Leaders in business looking to improve their organisation’s performance can do so by increasing their emotional intelligence.
Essential to high performing leaders is the ability to self reflect – inner self-awareness in identifying and understanding their own emotional responses in different situations.
And the ability to allow vulnerability of others in situations that require a safe space to communicate.
There is a direct link between the way people feel and the way they perform at work. This is one of the most robust and consistent findings in organisational research.
In high performing organisations people feel significantly more engaged, cared for, valued, proud, and motivated than those in low performing organisations, where people feel significantly more fearful, stressed, dis-empowered and uncertain.
Research has proven that a leader’s emotional intelligence is key to their capacity to facilitate emotions in others which drive high performance and employee engagement.
And provide a climate of Psychological safety for others to feel safe in being vulnerable, or giving feedback and engaging in healthy debate.
This is more than just a moral compass; it’s also a recipe for success.
The Four Emotional Competencies
Emotional and Social Intelligence Profile
The Emotional and Social Intelligence Profile (ESI) is a feedback report based on the results of a multi-rater 60 item questionnaire.
The ESI compares observed emotional and social intelligence by the self and close colleagues. Specifically, ESI provides feedback on:
- behaviour in 12 capabilities
- the profile also provides written feedback on perceived leadership contributions over the previous six months; as well as suggestions on how the subject might develop their emotional and social intelligence.
The Emotional and Social Intelligence Profile uses our unique Online Automated Questionnaire Distribution System.
The Pulse Report for the ESI (6 months accountability check)
The ‘Pulse’ involves the completion of a short on-line questionnaire by the participant and their manager only, measuring progress thus far.
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