It’s very likely that you have come across the term ‘EI’ or even ‘EQ’ quite frequently in recent times, especially as part of corporate soft skills training calendars. What exactly is EI / EQ or Emotional Intelligence / Emotional Quotient, and why is it much hyped of late? Read on to find out.

Consider this real life scenario: A sudden change at the top management level resulted in ‘nil appraisal’ (read zero increments) for all the team members at ABC Corporation. In the absence of lucrative alternate job options, most team members were forced to continue working, albeit grudgingly. As for the team managers, it was business as usual and pressure to achieve organizational goals was at its peak. Stuck between junior teammates who were not bothered and the top management that didn’t care, the managers had no choice but to deliver results, come what may.

There are two popular ideologies to tide over such situations –

I. “Shape Up or Ship Out!” Announce that those who don’t perform may simply resign

II. “Don’t Burn Bridges!” Reason with the junior team in all earnestness about the need to perform as long as they are employed and ease out the transition process

How do you think a team manager with comparatively higher EI would respond? (Hint: Tactful is the way to be)

Ponder over the following 5 characteristics of Emotional Intelligence that would be covered during any standard business soft skills training program to enhance Emotional Intelligence:

1. Self-awareness: Be able to accurately recognize your true emotions, strengths, limitations, and how these affect others around you.

2. Self-regulation: Harness the power of Positive Imaging; look at the positive side of things and conduct yourself accordingly.

3. Empathy: Attempt to feel the emotions that those around you are experiencing.

4. Motivation: Do whatever it takes to keep those around you pepped up and putting their best foot forward.

5. Social Skills: Be known as an accommodating and adaptive person, as against being ‘stuck-up’.

Emotional Intelligence (EI) is closely interlinked with a fair understanding of how the brain works and the neuroscience behind it. An interesting analogy equates the following:

Brain = Management | Body = Workforce | Heart = Workforce Representative

Earlier, human behaviour was described only in terms of stimulus and response. However, with advancements in psychology and neuroscience, it has been inferred that there are several stages of information being filtered, by way of our Attitude before being processed as Feelings, Emotions and Thoughts. Factors such as Knowledge and Action being controlled by mutually exclusive parts of the brain namely Neocortex and Limbic region, have provided clarity as to why forming good habits take diligent effort despite having the best intent.

Simply put,
• EI is about Attitude
• EI is about Relationships
• EI is about Awareness
• EI is about Practice
• EI is about Self-Management

Clearly, Emotional Intelligence is not an optional ‘extra’ for leaders, considering the fact that it unlocks one’s untapped potential and helps translate it into effective performance. By identifying the underlying attitudes that underpin an individual’s thought process, it is possible to help them make sustainable behavioural change.

Effective Leadership skills training guarantees outstanding results; enroll for one today!

This video discusses whether you will get the result for your actions based on the intentions behind the action or the actual action itself. It is the intention that makes an action correct or incorrect and not the action that determines this. There is further thought around how God judges us: on actions or intentions?

If the intent behind any action is right but the action taken appears to be wrong to those around you, they will judge you based on your actions. There is no way for others to know the intent behind your action. Intent is internal and not known to others. You, on one hand, may feel internally at peace and may not be disturbed as you know your intent was correct. However, you may still be faced with a negative external reaction with respect to the people involved as they may feel that you have done something incorrect. Many a relationships get affected when you feel that your intent is right but people feel that your action was wrong. The relationship may even end. In such a case your happiness and equanimity may not be affected adversely. However, in the opposite case where your intent is incorrect, it may keep pricking your conscience.

The speaker was asked the question: would God judge us on actions or intent. His answer was that you may or may not believe in God and may even negate God. Had God been an external person, He would have judged your actions and rewarded accordingly. God is your inner self, He will choose intent to judge you.

Aananda Sutras is a video series that throws light on some of the critical questions that plague mankind. Discovering Happiness, Art of Forgiveness, Is the world an Illusion- Maya?, Does God give us the fruits of our action?… are some of the mysteries addressed by Amul.

Amul S Bahl, an M.Tech from Indian Institute of Technology Delhi has invented a unique topical use only set of protocols to treat different ailments. Under God’s Own Store, validating this ancient Yogic Science scientifically today has created a high impact alternative in healthcare.

Amul, as a founding principal of Shradha HRD, is a multi dimensional free thinking individual, believes in sustaining life through wisdom, light & urjaa (energy).

Matching talent, skills and work culture can be one of the biggest challenges faced by the management in any organization. An inclusive workplace is a working environment that values the individual and group differences within its work force. It helps make diverse employees feel valued, welcome, integrated and included in the workforce instead of unappreciated, ignored, and isolated.

When the very talented and technically sound Tarun joined the team, there already was a lot of disgruntlement among the existing team members. Making matters worse, he had an air of contempt along with a tendency to routinely behave rudely with some of the junior team members. With each passing day, it was becoming more and more obvious that he was overtly sugar-coated and dramatic in his interactions with the higher-ups while being rather double-faced and unreasonable with the rest of the team. As a result, the team began to take matters into its own hands and never missed an opportunity to target Tarun for any and every office joke. Refusing to support him in group tasks led by him was a given. It became increasingly clear that one of the two scenarios were imminent – either Tarun, an asset to the team would run for dear (professional) life, or the team comprising seasoned resource persons would collectively complain to the leadership team in a bid to lay bare his deceitful self. Either which way, the resulting unrest would be a complete ‘lose-lose situation’ for the organization!

The importance of empathy for team members, soft skills (social skills & emotional intelligence) at the workplace training cannot be stressed enough. Sensitization to such concepts can often be disseminated through Soft skills training programs. If conducted as a well thought out intervention, the target behaviours can be internalized, with long lasting positive results for the individual, team as well as the organization.

Consider these Five Best Practices for Creating an Inclusive Work Culture:

• Policies – By setting clear-cut policies, organizations have the opportunity to communicate their commitment to ensuring diversity and equality.

• Leadership Skills Training – Train Senior Leadership and Managers on the importance of a high degree of sensitivity while watching out for tell-tale signs of unrest within the team and acting upon the same in a timely and effective way.

• Open Communication Channels – Create a Safe Way for Employees to Communicate any problem they might face.

• Buddy System – Invest time and resources into developing an efficient Buddy System to hand-hold new joiners until they find it comfortable to go about work with minimum guidance. The duration may be decided upon depending on the complexity of work environment as well as the nature of task at hand.

• Community Connect – A strong ecosystem to catch warning signs early enough to tackle before the harm is done and to step in when required can go a long way in making it a smooth sail for team members.

Creating an inclusive workplace only requires the leadership to take cognizance of the need for it – the rest of it simply falls in place thereafter. It is best to trust specialist soft skills training companies in India with taking care of your specific business soft skills training needs, considering the very unique market reality that exists here.

Check now – is your workplace inclusive enough?

This video discusses whether you will get the result for your actions based on the intentions behind the action or the actual action itself. It is the intention that makes an action correct or incorrect and not the action that determines this. There is further thought around how God judges us: on actions or intentions?

If the intent behind any action is right but the action taken appears to be wrong to those around you, they will judge you based on your actions. There is no way for others to know the intent behind your action. Intent is internal and not known to others. You, on one hand, may feel internally at peace and may not be disturbed as you know your intent was correct. However, you may still be faced with a negative external reaction with respect to the people involved as they may feel that you have done something incorrect. Many a relationships get affected when you feel that your intent is right but people feel that your action was wrong. The relationship may even end. In such a case your happiness and equanimity may not be affected adversely. However, in the opposite case where your intent is incorrect, it may keep pricking your conscience.

The speaker was asked the question: would God judge us on actions or intent. His answer was that you may or may not believe in God and may even negate God. Had God been an external person, He would have judged your actions and rewarded accordingly. God is your inner self, He will choose intent to judge you.

Aananda Sutras is a video series that throws light on some of the critical questions that plague mankind. Discovering Happiness, Art of Forgiveness, Is the world an Illusion- Maya?, Does God give us the fruits of our action?… are some of the mysteries addressed by Amul.

Amul S Bahl, an M.Tech from Indian Institute of Technology Delhi has invented a unique topical use only set of protocols to treat different ailments. Under God’s Own Store, validating this ancient Yogic Science scientifically today has created a high impact alternative in healthcare.

Amul, as a founding principal of Shradha HRD, is a multi dimensional free thinking individual, believes in sustaining life through wisdom, light & urjaa (energy).