EMOTIONAL INTELLIGENCE

EMOTIONAL INTELLIGENCE - WHAT BERYL CAN DO FOR YOUR ORGANISATION

• assessing the organization's needs
• assessing the individual
• delivering assessments with care
• maximising learning choice
• encouraging participation
• linking goals and personal values
• adjusting individual expectations
• assessing readiness and motivation for EQ development

Doing the work of change

• foster relationships between EQ trainers and learners
• self-directed change and learning
• setting goals
• breaking goals down into achievable steps
• providing opportunities for practice
• give feedback
• using experiential methods
• build in support
• use models and examples
• encourage insight and self-awareness
• coach individuals

Encourage transfer and maintenance of change (sustainable change)

• encourage application of new learning in jobs
• develop organizational culture that supports learning
• evaluating the change - did it work?
• evaluate individual and organizational effect

Also relevant - self-actualisers naturally have stronger EQ. People struggling to meet lower order needs - and arguably even middle order needs such as esteem needs - tend to have lower EQ than self-actualisers. The original 5 stage Hierarchy of Needs explains that all needs other than self-actualisation are deficiency drivers, which suggest, in other words, some EQ development potential or weakness.