Emotional Intelligence: Overview, Applicability and Value - Q3

Lessons Learned By Training Providers Since They
Began Developing And Delivering EI Related Programs
� Developing EI is about behavior change, e.g., both in personal and professional life.
� EI is not a subject, it is a process that can be integrated into other processes, e.g., recruitment, hiring,
firing, development, new product innovations, customer service, etc..
� There is a reality of engaging people in self-discovery where you cannot compartmentalize their
‘dreams of work’ and steer them towards performing in their current job if it is fundamentally different
from the job they realize they want to perform.
� People are complicated – the tools we use as levers and mechanisms for change are probably too
simple, e.g., consultants tend to oversimplify.
� Behavior change is really hard!
� Emotions drive behavior, relationships, and decision making. If we trust emotions like they matter
then we get value out of them. If we see emotions as in the way, we get negative effects.
� Cannot make people develop EI.
� Companies that implement EI related training programs should be more rigorous regarding their
evaluation of programs and tie to financial benefits, outcomes, and results.
� If we are going to understand behaviors, we must understand what drives them, thoughts AND
emotions.
� Some things you have to select for and other things you have to train and develop.
� Can teach someone to act in a certain way but it is hard to make it a part of who they are.
� Don’t necessarily need to call it EI to get message across.
� A ramp up period is required – if you jump in too quickly there may be resistance.
� Talk a lot less about EI and do a lot more so individuals can experience it at a deeper level.
31 **DRAFT**