One of the quickest ways to gain insight into your EI strengths, vulnerabilities and strategies for improvement is to take an emotional intelligence assessment.
We offer a variety of assessments, each measuring slightly different aspects of emotional intelligence:

• The ECI (Emotional Competence Inventory), a 360 instrument developed by the Hay Group and based on the work of Daniel Goleman
• The EQ-i,offered as both a 360 and as a self-scoring instrument, developed by Dr. Reuven Bar-On and used by over 100,000 individuals to date
• The EQ-Map, a self-scoring assessment developed by Essi Systems and based on the work of Dr. Robert Cooper
• The Emotional Intelligence Profile, offered as both an on-line 360 and as a self-scoring instrument, this profile, developed by Dr. Laura Belsten, is the most comprehensive EI assessment on the market today.
• The Emotional Intelligence 360 Interview Process, based on the same EI competencies contained in the Emotional Intelligence Profile by Dr. Belsten, this semi-structured interview process allows you and your coach to confirm high and low scores and clarify desired behavioral changes and action items.

Unlike IQ, which changes very little throughout our lifetimes,
emotional intelligence can be learned. With appropriate training and
coaching, individuals can acquire the practical skills to become aware
of, develop, and maximize EI in work and life. Dr. Belsten and her
associates will work with you and your organization to design EI
training that’s right for your organization. See the Business Case for EI
Anchor Link for actual case studies of organizations which have brought
EI training programs into the workplace and the tremendous effect such
training has had on bottom line results.

Participants in our EI training programs

• Learn the four-quadrant model (the building blocks) of EI
• Understand the business reasons, as well as health and medical reasons, for enhancing emotional intelligence
• Discover the 24 EI competencies and the ones most important for success
• Receive an individual EI assessment to identify strengths and vulnerabilities
• Learn how to enhance emotional intelligence
• Draw up an individual development plan
• Receive individual follow-up coaching (optional)

With highly-interactive exercises and customized modules, our EI Training program offers many opportunities to learn about, demonstrate and
enhance EI skills.

The training program can be tailored to groups
of any size. Call us at 303-947-5700 for more information.

EI coaching helps you gain the edge you need to increase performance
in your work and personal life. We focus specifically on being more
aware, in the moment, of our emotions, our intuition, and
those feelings that bubble up from deep within us. We pay attention to
this information and use it to make better decisions, manage ourselves
more productively and work more effectively with others.

During EI coaching, we focus on:

• Resilience – handling adversity and setbacks;
• Personal power – having a strong sense of self-confidence and a deep knowing that we are capable and powerful
• Stress management – enhancing our ability to work under stress and pressure
• Initiative – overcoming procrastination and taking action
• Emotional self-control – keeping destructive emotions in check
• Intentionality – thinking and acting “on purpose”, and in deliberate congruence with our values and who we are
• Building bonds – improving our ability to connect with others and form strong relationships
• Powerful communication and influencing skills – motivating others, using dialogue as a management tool, being able to persuade and negotiate more effectively
• Conflict management – being able to work with difficult people and resolve differences to your satisfaction
• Teamwork and collaboration – building powerful teams and a healthy, collaborative work culture.

This popular program begins with one of the emotional intelligence
(EI) assessments (either as a 360 or as a self-scoring inventory), and
continues with your choice of a variety of EI workshops.

These may include stress management, powerful influencing skills,
realistic optimism, honing awareness and understanding of ourselves and
others, teamwork and collaboration, developing and coaching others,
managing conflict, innovation, building trust, catalyzing change, and
many more.

On-going coaching in between workshops further reinforces the learning and
supports individual executives and leaders in integrating new
leadership practices back in the work place.

A recent series of landmark studies shows it’s not how book-smart you are, but how people-smart you are that makes the difference.  Consider the following research findings¹:

• Researchers estimate that success at work is 80-90% EQ, and only 10-20% IQ.
• The higher an executive goes in an organization, the more important EQ
  becomes. At the top, some researchers believe that 90-95% of success is
  driven by EQ, as technical work is handled by individuals at lower
  levels in the organization.
• Unlike IQ, Emotional Intelligence can be learned and developed. In fact,
  research shows that EQ increases with age. People in their 40s and 50s
  have greater EQ skills than they had earlier in their lives.
• Research by the Center for Creative Leadership shows that almost half of all
  executives fail at their positions within two years. The reason is not
  a lack of technical competence or cognitive ability, but a lack of EQ
  competencies. These executives have inadequate interpersonal skills,
  lack sensitivity, are unable to handle conflict constructively, and
  demonstrate poor emotional awareness of others.

Clearly, organizations wanting to compete effectively in today’s marketplace
have to have the most emotionally intelligent workforce possible. To
get to the next level in business, we must blend the progress we’ve
made in using intellect and IQ with the invaluable competencies of EQ.
It is EQ that will solve our retention and morale problems, improve our
creativity, create synergy from teamwork, speed information by way of
sophisticated people networks, drive our purpose and ignite the best
and most inspired performance from others.

In study after study, from many different industries and professions,
those who had high EQ competencies outperformed their colleagues.
Examples include:

• The Air Force, which used emotional intelligence assessment instruments to
  select recruiters, found a three-fold increase in the success of high
  EQ recruiters, resulting in an immediate saving of $3 million annually.
• Partners in a multinational consulting firm were assessed on their EQ competencies.
  Those who scored above the median on 9 or more of 20 competencies
  delivered $1.2 million more profit from their accounts than did other
  partners – a 139 percent incremental gain.
• L’Oreal, whose sales agents were selected on the basis of emotional competencies
  outsold their counterparts not selected on EQ competencies by $91,370,
  for a net increase to L’Oreal of $2,558,360 the first year the program
  was implemented. Those selected on the basis of emotional competencies
  also had 63 percent lower turnover during the first year than those
  selected in the typical way.
• In a national insurance company, insurance agents who were weak in
  emotional competencies such as self-confidence, initiative, and empathy
  sold policies with an average premium of $54,000. Those who were very
  strong in at least 5 of 8 key emotional competencies sold policies
  worth $114,000.
• How long employees stay at a company and how productive they are while
  working there is determined by their relationship with their immediate
  supervisor. People with “good” bosses (defined as having high EQ) are four times less likely to leave than those with “poor” bosses.
• A large beverage firm started assessing EQ when selecting new executives,
  and attrition dropped 44%. They also found that division leaders with
  high EQ outperformed their target goals by 15 to 20% while those who
  lacked high EQ under-performed by almost 20%^1.

¹ (Compiled by Laura Belsten from the following sources:  The Center for Creative Leadership, 1999; Goleman, 1999, 2000, 2001; Boyatzis, 1999;
Cooper, 1998; Spencer & Spencer, 1993; Spencer, McClelland & Kelner, 1997; and Cherniss, 2001.)

Emotional intelligence is the ability to be aware of our own emotions and those of others, in the moment,
and to use that information to manage ourselves and manage our
relationships optimally. The 24 EI competencies are depicted in the
four-quadrant model below:

Definitions of Competencies

Personal Competence

These competencies determine how we manage ourselves

• Self-AwarenessKnowing one’s internal states, preferences, resources, and intuition
  • Emotional awareness: Recognizing one’s emotions and their effects
  • Accurate self-assessment: Knowing one’s strengths and limits
  • Personal power: A strong sense of one’s self-worth and capabilities; self confidence
• Self-ManagementManaging ones’ internal states, impulses, and resources
  • Emotional self-control: Keeping disruptive emotions in check
  • Integrity: Maintaining high standards of honesty and ethics at all times
  • Innovation & creativity: Actively pursuing new approaches and ideas
  • Initiative & bias for action: Readiness to act on opportunities
  • Resilience:  Perseverance and diligence in the face of setbacks
  • Achievement drive: Striving to meet a standard of excellence
  • Stress management:  Working calmly under stress and pressure
  • Realistic optimism:  Expecting success; seeing setbacks as manageable; persisting in achieving goals despite obstacles and setbacks.
  • Intentionality:  Thinking and acting “on purpose” and deliberately.
• Social CompetenceThese competencies determine how we handle relationships
• Social AwarenessAwareness of others feelings, needs, and concerns
  • Empathy: Sensing others’ feelings and perspectives, and taking an active interest in their concerns
  • Organizational awareness: Reading a group’s emotional currents and power relationships
  • Service ethic: Anticipating, recognizing, and meeting customers’ needs
• Social SkillsAdeptness at inducing desirable responses in others
  • Developing others: Identifying others’ development needs and bolstering their abilities
  • Influence: Wielding effective tactics for persuasion
  • Communication: Listening attentively and fostering open dialogue
  • Conflict management: Negotiating and resolving disagreements
  • Visionary leadership:
    Inspiring, guiding and mobilizing individuals and groups; articulating
    a clear, compelling and motivating vision for the future
  • Catalyzing change: Initiating, managing and leading change
  • Building bonds:
    Nurturing and maintaining relationships, cultivating a wide network;
    connecting with others on a deeper rather than superficial level.
  • Teamwork & collaboration: Working with others toward shared goals. Creating group synergy in pursuit of collective goals.
  • Building trust:  Being trustworthy and ethical when working and relating to others; ability to establish a bond of trust with others.