Emotional Intelligence

“If your emotional abilities aren’t in hand, if you don’t have self-awareness, if you are not able to manage your distressing emotions, if you can’t have empathy and have effective relationships, then no matter how smart you are, you are not going to get very far.” – Daniel Goleman

Perceptual Reality provides high-impact, outcomes-based coaching, workshops and assessments to help you, your team or your organisation measure and develop high levels of Emotional Intelligence (EI).

What’s in it for you?

Developing your Emotional Intelligence (EI) will increase your self-awareness, enhance your communication effectiveness (especially when combined with Adaptive Communication) and enable you to adjust your behaviour to different situations and individuals. Higher levels of Emotional Intelligence can improve your resilience, your ability to deal with stressful situations and how you respond to change and conflict.

We support you in developing your Emotional Intelligence, enabling you to identify patterns of thinking; feeling and behaving that are helpful and contribute to your success.

What is Emotional Intelligence (EI)?

Emotional Intelligence is how you manage your personality to be both personally and interpersonally effective. It is recognised as a critical factor in distinguishing high performers and an important determinant of effective leadership and life success.

Emotional Intelligence is a combination of attitudes, habits and skills which can be acquired, developed and enhanced.

Develop your Emotional Intelligence

One option is to complete the Emotional Intelligence Profile. The profile provides you with a developmental route map to unlock potential and translate it into effective performance. By identifying the underlying attitudes that underpin your thinking and feeling, we are able to help you make sustainable behavioural change.

Our coaching programmes are designed around your specific requirements. They can be stand-alone, follow on from a workshop (which we can design and run) or as part of an integrated development programme.

The Business Case

Research into the importance of developing Emotional Intelligence includes:

  • The measurable, learnable skills of Emotional Intelligence make a significant impact on organisational performance.
  • Employees are over four times more likely to be engaged, working in an emotionally intelligent leadership climate.
  • 67% of competencies essential to effective leadership performance are related to Emotional Intelligence.
  • Executives are 60% more likely to derail for reasons of low Emotional Intelligence than any other reason.
  • Pepsi Co reports that executives with high Emotional Intelligence generate 10% more productivity.

“75% of careers are derailed for reasons related to emotional competencies, including inability to handle interpersonal problems; unsatisfactory team leadership during times of difficulty or conflict; or inability to adapt to change or elicit trust.” – Center for Creative Leadership

A model of Emotional Intelligence

We use a model created by our solutions partner, JCA Global. It is unique and defining, recognising and measuring Emotional Intelligence at the attitudinal level, critical for supporting behavioural change.

The (neuro) science

To understand and develop Emotional Intelligence, it’s useful to understand the neuroscience behind it.

Early models in psychology described human behaviour in terms of stimulus and response. However, advancements in psychology and neuroscience have shown that several stages fall in-between. That is, information is initially filtered through our attitudes before being processed as feelings, emotions and thoughts. The response to this is your behaviour, from which there is an outcome.

Science also shows that different regions of the brain facilitate Emotional Intelligence. These regions are broadly represented in the diagram.

These insights into the workings of the brain have profound implications for how to develop Emotional Intelligence. For example, people often know what they should do but do not put this into practice. One reason is that knowing about something lives in a different part of the brain (neocortex) from doing something (limbic region). The emotional or limbic brain learns through doing. Therefore, in order to turn good intentions into habits of behaviour you need to put them into practice through rehearsal and physical experience.

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