Enhancing Change Management with Emotional Intelligence Development

New research by global best practice insight and technology company CEB Global has found that the average organisation has experienced five enterprise-wide changes in the past three years. If you work in an ASX 200 company, or large government organisation, no doubt you’re familiar with the type of major changes undertaken. They range from technology upgrades or adoptions, to restructures through to mergers and acquisitions.  It will also come as no surprise to you that only a third of these major changes are rated as a “clear success”. Out of the 400 major change initiatives analysed by CEB 50% where found to be rated a “clear failure” and 16% where described as producing “mixed results”.

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Improving emotional intelligence: What is the best approach and what is the return on investment (ROI)?

Since Peter Salovey and Jack Mayer first introduced the concept of emotional intelligence in 1990, there have been more than 3,000 scientific articles published on it. Collectively, this research suggests that you can improve your emotional intelligence. However, like improving any skill we have, improving emotional intelligence takes time and the systematic practice of applying effective tools and techniques designed to help us. Unfortunately, there are a lot of tools and techniques that are not effective and much scepticism and disappointment abound as a consequence of their use. So, what is the best approach to developing emotional intelligence in individuals and groups and what is the return on investment (ROI)?

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Which emotional intelligence assessment should I use?

Article by Dr Ben Palmer, CEO of Genos International.

Following three decades of research, there is now a diverse range of reliable and valid measures of emotional intelligence available for use in talent identification, management and development. With this diversity, questions understandably abound about which approach best suits recruitment, talent identification, development and the like. Here is a summary of the three major approaches available and which situations and outcomes they suit best.

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Emotionally Intelligent Coaching

Emotions are integral to everything we do – for every situation we encounter there will be an emotional response. Emotions are complex and they result in verbal, physiological, psychological and ultimately – behavioural responses. Emotion is often the driving force behind motivation, positive or negative, and for many of us, life is given its meaning and even enjoyment through emotional expression.

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The Role of Emotional Intelligence in Creating Mentally Healthy Workplaces

The Role of Emotional Intelligence in Creating Mentally Healthy Workplaces – By Madeline Carter, Geoff Carter and Dr Ben Palmer   While organisations have used emotional intelligence to develop leadership, sales and customer service competence for decades, the potential efficacy of emotional intelligence development in another, possibly more important aspect of organisational life, is becoming…

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