Emotional Intelligence - Are you Assessing Skills or Enhancing Skills-

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					?For over a decade, organizations have been assessing the Emotional Intelligence (EI)
skills of their people using various instruments. Recently one of my clients shared his
dismay when he discovered that their organization's assessment resulted in a wealth of
information, but no proven steps to take action on those results.

To be cost-effective, I don't often recommend the added expense of an EI assessment
instrument. When I do use one though, it must be a 360 degree instrument. You learn
that the results of the self-assessment portion of the instrument can be quite disparate
from the views of co-workers and managers, when you administer a 360 degree
survey. The individual can gain valuable insight into areas for improvement with this
broader view.

As a practitioner, my approach is to assume that anyone can enhance his or her EI
skills since most of us were not taught specific techniques to improve EI skills in
grade school, high school or college. Based on this theory, I've focused most of my
energy and the budgets of my clients toward enhancing these skills as opposed to
assessing them.

However, this does not mean that I don't include measurement as a critical component
in my programs. With my Engineering background, I consider measurement a
fundamental part of any program. While I include several levels of measurement from
how people feel about the training (level 1) to can they perform in the classroom
(level 2), my key focus is about application (level 3) and impact on the bottom line
and return on investment (level 4). Below are a few example results from some of our
programs that show both level 3 and 4 impact (i.e. impact of use of techniques on
personal and organizational measures) for a few of our programs. For more detail on
each program, please visit the results section of my web site.

Oil Industry Supplier - A Case Study Report Productivity Improvements:

The program was shown to increase productivity of the group trained by an average of
approximately 32% over the twelve weeks of the training and coaching. Based on
participants' salaries, this productivity increase translates into $264,259 added value
to the client. The return on investment ratio of the value to the cost of the program
was 5.5 : 1 (ROI). Additionally, all four organizational and personal quality constructs
showed significant improvement:

- Personal Effectiveness

- Positive Emotional Affect

- Physical Symptoms of Stress

- Negative Emotional Affect
These results suggest that the techniques provided in this program were effective in
reducing the most fundamental source of participants' stress by giving them greater
ability to manage and transform stress-producing perceptions and negative, emotional
reactive patterns. Participants dramatically improved their productivity, performance,
interactions with others, and their own health by reducing their stress.

Large Government Organization - A Case Study Report:

Program participants included forty executives. Each executive led his/her
organization in five mid-western states and had responsibility for 1000 to 5000
employees. Level 3 and 4 results revealed that the executives (mostly men) were...

- getting more work done themselves

- creating an environment were their staff and others feel free to talk and suggest ideas
for improving the operation

- using the techniques to develop their staff

- being positive role models in difficult situations

- using the techniques to encourage creativity and out-of-the-box thinking

- retaining their staff and their staff's staff better and developing loyalty

- using the techniques to solve performance problems of their people

One executive told us that because of the change his staff saw in him, the staff was
more willing to approach him with an idea for improvement. After implementing their
idea, the location saved the equivalent of 10 people per year! Conservatively, if you
translate this into dollars, the impact is at least a $300,000 savings.

Some participant comments reflecting the benefits of the program include the
following:

"...I have seen 40% to 50% improvements in my three goal areas..."

"...I am more productive (30% to 40%) because I'm not spending energy and time
venting, feeling frustrated, feeling anxious. ...The 40% to 50% reduction in
stress/worry is having a big impact on my health. My blood pressure is now stabilized
in the 70's to low 80's. There used to be days when it would peek into the 90's..."

Employee Commitment Benefits of Emotional Intelligence Training - Retail Food
Industry Company:

An internal Employee Commitment Survey was administered one year following our
EI training. The trained group's average score was up 13 points from the previous year,
well above the 1.9 points of an untrained group led by the same director. Additionally,
the trained team scored significantly higher than the overall corporate average on
statements targeting areas such as teamwork, empowerment, innovation, personal
commitment, etc. These results lead to the conclusion that there are immediate,
sustaining, and long-term benefits that accrue to the individual and to the company
when individuals learn and practice techniques designed to enhance their Emotional
Intelligence skills. Moreover, individual team leaders become better, more effective
leaders who can create high performing teams when they develop and use EI skills.
The director stated that it was the daily use of techniques by team members and use of
the tools when the group met as a team that was the major contributing factor to the
dramatic improvement.

Summary:

The above examples are just a few of the results participants have achieved by
applying simple, proven techniques to enhance their emotional intelligence skills.
When determining ROI we take great care not to inflate the number so that our results
are very conservative. However, if you think the 30% to 50% improvements reported
seem inflated, take half the value (i.e. 15% to 25%) and even cut that in half again
(7% to 12%). These percentages represent remarkable improvements even at half or a
quarter of their value. Based on these typical results, when deciding whether to assess
skill or enhance skill (i.e. train), it appears that helping people develop EI skills is a
far better use of scarce resources.


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Specializing in the area of Emotional Intelligence skill-building, Byron Stock is
devoted to making work a place where people flourish and productivity improves.
Typical improvements in personal goals range from 30% to 50%. To learn about
Byron's quick, simple, proven techniques to harness the power of your EI, visit .