free EQ tests on the web, and the one offered through the Institute for Health and Human Potential is one. This is a no-cost service that can be used to evaluate the team members and check the extent of their emotional intelligence. What’s the reason this is important? Knowing those strengths or weaknesses within your staff is a crucial element to your success. This way, you’ll be able to provide the proper training to the appropriate individuals. It will help you save time and costs. Do you remember the phrase, “knowing is winning half the battle”? This is a great starting point to help your direct reports tap into their emotional ability.
2. Develop a well-designed program that is well-designed.
The good thing is that emotional intelligence can be developed. The best option is to seek assistance from an expert in creating an individualized training program for your staff. Yes, it’s an expense for your company. Yet, Daniel Goleman, a psychologist and the author of Emotional Intelligence, demonstrated in his research studies that “emotional intelligence-based training programs provide eight times the returns on investment as non-emotional intelligence programmes based on emotion.” By having an emotionally intelligent workforce, you increase their efficiency, retain employees, boost optimism, and decrease stress and the health effects caused by stress. That’s what you would call a sound investment!
3. Coach, coach, coach.
Have you heard of”the “honeymoon result”? This is when you send employees to training, and immediately after the training, you’ll see improvement; however, it will drop dramatically within a matter of months. The most common reason for this is when supervisors and managers rely too heavily on consultants or trainers. They are prone to believe that everything will go according to the magic bullet afterwards and think that there’s nothing more they have to do other than deal with other issues. One of the critical factors for long-term success is providing prompt feedback and coaching. Coaching can help boost positive behaviour and tackle any negative behaviours. It also builds and strengthens solid relationships between managers and subordinates. This is an excellent opportunity for both associates and managers to take note of personal thoughts and feelings as well as those of others, to manage conflicts and stress effectively, show compassion and empathy towards others, in work more effectively with colleagues in order to reach your goals.
4. Discuss best practices.
In a large insurance company, sales reps who were lacking in emotional skills like self-confidence, initiative and empathy sold policies with an average cost of $54,000. People who were extremely strong in at least five of eight critical emotional competencies sold policies for 11,000 (Hay/McBer Research and Innovation Group 1997). If you were a leader in this business, wouldn’t you be curious to know the actions of one group in comparison to the other? Focus group discussions are a highly effective way to gain insight into the things that performers and non-performers do and don’t. In this instance, What specific behaviours can be learned from both types of individuals? In addition to learning the best practices, it’s an excellent method of showing that employees are valued since you’ll be asking them to explain what they do and the reasons why it works for them.
5. Connect the generations.
There are four generations through the workplace today. The Traditionalists and Generation X, the Baby Boomers, Generation X and Generation Y, are different in their practices, beliefs and beliefs. It is not necessary to conform to the differences between generations and experience negative impacts on your financial health because you can take action to change it! Controlling the mix of generations through inter-generational education can assist managers and employees of these groups recognize the factors that make their younger and more senior colleagues behave. It is an opportunity for participants to not only socialize but to gain a better understanding of the way that different generation reacts and interacts with one another. This is also a chance to increase the flow of communication and create an environment that is more conducive to work, meet the demands of the incoming generations, and match individuals and the responsibilities of their jobs that are challenging and motivating them in the right way. Your employees are the most valuable resource in your company, so their growth is one of your top priorities. Managers should also see themselves as managers of people. If we take care of our team and offer them assistance so that they can perform their job better, there are endless possibilities for the business to expand and earn more.
