Emotional Intelligence in the Workplace

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Many people believe that intelligence, or IQ, was what determines success. But, researchers have found that people with average IQ’s outperform those with higher IQ 70% of the time. It turns out that the missing link in determining a person’s long-term success is emotional intelligence, or EQ.

Many organizations make the same mistake by focusing on developing hard skills, while the truth is that soft skills, such as emotional intelligence, have been demonstrated to be the strongest predictor of job performance. Plus, high levels of EQ in the workplace creates more rewarding, collaborative, and satisfying workplace relationships, which, in turn, leads to reduced stress and anxiety and greater productivity.  

Talent Smart studied 34 important workplace skills, including emotional intelligence, and found that EQ was the highest predictor of work performance and overall success.  

Another study of over 40 fortune 500 companies found that programmers in the top 10th percentile of EQ produced software 3 times faster than programmers with low EQ, and high EQ sales representatives outperformed others by 50%.  

Studies have found that high EQ also correlates to increases in earnings, problem solving skills, and leadership effectiveness. In fact people with high EQ make an average of $29,000 more a year than those with low EQ. This has proven to be true across different industries. Plus, it reduces conflict which has been shown to increase retention rates by 67%, saving both recruiting and training cost.  

The good news is that emotional intelligence can be DEVELOPED!  

In this course, you will learn Emotional Intelligence techniques to:  

• Prevent yourself from being sucked into other people’s negative emotions by understanding why emotions are contagious  

• Assess your own level of emotional intelligence and your strengths and weaknesses  

• Understand how emotions work and how to develop awareness and recognize your own emotional states  

• Take control of your thoughts and redirect your emotional state  

• Catch negative emotions early and avoid triggers, in order to prevent yourself from escalating into unwanted emotional states like anger or fear  

• Reduce and release stress so that it doesn’t build up, making you more susceptible to negative emotional reactions  

• Use quick, powerful 5-second strategies for overcoming negative emotions, including de-escalating anger and stopping yourself from crying  

Then, once you’ve developed awareness of and control over your own emotions, you’ll explore emotional intelligence skills to handle other people’s emotions and develop better communication and stronger relationships with your co-workers or staff. You’ll learn how to:  

• Identify non-verbal communication and body language that tells you what someone else is feeling  

• Establish rapport and connect to others, allowing you to take on a position of influence and authority and be truly supportive  

• Develop healthy empathy so that you can truly understand another person’s perspective, while at the same time not being negatively impacted by their emotional state  

• Listen and communicate effectively using proven reflective listening techniques and simple, powerful communication skills  

• Handle others’ emotional states, including apathy, defensiveness, anger, or crying  

• Be an emotionally intelligent manager and create a more positive work environment with low conflict and high productivity  

So, are you ready to transform your life and career? If so enroll now, we look forward to seeing you in the course!

Guarantee: We know you will love this course. However, we offer a no-questions-asked 30-day money-back guarantee if the course does not meet your needs for any reason. 

So who are we?  

We are Joeel & Natalie Rivera, serial entrepreneurs, authors,  speakers, and educators. We have over a decade of experience in the  field of psychology and life coaching and our greatest passion is  empowering others to live life on their terms, fulfill their potential,  and embrace their greater purpose. All of our programs are designed  based on our experience in coaching, social services, psychology, and  education, as well Joeel’s Masters Degree in Counseling and research on  happiness for his dissertation for a PhD in psychology. We have over 800,000+ students from 200 countries.   

Additional Statistics that Demonstrate Why You Should Implement Emotional Intelligence Training in Your Business  

Investing in EQ could be the best investment you ever make in your organization. Here are several examples of why.  

After supervisors in a manufacturing plant received training in emotional intelligence, such as how to listen better and help employees resolve problems on their own, lost-time accidents were reduced by 50 percent, formal grievances were reduced from an average of 15 per year to 3 per year, and the plant exceeded productivity goals by $250,000 (Pesuric & Byham, 1996).  

In another manufacturing plant where supervisors received similar training, production increased 17 percent. There was no such increase in production for a group of matched supervisors who were not trained (Porras & Anderson, 1981).  

The US Air Force used emotional intelligence training and the EQ-I (Emotional Quotient Inventory, Multi-Health Systems, Toronto) to select recruiters and found that the most successful recruiters scored significantly higher in the emotional competencies of assertiveness, empathy, happiness and emotional self-awareness. They found that by using EQ to select recruiters, they increased their ability to predict successful recruiters by nearly three-fold. The immediate gain was a saving of $3 million annually. In a large beverage firm, using standard methods to hire division presidents, 50% left within two years, mostly because of poor performance. When they started selecting based on emotional competencies such as initiative, self-confidence, and leadership, only 6% left in two years. The executives selected based on EQ were far more likely to perform in the top third: 87% were in the top third. Division leaders with these competencies outperformed their targets by 15 to 20 percent. Those who lacked emotional competencies under-performed those that did by almost 20% (McClelland, 1999).  

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