Thursday, September 29, 2016

6 Ways to Bring EQ into Your Organization

Once people find out about EQ, they often want to share it with others and integrate it into their own organizations, so we get asked for our advice on the best ways to introduce the topic and entice others to work on their own EQ.

Here are 6 ways to bring EQ to your organization:

   1. Host a lunch and learn – Bring in a speaker or give a presentation yourself on the topic of emotional intelligence. You could highlight some examples of high and low EQ behaviors that are observable within your organization along with some tips on how to develop it in yourself.

2. Adopt 360-degree assessments, including for the executives – These types of assessments provide quantitative and qualitative data on someone’s effectiveness and give an immediate measurement of social self-awareness, we use and recommend the ESCI .

3.Tie EQ to personal values – Every executive has a business metric they are most focused on, things like increasing revenue, better profit margin, reducing errors, increasing stock value, reducing employee turnover. All of these can be tied directly to an EQ initiative so you can make a business case that more EQ can benefit the company’s bottom line, and who says no to that?

4.Start a book club – Pick some of your favorite books on emotional intelligence and provide a copy to those interested. Once a week or once a month get together and discuss a chapter as a team. Ask and encourage examples of ways EQ is being demonstrated in daily interactions with others.

5. Look at your performance reviews – If you do annual, formal performance ratings there is a very good chance that you are measuring EQ behaviors already without calling it that. Some examples include; teamwork and collaboration, positive attitude, professional conduct; adaptability with change. So, by adding EQ training you are supporting the skills employees are expected to demonstrate anyway.

6. Conduct an EQ talent study – This is a powerful technique to identify the skills your high performers have that your low performers lack. By using a validated EQ assessment and a group report, you can better recognize the critical skills that predict success in a role and then use that data to do better hiring and promotions and identify training needs.     

There are numerous benefits of bring emotional intelligence into your interviewing, management, and coaching practices and creatively weave it into your talent management strategy.    

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