People Focus Spring 04 NA - CIPD

Employee Development* Working with others: inducing effectiveand desirableresponses inothersThese traits, when applied in decision making,are likely to produce better results. EI pioneerDaniel Goleman, also found that a high level ofEmotional Intelligence was a common factor insuccessful leaders. It is critical for managers toconnect with colleagues emotionally as well asintellectually. Strong emotional reactions tobusiness decisions and processes can hinderprogress and effective leaders are expected tomodify these reactions and coach employees toan improved level of self-awareness and henceperformance.Building the self-awareness element isparticularly important in coping with rapidlychanging organisations. But in dynamicenvironments EI also contributes by enhancinginternal communication, encouraging selfexpressionand thereby the potential forinnovation and creativity, and supporting theflexibility required for decision-making, conflictresolution and contract negotiations.DEVELOPING EMOTIONALINTELLIGENCEThere is evidence that, unlike IQ, people caneffectively increase their Emotional Intelligence.Neurological research suggests that EI is asequential process that begins with recognisingour own thoughts and feelings towards peopleand situations. Once we build this fundamentalelement of self-awareness we move towardsunderstanding individuals and groups, as well assubtleties at play in an organization.We then usethis information to induce effective anddesirable responses in others.We have found at Pearn Kandola that EmotionalIntelligence can be developed in the individualthrough participation in tailored EI developmentworkshops. These events include many practicalactivities designed specifically to enablemanagers to understand the thoughts and feelingsbehind their own and other peoples' actions tohelp them direct their responses appropriately.As a starting point, participants undertake acomprehensive Emotional Intelligence 360degree feedback process with input frommanagers, peers, direct reports, customers, andeven family and friends. Working closely with abusiness coach they explore personal goals, andwork through various job simulation exercises,including role play and group activities, in orderto build their self awareness and to gainfeedback on the impact of their style ofbehaviour. Other techniques used includeanalysing self-talk and beliefs and the use ofmental practice techniques to increaseeffectiveness through visualising developmentgoals. The result of the workshop is apersonalised plan identifying the key areas ofEmotional Intelligence for development. Learningcan then be integrated into the workplacethrough follow-up coaching.Clíona Diggins is an OccupationalPsychologist with Pearn Kandola.