When you are in a selection process for a leadership role there are some skills, mainly soft skills, that you should pay particular attention. Emotional Intelligence shows which are those skills and, through EQ-i2.0, it’s possible to measure and evaluate those skills.
How should we react when an employee is not performing well or makes a mistake? Is it better to be a “nice” leader to get your staff to like you? Or to be tough as nails to inspire respect and hard work? Well-being and flexibility initiatives in the workplace are becoming more common, but is it enough?
In this article we look at what the investigations have been talking about the concept of compassionate leader, the empathic and self-conscious leader and the surprises that the data reveal to us.
It’s possible to access Emotional Intelligence skills right from a leader’s process of recruitment and selection. There are assessments like EQ-i 2.0 that can help to evaluate emotional intelligence skills. In this article we are going to focus on the questions that you can ask in order to understand which candidates have an high emotional intelligence, opposing to them with the potential to leave collateral damage in an organization.
Dr. Steven Stein, founder and CEO of Multi-Health Systems (MHS), which P4S – People for Succes is partner as distributor and certificator, in a recent interview with Inc., talked about the new challenges that leadership is facing
Generation Z is arriving at workplaces. What do they bring? Will the challenges be that much different? And how can Emotional Intelligence help?
