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Aim
This strategic exercise has been designed for a senior management team to consider before implementing any major emotional intelligence initiative. It highlights the main building blocks that would help ensure the success of any initiative. Allow 40 minutes for completion.
Learning Objectives
Participants will be able to…
- highlight and review EQ strategies already in place within the organization
- recognize the building blocks needed for an EQ initiative
- identify how emotionally intelligent the organization is
- set targets for initiating EQ into the workplace
Suggested Resources
What to Do (20 minutes)
- Introduce the exercise, explaining its purpose and learning points.
- Complete the table as a group, discussing each foundation block, and noting any actions required.
Review Activity (15 minutes)
Once the table is completed, discuss the evidence and the areas requiring action. Note on the flip chart any key points.
You may want to ask such questions as:
- To what degree are the building blocks already in place in the organization? And in which areas were these most common?
- What evidence is there that EQ is present within the organization?
- Have existing EQ strategies been successful/useful, and could these be developed further?
- In what areas does EQ need to be developed?
- Do you think your organization is ready for emotional intelligence initiatives? Why?
Apply Learning (5 minutes)
Ask team members to reflect whether the organization is truly ready for an EQ strategy. They could devise a realistic time plan for improving the areas in need of improvement, so in effect organize the implementation of the ‘action required’ sections. They may want to consider whom the strategies would impact and who would be in charge of implementation.
Is Our Organization Ready for Emotional Intelligence? – Task Sheet
Task
In your group, discuss to what degree the following building blocks of EQ are already in place in your organization. Note the most relevant areas requiring action before considering launching any major initiatives.
Foundation Blocks
Evidence
Action Required
1. Organizational values have been identified and communicated to all staff.
2. There is a culture of collaboration, support and sharing resources.
3. There is a passion for competition and continual improvement. Individual targets exist with success indicators or standards identified against each.
4. Behavioral or emotional competencies exist for each department and/or job.
5. The top management team has identified how emotional intelligence will benefit the organization’s success.
6. Staff and managers are already familiar with performance review and feedback through performance management systems.
7. The culture is generally open and honest and our managers are skilled at giving feedback.
8. The policies, resources, processes and skills are in place to facilitate continuous learning in the workplace.
9. Staff and managers take personal responsibility for their own development.
10. Our staff are empowered and there is a positive and supportive outlook on innovation, risk-taking and learning together.
