Emotionally Intelligent leadership is an important determinant of success in business: higher productivity, better customer satisfaction, retention of employees, lower rates of accidents, absenteeism and grievances and improved team functioning.

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Manager Workshop:

Emotional Intelligence Skills for Managing Employees

This is a course for supervisors and managers to more effectively understand and manage relationships with and among subordinates, based on emotional intelligence principles and applications.

There is an abundance of research that highlights the quality of people interactions in the course of carrying out their work duties as a determinant of success in business:

"An organization's fitness to compete successfully depends not so much on it's financial capital or intellectual capital but more importantly on its social capital – the collective value of people who know each other and what they'll do for each other. It's human networks that make things happen, not computer networks.

The Leadership Challenge by James M. Kouzes and Barry Z. Posner

The results show up in the areas of productivity outcomes, retention of employees, and team functioning.

Emotional intelligence (E.Q.) is a set of abilities, comprising the:

  1. ability to perceive emotions (accurately identify own and others' emotions);
  2. ability to access and generate emotions to assist thinking (generate appropriate emotions to solve problems);
  3. ability to understand emotions and emotional knowledge (causes and changes of emotions);
  4. ability to manage emotions reflectively in order to promote constructive resolution of problems (use emotional awareness to make ideal decisions).

You Will Learn:

The participants will be tested on the above abilities, through the MSCEIT (Mayer Salovey Caruso Emotional Intelligence Test), as a guide upon which personalized training will be based.

You will learn strategies to help you navigate through the difficult conversations involved in resolving interpersonal challenges in the workplace. The course informs you on three layers of thinking involved in communication around challenging situations, and techniques to build the four abilities that underline emotionally intelligent thinking.

Content:

Phase I: Introduction

Group meeting (about 3 hrs.) or two shorter meetings to:

Phase II: Testing:

  1. One-on-one meeting before the test to:
    • begin to align the training with the real life goals/challenges of the participant
    • clarify outstanding questions, concerns about the MSCEIT test
  2. Participant takes MSCEIT test online (40 min. to 1 hr.) from their home or location of choice

    The trainers will meet on their own to review all test results and prepare for the feedback sessions
  3. Individual feedback sessions to:
    • explain and discuss results
    • begin to relate the results to the goals of the participant

Phase III:

Six one-on-one confidential meetings to create action plans based on the results of the MSCEIT and the personal goals of the participants.

Phase IV:

Those participants that wish to continue beyond the six sessions can do so with the same trainer, at their own cost, or through the auspice of the E.A.P. (confidentially), at no additional cost to the participant or the company if this program is already being provided to the employer by Source Line Inc.

Who Should Attend:

The above training may be customized to the needs of the groups or individuals requesting it.

The trainers, Vince Ferrari and Russell Carpentier, are experienced clinical social workers and workplace consultants, who are certified to administer the MSCEIT.

Executive, Manager & Supervisor Workshops

All of the executive/manager/supervisor workshops include didactic teaching, case studies and small group exercises. There are lots of opportunity for questions and discussion. Whether the session is half day or full day is based on how in-depth you wish to go with the specific topic and how many case studies are to be offered.

Optimum class size is around 20 to 25 – with larger groups, people don't seem to want to share or ask questions and interaction falls off.

We also recommend follow up meetings in 3 to 4 weeks to maintain the change momentum and to strategize next steps.