EQ Competence: Fostering a Talent Advantage that Drives Organizational Performance
Many HR professionals have heard the term Emotional Intelligence before but what is it, really? How can it be used to drive organizational performance? We know it’s related to someone’s behavior and how they interact with others but can fostering this competency in your workforce, especially your senior leadership, accelerate the success of the organization?
Understanding emotional intelligence and how this competency can be leveraged to develop talent is important in today’s competitive business environment.
During this course, we’ll take a close look at what Emotional Intelligence is and is NOT. You’ll gain a high-level understanding of the research and be armed with the knowledge to cut through the hype and clarify myths versus fact. Most importantly, learn what to consider when incorporating the emotional intelligence competency into your talent acquisition and talent development strategies.
HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1.0 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
This activity, has been approved for 1.0 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
The use of the HRCI seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.
Title: EI in Professionals & Other Individual Contributors
Module: EI Competence
High Emotional Intelligence professionals create a psychologically safe zone which fosters innovation that creates a space for their team members to experiment and take calculated risks. This environment allows the team to learn from their mistakes and value others’ perspectives. It encourages brain storming and the open sharing of knowledge with colleagues for the benefit of the whole group.
Organizations with high EI individuals in client facing roles are much more likely to connect on a personal level with their customers. They are also more likely to effectively respond to a complaint and handle tense customer services situations.
It should be no surprise that folks in the non-leader populations such as professionals, sales people, customer service representatives, and others also benefit from gains in emotional intelligence competence. Think about some of these jobs within your own organization for a moment. Would it be reasonable to expect that someone in any of these rolls could get their work successfully completed in any given week without interacting with others inside or outside of your company. It seems really unlikely because so much of the work we all do involves participating in meetings, phone calls, email exchanges, etc. Hence, learning emotional intelligence competencies for these populations is clearly relevant.
They are likely to benefit from learning strategies to
Number 1, express their emotions in a constructive manner,
Number 2, regulate their emotions,
Number 3, perceive and properly interpret the emotions and motivations of others, and
Number 4, effectively build rapport and establish trust,
Number 5, appropriately de-escalate angry customers or tense interactions with colleagues.
As HR Professionals you should pay attention to the impact your individual contributors interactions have on organizational performance. This is especially evidence in customer facing roles. However, do not under estimate the impact gaps in EI competencies are having on your work teams, cross department collaboration and employee engagement levels.
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Dr. Craig Haas is a Management Consultant and Executive Coach at Advantage Performance Group with over 15 years of experience in helping companies select high quality talent and develop leaders.
His specialty is talent assessment for enterprise wide talent acquisition and leadership development initiatives. Craig is also a talented training facilitator. He also serves as an...