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Can emotional intelligence be improved? A randomized experimental study of a business-oriented EI training program for senior managers
“This article presents the results of a training program in emotional intelligence. Design/methodology/approach: Emotional Intelligence (EI) involves two important competencies: (1) the ability to recognize feelings and emotions in oneself and others, and (2) the ability to use that information to resolve conflicts and problems to improve interactions with others. We provided a 30-hour Training Course on Emotional Intelligence (TCEI) for 54 senior managers of a private company. A pretest-posttest design with a control group was adopted. Findings: EI assessed using mixed and ability-based measures can be improved after training. Originality/value: The study’s results revealed that EI can be improved within business environments.”
“This paper aims to investigate the effect of emotional intelligence (EI) on the leader’s applied leadership style (mediator) and the effect of this style on the employees’ organizational citizenship (responsibility, reward and warmth and support). The results show that the leaders’ EI does affect his/her leadership style. Moreover, the leaders’ style affects directly the respective employees’ feeling of organizational climate to varying levels. The variance between different styles is found to be small. Practical implications: The study reveals a number of practical implications affecting communication, performance, stability and tenure, and thereby lower turnover. Social implications: The social implications of this study include the social relationships within the work-setting, higher empathy and higher levels of norming as a direct result of improving the leader’s EI level.”
An Analysis of the Association between Emotional Intelligence, Leadership Flairs & Leadership Efficacy
“Employee turnover can straightforwardly affect a company’s bottom line; it has now turned into major concerns of the senior leadership of the organizations. Organizations are continuously searching for techniques and strategies to strengthen leadership abilities in the organization. Management and researchers often intrigue with the idea whether. Transformational leaders have the ability to stimulate other leaders, colleagues, and followers to embrace new organizational perspectives, support the vision or mission of the organization and achieve higher levels of performance. This research work encompasses the analysis of the association between Emotional Intelligence, Leadership Flairs & Leadership Efficacy.”
Ludi believes in job well-being as an important factor in business performance, achieved through good working relationships, the right people in the right place, (personal) leadership and clear, efficient (process) frameworks.
Although the word “job happiness” is often used in the Netherlands, we have deliberately opted for the construct of “job well-being”. Where job happiness or happiness at work is regularly reduced to a catch-all term of ‘fun’, Ludi focuses on the meaningfulness of the work and underlying satisfaction. In the literature this is also referred to as eudaimonic job well-being . Eudaimonic job well-being distinguishes different areas, including a positive organizational experience, self-development and suitable workplace, interpersonal relationships and added value to the organization.
Ludi focuses on better individual and team performance by focusing on:
√ Efficient (process) frameworks ; achieve results quickly, clearly and in a pleasant way, by means of smoothly running processes. Everyone knows who does what, when, how and why and the goal is achieved in an efficient manner in collaboration, so that more added value can be created.
√ Good working relationships ; there is understanding, connection, safety and good working relationships between people and teams.
√ Sustainable employability ; professionals feel at home, competent, important, equipped with the right tools and are challenged, but not overloaded.
√ (Personal) leadership ; by developing yourself in emotional intelligence and self-direction, you will be better able to lead yourself and others.
Leaders with a high EQ are often able to deal with problems and stress in a positive way and convey this to the people around them. This is reflected in motivated employees, better performance, less absenteeism and less turnover.
How high is your leadership EQ?