The What

Did you know that emotions have long considered to have such depth and power, that in Latin they were described as ‘motus anima’ meaning ‘the spirit that moved us’? However over the last 200 years medical science had disconnected mind from the brain as medicine grew to become a technical expertise. As a society, we have paid a heavy price for this disconnect – separating emotions from intellect, which has caused the levels of happiness and satisfaction in our lives to rapidly decline.

Numerous studies in the world of organisational development have also established a link between this disconnect (often described as lack of feelings) and organisational brain drain (loss of talent). Organisations that ‘feel’ have higher chances of retaining their best employees.

These ‘feelings’ are in fact the various dimensions of Emotional Intelligence (EQ) which is the ability to sense, understand and effectively apply the power of emotions.

The Why

Organisations today demand competence in writing, speaking, listening, negotiating, strategising and influencing. Beyond this, executives and managers are expected to demonstrate virtually every known or suspected attribute of leadership character, resilience, purpose, commitment, courage, humour and humility! On top of this, leaders at all levels have to be mentors, coaches, allies, guardians, friends and demonstrate peak performance!

We are still largely in the dark, when it comes to learning how to achieve all of this without getting bogged down by chronic stress and one of the key missing pieces of this puzzle is Emotional Intelligence because everything, literally everything that happens to us arouses emotion.

Developing EQ is a valuable pursuit for every organisation. The EQ journey enables people to form a connection between the emotions in the workplace and success in life. EQ helps organisations become more rounded by improving sustainability during periods of change and ambiguity.

The How

The approach to developing EQ in organisations is varied. Few organisations actually follow through to see if personal development training has had any impact. In this time poor world most organisations tend to use the ‘spray & pray’ approach – expose as many people to training and hope it sticks to some! Little wonder that when it comes to cost cutting the first budget to be slashed is the people development budget.

At Blip Group our approach to developing EQ allows organisations to see the value of their investment. We do this by taking a strategic approach in our design and delivery. Our unique training methodology will provide consultants, trainers and leaders to impart EQ knowledge in an experiential, holistic, fun and innovative way.