Services
MAKING AN IMPACT
Support individuals and teams in building leadership, personal excellence and increasing productivity by focusing on Emotional Intelligence.
The way individuals deal with their emotions; how they express themselves, their relationships with co-workers and leaders, decision making, conflict resolution and ultimately productivity are all correlated with emotional intelligence.
According to research, high performers in the workplace have high EQ (Emotional Quotient) and lower performers have low EQ.
The EQ-i 2.0 assessment provides a comprehensive individualized report. Following the assessment all clients meet with a coach for a one hour assessment analysis and are supported in developing a detailed, measurable Action Plan for personal growth.
EQ is critical to success and accounts for 58% of performance in all types of jobs.
Bradberry Travis & Greaves, Jean, Emotional Intelligence, 2.0, 2009
Increased effectiveness requires individuals to recognize their blind spots. Support individuals and teams in leveraging their strengths while developing blind spots for greater impact.
EQ 360° assesses the same emotional and social skills as the EQ-i 2.0 with an added layer of reports from various stakeholders including the individual’s leader, direct reports, peers, customers and clients.
The 360° provides individuals a holistic view of their effectiveness, and organizations the tools for leadership development, team effectiveness, coaching, performance management and succession planning.
The EQ 360° findings give clients a look at their leadership qualities and how others see the client as a leader.
To lead with emotional intelligence is to inspire, motivate and instill a sense of worth, belonging and confidence. It is to compel others to work to their fullest potential.
Cory, David, The Emotional Intelligence Training Company
Team Cohesiveness
Team Building
Organizational cohesiveness builds trust and empathy, improves the organizational culture and ultimately performance.
Through tailored Team Building structures customized to the needs of individual organizations, we aim to maximize individual and group engagement.
A key component of the Team Cohesiveness, Team Building Program includes the development of collaborative Norms with employees, in open and trusting spaces that welcome all voices.
Team building increases interdependence amongst staff, reduces work related challenges and increases productivity.
The goal is more important than the role and all players have a place where they add the most value.
Maxwell, John C, The 21 Irrefutable Laws of Leadership, 2020
Co-Developing Norms
Norms connect with organization or team mission, values and goals.
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The WHY? The Purpose
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Core Values & Vision
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Where are we now?
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Where do we want to go?
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How do we get there?
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Accountability for individuals, teams and organization
coaching Leaders
Effective coaching and mentoring takes time and requires a set of specific skills. Simon Sinek shares that a leader's job is not to be in charge but to take care of those in their charge.
Our Coaching Program, builds on the strengths of those who lead. Working through the what, why and how of leadership development, we support leaders and organizations in building an inclusive mentor culture centered around shared goals, vision and professional growth.
As organizations strive to work interdependently and employees move from one project to another, mentoring should not be seen as an exclusive one-on-one relationship of a mentor and mentee.
Employees grow and benefit with the mentorship and guidance from key figures throughout the organization.
Effective coaching does not have to eat up a lot of time ….building a coaching culture requires it to become a habit for all the members of the organization.
Staniere, Michael B, The Coaching Habit Say Less, Ask More & Change the Way You Lead Forever, 2016
Mentoring Leaders
The Mentor Program focuses on:
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Mentor Leadership Skills
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Goal Setting Conversations
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Building Trust
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Empathic Listening
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Reciprocal Mentorship
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Leading From Within