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Emotional Intelligence in Leadership

Supporting you to face the challenges within

A core services

Emotional Intelligence challenges of today

Emotional Intelligence in leadership is the set of emotional and social skills that as leaders, influence the way we perceive and express ourselves, develop and maintain social relationships, cope with challenges, and use emotional information in an effective and meaningful way.  In other words, they directly impact the way we show up as leaders in our organisations, and communities in addition to with our friends and families. 

Our research proves that the three most common Emotional Intelligence challenges are:

Self Regard

Respecting oneself as a leader.

Emotional Self Awareness

Understanding ones own emotions.

Empathy

Understanding and appreciating how stakeholders feel.

Building Emotional Intelligence in Leadership

Research has shown that measuring and developing emotional intelligence in leadership is a proven approach to developing leadership capacity.  At Action and Theory we utilise a reasearch-based model for exceptional leaders.

Self-Perception
  • Self-Regard
  • Self-Actualization
  • Emotional Self-Awareness
Self-Expression
  • Emotional Expression
  • Assertiveness
  • Independence
Interpersonal
  • Interpersonal Relationships
  • Empathy
  • Social Responsibility
Decision Making
  • Problem Solving
  • Reality Testing
  • Impulse Control
Stress Management
  • Flexibility
  • Stress Tolerance
  • Optimism

A trusted solution

Our psychometric solutions which can be used at the start and closure of a leadership development program aimed at building emotional intelligence for individuals and teams,

The structure of our profile questionnaire , the consistency and accuracy of the items, and the results produced have been replicated across the globe and continues to enable a wide variety of cultures and languages to use the tools effectively to quantify leaders emotional intelligence.  Overall, their is extensive evidence supporting its external validity and levels of trust:

  • It has been used to predict job performance
  • EQ-i 2.0 skills can be used to predict and improve leadership competencies
  • The underlying structure of the EQ-i 2.0 model holds up in different regions across the world
  • The EQ-i 2.0 is based on a history of assessment research spanning decades
  • The EQ-i 2.0 correlates with similar emotional and social measures and has been shown to be unrelated to dissimilar constructs, like intelligence.

how we work

A simple process

Experience

We explore and examine a challenge you have experienced.

Evaluate

We ideate the options that you could choose to move forward with.

Experiment

Commit to an experiement with in the context of your challenge.

Curious to learn more?  Get in touch.

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