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Dear Reader,
Yesterday I had a review session with the CEO and her team of a large Europe based multinational technology company. One of her direct reports stated that he noticed an unusual pattern in his boss' recent behavior.
He said that in the past, the CEO often would 'go through the roof' if she heard something she didn't like. Since a recent Coaching for Leaders workshop however, she almost completely stopped this pattern and would first try to better understand the situation.
So I asked the CEO what she thinks about that and what specifically she applied to achieve this change. She shared that now she notices earlier when she gets upset and before automatically responding, she first steps back and asks herself if she could interpret what was just said in a different way that would reduce her anger - a technique I shared during that course.
Even though she finds it still very difficult to do, she clearly notices the benefits of higher emotional self-awareness and better emotional self-management. Beneficial not only for her, but even more so for her direct reports.
Let's keep progressing!
Charlie Lang
Executive Coach and Founder of Progress-U Ltd.
Author of The Groupness Factor
Best Practices for Developing Emotional Intelligence in Your Organization
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By Sebastien Henry, Executive Coach & Trainer Emotional Intelligence Expert for Progress-U Ltd.
 Since February 2006, when I started this monthly article on Emotional Intelligence, I mentioned several times a very interesting organization called The Consortium for Research on Emotional Intelligence in Organizations.
This organization was created by a group of academics who wanted to promote research on Emotional Intelligence (EI). Their website (www.eiconsortium.org) is one of the best resources I know on EI.
On this website, you can find lots of meaningful information, from available EI assessments to various studies on EI in organizations.
I am happy to share with you today one of the works that the Consortium has produced. I also take this chance to thank them and congratulate them for their great contribution.
This document is called “Guidelines for Best Practices”. To its authors, it represents “the best current knowledge about how to promote EI in the workplace”.
It presents 22 steps to develop EI in organizations, divided into four categories:
- Paving the way
- Doing the work of change
- Encouraging transfer and maintenance of change
- Evaluating change
To read this document, please click on the following link:
http://www.progressu.com/downloads/eq_best-practices.pdf
I’d be happy get your feedback on this document, based on your own experience. I strongly believe in sharing experiences, whether they are seen as a “success” or a “failure”. There is always something to learn.
I hope that you will find this document useful, and I strongly encourage you to visit the website of the Consortium.
Warmly,
Sebastien
Feel free to contact me if you wish to discuss the content of this article. I am passionate about this issue and always enjoy sharing views and ideas.
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