Category Archives: Emotional Intelligence

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A guide to professional office communications

Every person understands the power of efficient communication and its impact on daily life and processes. The quality of communication impacts how well we resolve issues, establish relationships, network, and fit in the surrounding societies.

At work, communication not only impacts the well-being of the employees but directly affects the quality of work. If people are stressed, annoyed, or even scared to speak their minds out, that will inevitably lead to poor performance, frequent errors, and a high level of employee turnover.

So what should every employee know about professional communication? Here’s a quick overview that covers the key areas of office communication in a little more detail.

Personal communication

In the office, people interact with dozens (if not hundreds) of colleagues on a regular basis. In order for these interactions to be valuable and with no interference in the actual work process, it is important that all employees know the basic communication principles.

Watch the body language

Even though we are not always aware of our body language, we need to pay attention to it as it impacts the way people perceive us. A person with crossed arms and tense posture seems much more distant and negative than a relaxed person who looks you in the eyes and smiles.

Some of the basic areas to keep in mind when talking to colleagues are:

  • Maintain the eye contact but don’t turn it into a “dead stare”
  • Smile!
  • Try not crossing arms
  • Look at the person, not at your mobile phone or tablet during the talk

Another important thing that needs to be addressed is over-familiarity. Some enthusiastic employees constantly hug their colleagues, tap them on either shoulders or back, shake hands, and overall, get too close to someone’s comfort zone. Such behavior is often uncomfortable, intimidating or annoying so the best option is to restrain from it, except for when talking to close friends or people who do not mind it.

Listen, then talk

Listening is an obligatory skill for efficient communication. Busy office life often implies rush and people try to express themselves as fast as possible in order to be heard and understood.

However, by listening to the other person without interrupting or hurrying them is a sign of great respect and professionalism. It shows that you value the opinion of your colleague and are willing to hear it.

Use your body language to show that you really listen to a person: react to their words, mimic some of their gestures (it helps win them round) and watch the facial expression (it should not be deadpan).

The biggest things to watch for during a personal conversation with a colleague:

  • interruption
  • pointless arguing
  • dishonesty
  • deadpan face
  • crossed arms and tense posture

Phone calling

Another frequent form of communication that we often see in the offices is phone calls. When you need to reach someone really fast or urgently solve a certain task, the best way to do so is to call a person. Though seemingly easy, there are still certain rules to follow when making phone calls.

First, always introduce yourself. There might be hundreds of people working in your company and most people don’t even know the people who work on the same floor but in a different department. Therefore, at the beginning of the conversation, introduce yourself and clarify which department you work in.

Second, clearly state the reason why you call and never hesitate to ask for clarification in case you did not understand the person very well. It’s better to clarify the issue once then resolving possible issues in the future. Another good idea would be to take notes during the call to ensure no important information is missed.

Finally, thank the person for their time when ending the call – this will show that you treat your colleagues with respect and value their time.

Remember: your colleagues are people who work on the same goal as you do which is contributing to the company’s development and growth. So one should invest in nurturing good communication skills so it will bring benefits in the future.

Written communication

Most of the in-office communication happens via texts, emails, or chats. So it’s important to know the basic rules of professional communication via the messengers in order to never miss the important information and get heard in return.


Emails are great because they allow you to share information with different people, exchange documents, schedule meetings and pretty much organize and manage most of the internal processes.

At the same time, emails are often neglected, ignored, deleted, or lost – simply because the sender did not care much about crafting a professional email. Here are the essentials of a good email:

  • Informative and clear subject: a receiver should immediately understand what the email is about from its subject.
  • A well-balanced copy: not too short but not too long either. Write all the needed information and any useful comments.
  • No misuse of emojis, GIFs, memes, etc. Keep the email professional.
  • Appropriate tone: start with a salutation and end the email with a professional signature (i.e. “Best regards”). Do not use slang or jargon in the email.

The problem of many emails is that the sender does not know how to create a professional and informative email. As a result, the email looks more like a message from a social media that was sent to a friend but not to a colleague.

Work chats

Different companies use different messengers and project chats, with Slack, Trello, and Skype being the most popular ones. The cornerstone of professional communication in such messengers is respect for your colleagues and an ability to listen without interrupting.

Remember: there should be absolutely no harassment, jargon, or inappropriate wording in all forms of written communication in the office. As well, always remember to address the person you are talking to, thank them for their time and provide as much information as needed.

Final word

The topic of professional communication is really vast and specific to every company. What we can say is that the efficiency and quality of office communication between the employees heavily depend on the internal company culture.

If a company has well-established culture, based on mutual respect and trust, there will be no or very little issues related to communication. Thus, while optimizing the quality of communication in your office and educating people about it, take some time to work on the internal culture as well.

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Quantifying the Unquantifiable: The Low Down on Soft Skills

This is a guest post from Sophie J. Parker. Sophie blogs over at Surehand, where industrial safety professionals can find their perfect job. It is her aim to help create a safer world, one inspector at a time.

There’s a piece of advice anyone who’s ever looked for work or a promotion has heard at some point.

Develop your soft skills.

Soft skills are skills that enable you to succeed in a range of environments. They include personality traits and attributes, people skills, social skills and more.

Soft skills have slowly risen from accessory ornaments at the end of a great CV to prominence. Changes in the way markets and companies operate in the digital age made non-technical skills crucial.

As fields are taken over by new ways of operating, many technical qualifications are now obsolete. Adaptability, creativity, and willingness to learn went from perks to requisites for survival in ever-evolving markets.

Now, soft skills are at the forefront of requirements for many new positions and divisions. The professional profile companies seek to fill is increasingly centered on these skills.

In a few decades, “develop your soft skills” went from generic advice to thoughtful counsel. In this article, we’ll go over the reasons these skills are in such demand.

We’ll also list the most popular soft skills for employers in 2020. Finally, we’ll discuss some of the metrics available to measure these skills in the workplace.

Soft Skills In Hard Markets

Soft vs Hard Skills: Old School Wisdom

Traditionally, soft skills were considered more as perks than prerequisites. These skills were considered inherently unmeasurable. Hard skills could be trained and measured.

To the first generations of management thinkers, hard skills seemed like a better horse to bet on. Time wound up proving them very wrong.

Hard skills may have been easier to measure, but they also proved more rigid. Specializing in hard skills made workers harder to adapt to new positions.

This would be a crucial shortcoming.

The Age of Disruption

As technological advancements have continued relentlessly, many markets were deeply disrupted. Whole industries rose out of seemingly nowhere.

Many roles and departments that are vital today didn’t exist a decade or two ago. Companies struggle to find professionals to perform at a high level in novel fields.

Both market disruptors and well-established companies see their hierarchies affected. Startups and large players have different priorities, but both require soft skills.

Different Priorities

Startups need to hire people that have the hard skills they need at the moment. At the same time, they need employees with the non-technical skills required to handle growth down the road.

Hard skills put food on the table, but it’s soft skills that keep that table getting bigger. Soft skills in your staff mean that a better workplace culture can flourish. This, in turn, leads to companies that grow sustainably, with higher rates of productivity.

Then, there are the big players. Well-established market titans that put too much stock in hard skills become sluggish.

Social and communication skills allow key staff to develop inter-departmental synergy. Understanding the human factor makes it easier for large companies to react to disruption.

Soft Skill Metrics

The key drawback to soft skills is the lack of data to measure their effectiveness in any given situation. Or so the conventional wisdom goes. That statement may have been a fact decades ago, but social sciences have come a long way since then.

Qualitative methodologies have been refined by social psychologists, sociologists, and other experts. Decades of research have developed an ample array of tools to measure non-technical skills. Their accuracy and predictive power are now settled matters in academia.

The ivory towers of academia are far removed from the gritty world of business, though. Distilled techniques in controlled settings are one thing; effective workplace metrics are another. Can these methods be used in a real-world workplace, fruitfully?

The answer is a resounding yes. Here are just a few ways to do it.

Behavioral interviewing

Behavioral interviews focus on the way candidates act in situations. Rather than current or past performance, they use hypotheticals to identify specific skills.

Soft skills-based rubrics

Rubrics are grid-based tools that feature key criteria for employee performance. They allow assessment and scoring on a number of attributes and scales. They should be customized for every role in the company.

Feedback surveys

Questionnaires and surveys can help identify issues stemming from non-technical skill scarcity. Falling levels of employee satisfaction, communication problems and leadership issues are well-captured by questionnaires.

Surveys are also crucial to measure how effective skill training is. Without feedback from colleagues, supervisors, subordinates, and clients it’s impossible to track progress.

Most Valued Soft Skills

Times are changing, especially in the corporate land. As science begins to catch up to the realities of non-technical skills, companies are wising up.

Recruiters now seek and weed out candidates based on their non-technical skills, or lack thereof. The following are the five most in-demand soft skills companies are looking for right now.

5. Emotional Intelligence

Emotional intelligence is the capacity to accurately identify emotions in yourself and others. It is the non-technical skill’s jack-of-all-trades. It works as a bedrock upon which all other skills can be built.

Its presence is insufficient to determine that a candidate is most desirable. Its absence is a red flag, though. Companies need people capable of maturity and empathy.

4. Adaptability

Adaptability is the capacity to change one’s behavior and assumptions in a fast and fluid way. In the age of disruption, adaptability is just what the doctor prescribed. Companies need employees who can adjust to new realities without skipping a beat.

Adaptability doesn’t fall squarely on the shoulders of employees, though. There is a lot that an organization can do (or fail to do) to foster or hinder adaptability.

3. Collaboration

Companies have staked a lot on creating competitiveness between coworkers. It’s collaboration, however, that has proven to be the superior skill.

Companies are built on collaboration. The capacity to cooperate seamlessly in different settings and groups is invaluable to success.

2. Persuasion

Long-considered a skill for the sales team, persuasion has a far wider reach. It’s a crucial element in effective leadership.

Great leaders must be capable of persuading their teams to follow them. Dissent is natural and healthy, but a persuasive leader fosters cohesion.

1. Creativity

Creativity is the most sought-after soft skill in new hires this year. There’s a reason for that. In an uncertain, disrupted marketplace, companies know they’ll need to get innovative to beat the competition.. Creative employees approach problems from new angles, finding clever solutions to vexing puzzles.

This trend is likely to grow more pronounced in the coming years. Technology is taking over most job functions requiring high-level hard skills. Creative employees will allow companies to implement these technologies in new and amazing ways.


Soft skills have reversed the tables on a decades-old narrative. Long-relegated to a minor footnote, these skills are now one of the hottest commodities.

The progress of science allows companies to measure those skills, and analyze them. For companies that have, the verdict is clear—the value of non-technical skills is a hard fact.

Companies that create a culture with soft skills at the center face considerable gains. Those that don’t may well go the way of the dodo.

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What is EQ and why every company needs it

Gone are the days when IQ and skills were the primary (or even only) factors when  deciding whether to hire someone.

Now, most HR teams are paying closer attention to skills that can help determine success in a role, such as personal skills and traits that make a good leader, efficient employee, and good problem solver. To do the same, you need to know about the emotional intelligence (EQ).

What is EQ?

There is no ultimate definition for emotional intelligence as this is quite a vague term. In general, EQ is one’s ability to recognize and manage emotions as well as recognize and understand the emotions of other people. It has a lot to do with empathy and being on good terms with one’s self.

EQ is composed of four core skills:

  1. Self-awareness: recognizing their own emotions
  2. Self-management: controlling their own emotions and behavior
  3. Social awareness: understanding the emotions of other people
  4. Relationship management: efficiently interacting with other people

Though there are many EQ assessments that help managers identify employees and candidates with high EQ, but it’s also a matter of honest self-evaluation and the overall perception of a person. An experienced manager can detect a person with high EQ by carefully monitoring the team members and analyzing their behavior.

Emotional intelligence is among the core traits of any good leader – and every company needs efficient leadership. So what are the exact benefits that EQ brings?

Stress resistance

Unfortunately, stress is an inevitable part of any work process because something can go wrong at any time and may not necessarily depend on your or your team. And here is where people with high EQ save the day with their clear thinking.

During stressful moments, people with high EQ are able to assess the situation and not let the emotions take control of the situation. No need to say, such behavior prevents many mistakes and helps remedy the situation.

Better teamwork

Teamwork is the driving force behind a project’s success. For efficient teamwork, it is essential that all team members can communicate their thoughts and ideas in an understandable manner and listen to others.

People with high emotional intelligence are good listeners – and they are able to share their thoughts in a manner that others understand. Thus, such people are great team players or team leaders. In addition, they will be able to resolve conflicts and issues with colleagues and clients, when needed.

Open to feedback

We give feedback when we want someone to better understand their strengths and weaknesses, and improve the latter.

In the case of people with high EQ, the feedback process is completely hassle-free, since they tend to have healthy self-esteem and are already aware of most of their strengths and weaknesses. So when they hear a piece of advice from the outside, they are grateful instead of defensive.

Such an attitude helps them grow and master their skills and knowledge, which, in turn, will bring more profit to a company.

Inspire people

Because people with high EQ can read the emotions of others, they know the best ways to inspire people and make them listen.

The question of motivation is vital for any company. And it’s not always the employer’s task to motivate the employees – they tend to follow the example of others who can lead and inspire. Sounds like a perfect job for a person with high emotional intelligence, doesn’t it?

Better decision-making

We already mentioned the fact that people with high EQ tend to keep their cool in stressful situations. Individuals with high EQ can make good decisions in practically any situation as they can wisely assess the issue and come up with the best way to resolve it, considering all parties involved. High EQ employees can listen to other people, accept their point of view and come up with the best solution. This is incredibly beneficial for the company.

Independence and self-control

Teamwork is necessary, but it’s also important for someone to be able to work independently without any micro-managing.

Independent people who have self-control and self-motivation are highly valuable. They do not need babysitting and know when they really need to ask for help and when they can resolve an issue with no assistance.

Good leadership

Finally, the question of leadership.

People who can listen to others, make balanced decisions, and do not let emotions take control over their actions are perfect leaders – and this is a description of an emotionally intelligent person.

Such people tend to grow their skills and knowledge gradually and normally become the team leaders with the following promotion.

So one of the main goals for any company is to find and nurture such people because they will bring great value both in the short- and long-term run.

Needless to say, a person with a high EQ is a priceless asset for any team.

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Top HR Books to Read This Year

Whether you’re working to improve yourself and your approach to HR, looking for ideas to implement into HR practices in your organization, or want to learn more about your industry, reading is an excellent way to do it.

Human Resources is an incredibly popular subject, with thousands of books published year on using data and analytics to manage people, on best practices for people and team management or setup, on emotional intelligence and leadership development, and even on technical tasks such as payroll, process management, and so on. Choosing a few to read can be daunting.

These top HR books to read this year will get you started with a selection that offers balance, a broad range of ideas, and information behind some of the most popular ideas in HR today.

The Leadership Pipeline

Ram Charan’s Leadership Pipeline was published in 2000 and has since become a classic in leadership management and development. The book outlines a framework for developing leaders internally, giving HR the tools to recognize and develop leaders for different levels of organizational leadership. Rather than taking a hierarchical approach, authors Charan and Drotter discuss the need for shifting responsibilities, changing approaches to work, and a diverse range of experience for leaders and how each of those requirements change as an individual moves to the next step in the leadership pipeline.

Stephen Drotter’s “The Performance Pipeline” is nearly as famous, although it doesn’t have the impact or the following of the original book. Drotter’s book shifts attention away from requirements to lead and towards performance management for leaders, which is equally as valuable.

The Power of People

The Power of People was published in 2017 by Jonathan Ferrar, Sheri Feinzig, and Nigel Guenole. The book approaches human resources from the angle of workforce analytics, taking examples from recent and long-term successes in the field. With case studies, The Power of People has a strong focus on giving good examples while introducing readers to the field, and introducing best-practices to help individuals improve the performance of their own workforce analytics.

The Power of People also heavily leans into a business-first approach, outlining strategy as first-and-foremost as a tool with which to achieve business goals. Most importantly, the book offers enough in terms of basic framework to help new HR analytics managers to get started, while providing enough tools, examples, best practices, and mistakes to watch out for to offer value to those experienced in the role.

Emotional Intelligence: Why It Can Matter More than IQ

Emotional Intelligence was first published in 1995 by Daniel Goleman, but the book has not lost its relevance. Instead, it’s become one of the hottest topics of the year, with even top companies like Google and Microsoft working to integrate it into their everyday business practices and leadership. While Emotional Intelligence doesn’t go into detail about how EQ specifically impacts leaders or the workplace, follow-up books do. This seminal work instead explains the foundations of EQ, factors that impact it, and how EQ greatly impacts the way that people are able to form relationships, communicate, and work together.

Each of these three books will offer insight into people, workplaces, and leadership, which can greatly impact how and why you make HR decisions. Most importantly, they influence a great deal of modern HR thought and decision-making.

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5 Budget Friendly Ways to Show Your Team Appreciation

Showing appreciation to your team is one of the easiest ways to keep morale up, to offer motivation, and to encourage individuals to continue to excel. But, while fiscal appreciation is often the first-choice for large organizations, you don’t have to shower employees with large cash bonuses, expensive holidays, or company cars to show appreciation. Showing team appreciation can be budget friendly, and you might be surprised at how effective simple and small measures can be.

These 5 budget friendly ways to show your team appreciation will get you started.

Celebrate Small Wins

Setting small goals and celebrating winning them is one of the easiest ways to make employees feel accomplished and appreciated. For example, if your team completes everything on a to-do list last minute and smashes a goal, even without long-term planning, taking a 5-minute meeting to recognize everyone, sending an email, or otherwise simply acknowledging and celebrating it is a great idea.

Similarly, you could organize small parties, events or potlucks to celebrate finishing large goals. How? Is your team nearing the end of a spring? Organize a pizza party on the last day. Finished a year-long goal or objective? Organize an after-work social gathering (not necessarily but hopefully paid by the organization) or so on. Simply organizing a place to say thank you, showing up, sharing gratitude, and spending a small amount of money will go a long way towards saying “I appreciate you”.

Call Out Individual and Team Accomplishments

Weekly or morning meetings are an excellent place to share appreciation for teams and individuals. Here, you can take a moment to say, “I really appreciate how hard everyone is working on this”, or “That idea Dave submitted last week has really helped, thank you. I’d like everyone to feel free to step forward in the future”.

Here, simply taking a moment to verbally acknowledge positive behavior or achievements will go a long way.

Allow Flex-Work

Flex-work, or the ability to choose work hours and whether to work from home or an office is one of the most desired employee perks. It’s also one that’s extremely cost-effective for you, because as long as employees are still performing the work, it doesn’t really cost you anything. While you will need infrastructure if employees have to work over VPN or through a virtual computer, it’s otherwise very budget friendly.

How does it show appreciation? Flex work makes life more convenient for your employees, allows them to set their own schedule and allows them to take time for family and life events when and where needed without stressing about it.

Say it With Food and Small Perks

While anything but free, providing food, small perks like daycare, or something like a public transport pass will add a great deal for your employees. For example, offering free lunch to your team means individuals won’t have to wake up early and pack food and won’t have to order food in. They’ll have more time and leisure to simply eat and enjoy their break, which will improve the quality of that break. Similarly, offering daycare can be extremely inexpensive for a large office or team, but extremely cost-saving for individuals.

It’s always a good idea to review team needs, question what the team wants and needs, and work to offer perks that benefit everyone involved.

Invest in Your Employees

While you can continue to offer perks like food and travel, the best way to show appreciation is often by investing in development and personal growth. Offering mentorship, coaching, career development, and leadership training where applicable will show individuals that you care about them, you are investing in them, and you greatly appreciate them and their work.

Showing teams appreciation will help you to boost motivation, mood, and often, performance across those teams, so it’s always worth doing. While not always free, even budget friendly ways to show appreciation can have dramatic results, which will increase your team happiness.

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Emotional Intelligence Training: The New Workplace Trend

Emotional intelligence has quickly risen in popularity as more and more organizations recognize its importance. With value in employee retention, job satisfaction, collaboration, and conflict resolution, emotional intelligence plays into nearly every part of the modern workforce.

But it’s difficult to test for, with the four recognized aspects of self-awareness, self-management, social awareness, and relationship management being vastly different from scorable skills such as math and software engineering.

Emotional intelligence training helps to bridge those gaps, fostering needed skills in existing employees, improving them in new hires, and ensuring everyone is on the same page and using relatively the same styles of communication and emotional understanding.

Work is about people and interactions, and training people to navigate those interactions will improve their ability to work, manage stress, manage people, and improve their private and personal lives.

Testing for EI

Most people will have a range of emotional intelligence skills and will be strong in some and weak in others. Conducting testing will help you identify weak spots so that you can react accordingly. MSCEIT, EQ-I 2.0, ESCI, and Genos are among the most common emotional intelligence tests, each with its own pros and cons.

For example, MSCEIT tests for abilities, EQ-I tests for personality traits, ESCI tests for competency, and Genos tests for Genos.

Introducing Emotional Intelligence

Most people are already somewhat aware of emotional intelligence, with some studies suggesting that 80% of Millennial employees consider it to be important.

However, you can work to introduce EI in several ways. Books such as Working with Emotional Intelligence by Daniel Goleman and The Emotional Intelligence Quick Book are both easy and accessible options.

You can also recommend articles, talks, and even discuss core principles with managers, who can push those concepts to their teams.

Investing in workshops and training programs is the most efficient way to push emotional intelligence but will require a higher investment.

Push for Social Responsibility

One of the easiest ways to create a sense of emotional intelligence is to push for social awareness. Social responsibility, including volunteering, creating positive changes, donating to charities, and helping out others is one of the easiest ways to get others to feel empathy.

Here, exercises such as having teams volunteer for a charity, creating opportunities for teams to take on each other’s work, creating processes that support teams sharing responsibility and work, and otherwise recognizing what it’s like to be in someone else’s shoes will help with this.

For example, you can:

  • Create team-building exercises to share background information and interests
  • Play weekly board or video games together
  • Spend 15-20 minutes every morning getting coffee or tea together
  • Share work-style tables to openly communicate work and communication styles

Recognizing Emotions and Behavioral Cues

Many people struggle to recognize the emotional and behavioral cues of others, because they are interpreting those cues through their own “lens” of experience.

Introducing behavioral and emotional training to help individuals, but especially team leaders and managers, to recognize those cues and behaviors is one of the most important things you can do to foster emotional intelligence.

For example, if someone doesn’t have the tools to recognize someone else is distressed, they can’t respond in an emotionally intelligent way.

Emotional intelligence can be learned, but different people will likely be more or less skilled in it. Just like IQ, different people will score higher or lower, even with the same training.

Changing how you think and react to others is difficult and will require working on specific things you excel or fail at, such as empathy, self-regulation, labeling emotions, and so on. However, it will pay off in terms of improved productivity, increased job satisfaction, and better relationships.

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Using Data and Emotional Intelligence to Build Top Teams

Whether putting together a new team or rebuilding an existing one, the people you put into it are crucial in more ways than one. Good teams rely on a combination of factors to succeed, including a range of skills covering everything the team needs to achieve, adaptability, a sense of trust, and the ability to work well together.

This often means choosing people who work in similar ways, who balance each other out, and who are able to effectively communicate on the same level. For example, if you were to take a software engineer who excels at working alone and taking on most of the work, he might not do very well in a team requiring strict collaboration and interplay of ideas. Data from employee assessment and frameworks as well as emotional intelligence can help you to make the right decisions to create great teams.

Identify What’s Actually Needed for a Team

Creating a new team means identifying what the team should be doing, defining their scope, and then planning the team around that. This also means identifying workload, potential key players, and work environment.

You can use this to determine what is required in terms of skills, time management, prioritization, efficiency and speed, creativity, adaptability, willingness to learn, and collaboration. You can also use it to determine which types of people will excel on this team. If you’re building a slow-moving team that’s largely responsible for keeping everything running well, you know that highly creative workaholics are not the ideal fit for that team, they’ll quickly become bored and look for work elsewhere.

Identify Key Roles and Players in the Team

It’s extremely valuable to identify the core needs of your team first. This allows you to build your team around those people, so that you choose key roles and learn what they need in terms of communication, collaboration, and environment. Even if you’re hiring externally, it’s a good idea to know who you’re building the team around.

Let’s say you’re creating a new UX team. You need a senior UX designer in the lead role and everyone else in the team is there to support them. It’s important that you be able to design that team around their specific needs.

  • How do your key players communicate?
  • How emotionally intelligent are they?
  • What kind of guidance do they need?
  • What are their strengths?
  • What are their weaknesses that could benefit from augmentation?
  • What do they need?

Building a Team Based on Common Ground

Marcia Hughes, president of Collaborative Growth, identifies 7 key skills or behaviors individuals must have to work successfully together in a team. These include motivation, identity, emotional awareness, communication, conflict resolution, stress tolerance, and positive mood.

If you create a group of people with similar results on each of these points, they will be able to work together much more easily and productively. Someone who is significantly lower energy or more prone to stress than other members of his or her team will not excel in that team. While building these specific skills often requires significant time investment and training, you can do so internally when planning a team over the long-term. At the same time, you do have to mix people with higher and lower levels of motivation to avoid putting everyone with lower motivation into a single team.

While you can work to build teams around only skills, chances are that people won’t get along, may not be especially collaborative together, and may not be productive enough together. You can also work to develop desired traits such as emotional intelligence, motivation, or stress tolerance over time, with the understanding that lacking these things may reduce the overall productivity of your team at the start.

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How to Recognize Employee Accomplishments

This is a guest post from Linda Ginac, founder and CEO of TalentGuard, a global provider of award-winning career pathing and talent management software. Inventive and driven, she is known throughout the industry for disrupting HR technology and is the inventor of the first commercially available career pathing software solution designed to optimize employee engagement and retention.

Many HR departments around the world face the same challenge: effectively managing a diverse workforce. Part of the struggle in talent management for companies is understanding employee needs and how to fulfill them over time. While some organizations thrive in this arena, others fall short, creating an environment where employees are disengaged, lacking morale, and on the hunt for a new position at a different company.

Keeping employees connected with the work they do and the organization that employs them is tightly linked to recognition. The companies that have high retention rates, attract the best talent, and maintain an engaged workforce over time understand the importance of recognition across all facets of the company. However, providing timely, accurate recognition to the employees who deserve it the most is often easier said than done.

Fortunately, technology has created new ways to deliver employee recognition for the accomplishments they achieve, most notably through performance management software.

Why Recognition is Necessary

Before understanding how performance management software affects positive change in recognizing employees, it is essential to know why recognition is so valuable.

First and foremost, employees around the world are, more often than not, disengaged in the work they do. One driving force behind a lack of engagement is a lack of recognition from peers, managers, and the company as a whole. Employees are more prone to be highly engaged on the job when they are happy, and happiness is a direct outcome of recognition.

Proving employee recognition not only improves the mood and therefore the engagement of individuals; it also creates a workforce that is more likely to stick around for the long-term. High turnover rates cost companies millions each year, and low retention bleeds into wasted recruiting efforts.

Organizations can keep turnover expenses down while simultaneously attracting top talent by having a culture built on recognition. Performance management software lends a necessary hand in this process.

Effortless Recognition with Performance Management Software

Over the last several years, a shift in performance management has taken place among companies in nearly all industries. Instead of focusing on out-dated tactics for delivering performance reviews and appraisals, organizations are moving toward continuous performance management with the help of technology. Performance management software allows companies to create a system that connects organizational and individual objectives while offering real-time feedback and recognition based on employee accomplishments. Managers and supervisors have a seamless way of recognizing and rewarding team members for a job well done, based on their contributions to the whole.

In addition to real-time, accurate feedback and recognition for employees, performance management software also acts as a comprehensive review system. There is no need for managers to rely on old or irrelevant information about an employee’s performance for the appraisal process. Instead, they can use the data found in the performance management system to inform the review more efficiently. This allows employees to feel more connected with the company, and ultimately, recognized for the work they have done over time.

Finally, companies that use performance management software may also use ancillary systems to help with employee recognition indirectly. For example, implementing a career pathing software makes it easier for employees to take control over their career development and progression over time. When these details are easily seen by management, the information can be used to dictate recognition activities and valuable feedback for individuals.

Understanding why employee recognition is important in today’s work environment is a must for any organization wanting to improve outcomes. While not every organization uses the same strategy, implementing a system that includes a modern approach to performance management with a focus on recognizing employees makes the process easier and more efficient. Companies that want to increase engagement, keep retention rates high, and attract new talent can use performance management software to achieve these objectives over time.

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Emotional Intelligence Summit Asia: The First in the Philippines

Please join us on September 1, 2018 for the first ever Emotional Intelligence Summit Asia in the Philippines with an array of international and formidable local speakers to talk about what will remain to be one of the most important competencies in the future of jobs: Emotional Intelligence.

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Disruption is everywhere. The advent of change is fast, swift, and engulfing every aspect of our lives. However, one thing will remain constant—the need to elevate our soft skills in relation to how we do things. It is no longer an advantage just to know Emotional Intelligence—you need to feel and translate it to a competency that will be the determining and crucial factor in making a successful difference!

Course Outline


Emotional Intelligence (EI) or emotional quotient (EQ) is a set of skills that help us better perceive, understand and manage emotions in ourselves and in others. Learn more about Emotional Intelligence and the science behind it.


Emotional intelligence has a long history, and it’s steadily gaining importance, not just for the workplace, but for various aspects of our lives. Get to know emotional intelligence through experience.


Technology gets more and more advanced and is surpassing human intelligence quickly in various fields and activities. Artificial intelligence is also getting more and more complex. In fact, a lot of jobs that we imagined could be done only by people are now under the threat of being replaced by AI. So, what could we do? The answer: Emotional Intelligence.

V. THE RESILIENT LEADER: The Age of Disruption’s Call for a New Breed of Leaders

Resiliency: the capacity to recover quickly from difficulties. Life is littered with roadblocks, whether you expect it or not. One of the most important qualities of a leader is resilience. With the barrage of obstacles ahead, it’s important that you, as a leader, be resilient. For a resilient leader, failures are temporary setbacks that they can recover from. And with changes happening left and right, a new breed of leaders—resilient leaders—are needed.

VI. MINDFULNESS: Journey to Awareness and Clarity

Bill George of Harvard Business Review says that when you are mindful, “you’re able to both observe and participate in each moment while recognizing the implications of your actions for the longer term. And that prevents you from slipping into a life that pulls you away from your values.” Mindfulness will start your journey to awareness and clarity.


Among the 7.6 billion people in the world, half are women, who are steadily progressing and making noise with their success in various aspects—sports, entertainment, science, business, motherhood, etc. Yet, as a woman, there are still some limitations the society imposes on you. It’s time to empower your stance. Be an emotionally intelligent woman.


When emotional intelligence first surfaced as a concept, it served as an explanation to the curious finding that about 70% of the people with an average IQ have a better performance than those with the highest IQ. This changed the way we perceive success and where its source is. Research has shown that emotional intelligence is an essential factor that makes some entrepreneurs stand out from others.

IX. WHY EMOTIONAL INTELLIGENCE Is the Enabling Competency for Excellent Customer Service

Emotions are an essential part of our mind that helps us to develop, motivate us to take action and, in a case of danger, help us avoid the hazard and survive. That’s why it’s important that we are emotionally intelligent. But how does it look like in customer service?

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The investment for this course is P7995 plus VAT.

About the Facilitators

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GENOS Emotional Intelligence Certification

Join us September 19 to 20 for our GENOS Emotional Intelligence Certification. The Genos EI Certification Program is designed for learning and organizational development professionals, human resource consultants or managers, executive coaches, and organizational psychologists.

Becoming a Genos-Certified Practitioner comes with multiple benefits to help you succeed professionally:

  • Association with the most well-recognized and respected organization for applying emotional intelligence in the workplace
  • Access to an international network of over a thousand certified learning, organizational development, human resources and executive coaching professionals
  • Access to our members-only resource portal, containing all of our latest presentations, workshops, proposals, marketing material, case studies, and research
  • Support from leading experts in the field including academics and highly-experienced practitioners
  • A full Genos Emotional Intelligence Self-Assessment report

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What does the program involve?

Phase 1: Completion of your Self-Assessment EI Workplace Behavior Feedback Report

Before the course, you will be invited to complete your own Genos Self-Assessment Emotionally Intelligent Workplace Behaviour Feedback Assessment. After the course, one of the Genos Master Trainers will debrief you, providing you with your personalized Self-Assessment Workplace Behaviour Feedback Report and Development Tips Workbook.

Phase 2: An engaging Two-Day Course with a Genos Master Trainer

Day 1 – The following topics will be covered:

  • The Science of Emotions
  • Emotional Intelligence and the 6 Skills
  • The Business Case
  • Assessment Overview
  • Best Approaches to Assessment and Debriefing
  • Assessment Options
  • Interpreting Results
  • Debriefing Results

Day 2 – The following topics will be covered:

  • Emotionally Intelligent Leadership and the 6 Skills
  • Features of the Emotionally Intelligent Leadership Feedback Report
  • Leadership Assessment Options
  • Best Approaches to Assessment and Debriefing
  • Group Debriefs
  • Alternative Measures
  • Successful Project Execution
  • Certification Next Steps

Phase 3: Debrief Case Study Session with another Master Trainer

Finally, to complete your Certification, you will be given the opportunity to debrief the results of a sample Self-Assessment Emotionally Intelligent Leadership Feedback Report with another Genos Master Trainer who will act out the character in the scenario. You will be provided with feedback on the debrief session, with the ultimate goal of ensuring you are able to apply the Genos Emotional Intelligence Assessment tools effectively and confidently.

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Upon Completion…

Your journey begins as a business partner with Genos and it was the best decision you could have made for yourself, your business and your clients. A step-by-step guide is provided to you to map your entire journey as a Genos EI practitioner along with access to the free Member Only Resource Portal to further assist you in learning about, selling and utilizing the Emotional Intelligence Assessments, Enhancement Programs and supporting resources.

Upon successful completion of the program you will be able to:

  • Explain the Genos model of emotional intelligence
  • Discuss the Genos emotional intelligence assessments and their unique features, including developing emotional intelligence in comparison to other measures
  • Discuss the business case for emotional intelligence
  • Design effective emotional intelligence development solutions
  • Facilitate an interpretation of assessment results
  • Facilitate a development plan
  • Execute an emotional intelligence assessment project
  • Facilitate an introductory emotional intelligence session

The investment for this certification is P29,500 plus VAT. The two-day course is inclusive of manuals, lunch, and AM/PM snacks.

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About the Facilitator

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