You'll Never Guess One of the Most In-Demand Skills of the Next Decade
Have you ever found yourself feeling like a referee when trying to get a group of employees to collaborate? Or like a therapist when you're trying to provide feedback? Or maybe like a personal trainer when you're trying to re-onboard?
An L&D professional wears many hats!
You'll probably feel the way I did when I heard that emotional intelligence ranks #4 in the top 10 most in-demand skills for the next decade. Yes, pleaseeee!
We know we need more of it, but what exactly is ✨it✨? Emotional Intelligence, or EQ, is how you perceive, reason, understand, and manage your emotions.
In terms of L&D, the four core components of emotional intelligence—empathy, self-awareness, motivation, and self-regulation—play a crucial role in designing and delivering successful training programs that resonate with learners on a deeper level.
If you want to make sure our L&D strategy is well-rounded, and that your employees are getting the type of nextgen training they need to succeed, emotional intelligence has to be a part of the EQuation. (see what I did there... 😉)
The good news is that you've probably already laid a strong foundation that will allow you to make small tweaks to introduce a more EQ-centered approach. Here are a few ways you can get started...
10 Ways to Invest in Your Employees' EQ
Regular Self-Assessment Tools: Encourage your employees to use self-assessment tools such as the Emotional Intelligence Appraisal or the Myers-Briggs Type Indicator (MBTI), which can provide more insight into their emotional strengths and areas for improvement.
Emotional Intelligence Workshops: Organize workshops and training sessions focused on developing emotional intelligence. These can include role-playing scenarios, group discussions, and exercises that emphasize recognizing and managing emotions.
Feedback Mechanisms: Establish regular feedback loops where employees can receive constructive feedback from peers and supervisors. This feedback should focus on emotional responses and interpersonal interactions, helping employees understand how they are perceived by others.
Journaling Activities: Encourage employees to keep a journal where they reflect on their daily interactions and emotional responses. This practice can help them identify patterns and triggers, promoting greater self-awareness.
Mentorship Programs: Pair employees with mentors who can provide guidance and support in developing emotional intelligence. Mentors can share their own experiences and offer advice on handling emotional challenges in the workplace.
Mindfulness Training: Introduce mindfulness practices such as meditation, deep-breathing exercises, and mindful reflection, which can help employees become more aware of their emotional states and responses.
Emotional Intelligence Book Clubs: Create a book club that focuses on literature related to emotional intelligence. Reading and discussing books on the topic can provide new insights and practical strategies for improving self-awareness.
Scenario-Based Training: Use scenario-based training to simulate real-life situations that require emotional intelligence. These scenarios can help employees practice and refine their skills in a controlled environment.
Learning and Development Plans: Incorporate emotional intelligence goals into individual learning and development plans. Set specific, measurable objectives related to self-awareness and provide resources to help employees achieve them.
Peer Support Groups: Form peer support groups where employees can share their experiences and challenges related to emotional intelligence. These groups can foster a sense of community and provide a safe space for practicing new skills.
By integrating these practical methods into your existing L&D strategy, you can help your employees increase their emotional intelligence, leading to improved interpersonal relationships and a more supportive work environment.
