Organizations Are Increasing Training for Emotional Intelligence


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The Consortium for Research on Emotional Intelligence has conducted numerous studies on the use of Emotional Intelligence in organizations. It has identified several strategies for training and development in Emotional Intelligence that differs from cognitive and technical training. These strategies can be used for executive development and management, stress management, conflict resolution, and diversity courses. They involve helping learners to change habits by approaching people positively instead of avoiding them, listening without judging, giving feedback skillfully, and so forth. They are strategies that can be used to motivate learners to pursue training in and development of Emotional Intelligence.

 

  • Assess the organization’s needs to show a correlation between Emotional Intelligence and the organization’s bottom line.

 

  • Help the learner to assess personal strengths and limits when dealing with emotions, especially negative ones, by seeking input from multiple sources.

 

  • Provide feedback on assessment of personal strengths and limits in a caring and respectful manner.

 

  • Link the learning goals to personal values, making them specific so that learners can see how they can improve their emotional processing.

 

  • Provide multiple opportunities for learners to practice and give frequent feedback on performance.

 

  • Promote team building along with behavioral change by establishing small groups where learners can support and encourage each other through the change process, and build trusting relationships.

 

  • Incorporate reflection into the learning process, helping learners to think about how they have applied the skills they are learning, the barriers they have faced, and factors that have facilitated growth.

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