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Unfortunately, we do have conversations like this:
HR Department: “I’d like a day’s training for 150 senior leaders on Emotional Intelligence, please”
RocheMartin: “And what’s the objective of that day?”
HR Department: “I need to be able to tell our CEO that we have “done” Emotional Intelligence”
Now we don’t mean to pick on the hardworking HR Department but that was a real conversation and one that can happen more than you think.
And we have those comments above because of some common misconceptions. So let’s highlight and deal with them:
EQ Development is a great thing with dozens of different ways in which new insights can be applied to help achieve positive business outcomes across Leadership, Cultural Transformation and Attracting and Retaining Multi-Generational Talent. But all of those objectives require change. And to change individuals, teams and entire companies is a hard thing to do. Developing people’s social and emotional skills is a great way to do that, but there are always two important variables which will influence whether that is successful or not; the individual’s commitment to change and how much support they get.
And that, as much as we’d all like, can’t be done in a day.