INTERSECTION

“No one cares how much you know, until they know how much you care.”
-Theodore Roosevelt-

 

INTRODUCTION

Emotional intelligence has to do with one’s ability to both recognise and control their own emotions, while harnessing said emotions appropriately to have the most optimum reaction as situations dictate. It also has to do with one’s awareness of and sensitivity towards others’ emotions.

Emotional intelligence is therefore an important characteristic for anyone at any level of an organisation and it is particularly important for those who occupy positions of leadership. A leader’s emotional intelligence can have sweeping influence over their relationships, how they manage their teams, and all in all how they interact with individuals in the workplace.

This meaningful and beneficial program intends to guide you towards reinforcing your powerful internal drivers with your emotions to effect positive change in your professional and personal life

 

LEARNING OBJECTIVES

At the end of the program, participants will be able to:

1. Define and practice self-management, self-awareness, self-regulation, self-motivation, and empathy.
2. Understand, use and manage emotions for a better outcome and new perspectives.
3. Identify the benefits of emotional intelligence and relate it to the workplace. 
4. Effectively impact others by understanding each other’s unique personality.
5. Use psychological techniques for a healthier outlook and thinking pattern.

 

CONTENT

 

MODULE 1: INTRODUCTION

Emotional intelligence has recently become one of the key talking points when it comes to the workplace. One thing we know for sure is that it is a trait that can be measured and developed. But what exactly is it and how does it influence the workplace as we know it today?

Sub-topics:

• What is Emotional Intelligence?
• EI and the Workplace
• What are Emotions and It’s Uses?
• The Power of Positive and Negative Emotions

 

MODULE 2: IT STARTS WITH ME

This emotional intelligence assessment describes situations that we all experience in our lives. Participants are required to be as honest as possible when answering the questions as that will provide them with the most accurate assessment of their level of Emotional Intelligence. Once they have taken the assessment, they will receive be briefed with recommendations on how they can improve their 5 elements of EI, and connect more skilfully with others.

Sub-topics:

• How Emotionally Intelligent Am I? – A Psychometric Approach
• Self-Assessment, Scoring, Interpretation of Results, and Areas for Improvement

 

MODULE 3: TOOLS IN EI

In this module, we will practice what we have learnt thus far through experiential-based learning. Participants will go through a series of guided role-plays that will affect their understanding, speech, and behaviours. 

Sub-topics:

• Amygdala Hijack
• Natural Reactions and Alternative Responses
• Express Yourself
• Empathy is Key
• Angry – Who? Me?
• To Be or Not To Be – Compromise
• Agree to Disagree

 

MODULE 4: PYRAMID OF SUCCESS

What makes Liverpool F.C. perform well? What makes the Avengers’ superheroes unite and work together, even sacrificing their lives? In this module, participants will reiterate and reinforce their reasons for work – which plays a big part in their overall happiness. 

Your personal core values define who you are, and a company’s core values ultimately define the company’s character and brand. For individuals, character is destiny. For organizations, culture is destiny.” – Tony Hsieh

Values are a part of us – they highlight what we stand for, and they represent our unique, individual essence. Values guide our behaviour, providing us with a personal code of conduct. And when we honour our core values consistently, we experience fulfilment. 

Sub-topics:

• Finding Your Personal Values and Aligning Them with Your Goals
• Knowing Your Organizational Vision, Mission, and Goals
• Aligning for Success

 

MODULE 5: WRAPPING UP

What is all worthwhile? In this module, we will assess certain knowledge and understanding gained throughout the program. Also, they will come up with an action plan to apply what they have learned in their professional lives.

• • Learning Points

• Post-Test

• Commitment Pledge and Evaluations

 

METHODOLOGY

 

Theories and models will be simplified (so that it does not seem too technical), and further enriched with activities to engage them mentally and physically. It is also understood that learning programs provide an opportunity for participants to destress and boost their motivation for them to bring back into their workplace.

To evaluate their knowledge and how they can apply what they have learned into their workplace after the program, we will conduct a post-test, review and recap, and fill in a Personal Tracker. This will address Kirkpatrick Level 2. This Personal Tracker can be used by peers, learning and development managers, or consultants 6 months to 1 year after the program to address Kirkpatrick Level 3. 

Additionally, participants will document their learning points and noteworthy thoughts in a workbook after every module. The workbook also contains useful explanations, tips, and methods. Other methods employed include:

• Short explanations with slides and Q&A
• Group discussions
• Video clip presentations