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: Employee Surveys & Talent Analytics
Module: EI at the Organizational Level
Organizational surveys such as an annual employee engagement survey or customer satisfaction surveys are commonly collected in large organizations. Don’t miss this opportunity as a Human Resources Professional to take this descriptive data about the current state of the organization and then leverage it for predicting the future state of talent. If you were to conduct an Emotional Intelligence competencies talent audit and then correlate those results with an employee engagement surveys results with a special focus on the results around each people leader per se, then you would likely find a relationship between certain leaders’ emotional intelligence competencies scores and their followers’ employee engagement survey results.
Similarly, if you were to examine the emotional intelligence competency scores of customer service reps by geographic location, you might find some interesting correlations to customer service satisfaction surveys or other key customer service metrics or customer retention metrics. If you find a few of these types of relationships in your datasets, then you would have identified a few potentially highly impactful levers that could drive improvements in these key talent metrics. To these hypotheses you would want to create targeted training programs so you could develop those few specific EI competencies and then collect short targeted ‘pulse’ organizational surveys specifically focused only on those questions that were pertinent to the dimension of customer service or employee engagement that you are specifically targeting in your training initiative.
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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...