George and his staff are exceptionally skilled in their ability to customise the program to suit our needs, their high attention to detail, and their willingness to coach and instruct our staff on an individual level according to the individual's ability
IQ + EQ + AQ = high performance leadership
What is Business Leaders Emotional Intelligence Competency?
“a learned capability based on Emotional Intelligence that results in outstanding performance at work.”
Goleman, D. (1998), Working with Emotional Intelligence
The focus of the Business Leaders Emotional Intelligence Programme is about empowering leaders to understand and be able to take personal responsibility for the critical emotions and behaviours at work (Business Emotional Intelligence) that impact on their performance.It covers how emotions can be managed and focused to ensure greater task efficiency and effectiveness between colleagues and customers. Using a variety of practical exercises and a personal Emotional Intelligence Report delegates are able to learn, practice and improve their ability to understand and manage their emotions and behaviours at work to produce successful outcomes.
Why Emotional Intelligence in Business
- Is central to leadership, a role whose essence is getting others to do their jobs more effectively.
- A leader’s strength or weakness in emotional competency can be measured in the gain or loss to the organisation of the fullest talents of those they manage.
- Being high in emotional intelligence does not guarantee a person will have learned the emotional competencies that matter for work – it means they have the potential to learn.
- Possessing underlying emotional intelligence capacities does not guarantee the competencies will be demonstrated; however the organisational climate and the stimulation derived from the work one does encourage the manifestation of the competencies.
For those working in environments where there are frequent and challenging interactions with colleagues and customers. Particularly useful for those who need to understand the underlying nature of their own and others’ responses, and who want to improve the quality of their interactions.
A clear understanding of Emotional Intelligence (EQ) and how it differs to personality (type or trait).
Identify the impact and benchmark of your own Business Emotional Intelligence (you will receive your own unique Emotional Intelligence Report) on others and what this means for your success in the workplace.
To learn and practice how to manage your own emotions and behaviour to be more successful in the workplace.
To recognise and appreciate the emotional intelligence strengths and wekanesses of others so to respond effectively to the emotions and behaviours of others.
An understanding of how to build empathic relationships with others.
Utilise emotional intelligence to maximise team outcomes.
Your own personal Business Emotional Intelligence Map, so you can continue developing your Business EQ and success after the workshop.
Evidence of the ability to:
- Identify the impact of own emotions on others by identifying own emotional strengths and weaknesses, stressors, emotional states and triggers and gathering feedback from others
- Model behaviours that demonstrate management of emotions
- Recognise and respond to the emotional states of others promote the development of emotional intelligence in others.
To complete the unit requirements safely and effectively, the individual must:
- Explain emotional intelligence principles and strategies
- Describe the relationship between emotionally effective people and the attainment of business objectives
- Explain how to communicate with a diverse workforce which has varying cultural expressions of emotion
- Explain the use of emotional intelligence in the context of building workplace relationships.
How to Get the Most from Your Course Participation
You’re making an investment in time, and money (if you’re sponsoring yourself), by enrolling in this course. Here are three suggestions to help you reap more benefit from your participation:
- Consider what work colleague/friend you are planning to have a high stakes conversation or hold someone accountable or a change you are considering. This means, arrange a five-minute catch-up appointment with a work colleague/friend the next workday after your course to have that dialogue with that person, the most memorable idea/techniques you learned in the course. This ‘teaching’ will help you retain the idea/technique. Until you can interact an idea/technique to other people you don’t really know it yourself.
- Plan to participate/volunteer. In all of George Sawiris’s courses he offers various opportunities, throughout the day, for participants to have additional attempts at practicing techniques/interaction types. The people that volunteer for these opportunities get more worth from the course. So come prepared to participate and volunteer.
- Before the course, write down in one sentence or phrase a specific thing/behaviour/attitude etc. that you’ll like to exit the workshop with. You’ll get the opportunity to share this thing/behaviour/attitude at the start of the day.
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Developing a High Performance Culture
Our courses are highly participative workshops and project forums in the true sense. You'll have an opportunity to explore issues and practice skills during individual and group activities (Action Learning). We believe that the most beneficial elements of our workshops are your opportunities to perform the new skills and receive feedback (not only from the facilitator, but from your peers as well).
We use “Action learning”, as a process in which groups of learners collaborate to solve actual workplace problems. In this way, organisations benefit from gaining solutions to critical challenges and participants benefit by learning from their experiences.
We follow a quick pace in our workshops so expect a high-content, high-involvement, high-energy programme. We'll use checklists, handouts, questionnaires, learning guides, worksheets and workbooks, and samples of templates to provide you with tangible guidance in developing new skills. Numerous tips and techniques are contained in the course materials and reinforced during exercises. The focus and efficiency you gain from the workshop will reduce your extra workload.
To summarise – our approach is to do it rather than talk about it.
Assessment Centre - Diagnostics Tools
- DiSC® Psychometric Behavioural Assessments
- EBW Business EQ Assessments
- P8 Organisation Culture Assessments
- TIA Trust Inside Teams Assessments
- The 5 Behaviours of Cohesive Team Assessment
- Competency Based Assessments
- Learning Style Assessment
- Facilitated sessions by high callibre practitioners
- Case studies that are relevant, practical and applied
- Guided discussion, rather then theory and textbook
- Syndicate work, collaborative and applicable to real workplace situations
- Workplace projects linked to strategic and operational imperatives
Support for Blended Learning
- Learning Resources (including high quality 3CM designed templates and handouts)
- Learner Workbooks and Worksheets
- eLearning (flexible and blended approach)
- Coaching (3CM’s coaching can increase transference of learning from 20% to 88%)
- Formative and summative assessments
Your Guarantee of Quality
Since 1991, 3CM have met stringent AQTF requirements; programmes are covered by a 100% satisfaction guarantee. If we fail to meet your expectations, contact us and we will negotiate corrective action.