After 18 months of Research and Development, EQ How is excited to launch our EWMs – Experiential Workshop Modules! The starting premise of our design was what are the problems with even the most popular training programs and tools. Here, we list the major training issues:
The problem with mainstream corporate training is that it doesn’t engage learners. Struggling to show meaningful results in the workplace, trainers who just try to be interactive no longer meet the bar. As executives learn by doing or through activities, the E in EWMs stands for Experiential.
There are two varieties of training requests from corporations. The first type is interested in what vendors provide off the shelf or in their portfolio. The second type seeks a custom design to meet their unique needs. To address the needs of both types, the M in EWMs stands for Modules – 27 to be exact.
On June 26th 2014, Salim Ladak, CEO of EQ How, will be the onstage Speaker at the Society of Actuaries (SOA) Asia Pacific Annual Symposium, to be held in Macao. This 4th Annual event for global actuaries and professionals will focus on the theme of “Breaking New Ground: New Skills, Techniques and Trends.” Registration will be available soon through SOA.
Salim’s onstage topic is Getting Promoted to Success. Beginning with the satirical Peter Principle that people tend to get promoted to their level of incompetence, he will illustrate how and why Emotional Intelligence (EQ) can enable actuaries to succeed as they take on roles of increasing leadership. Competencies that support their climb up the corporate ladder include influence, teamwork and collaboration, conflict management, developing others, being a change catalyst and inspirational leadership. Salim will share stories and highlight examples based on the two leading EQ models – the BarOn EQ-i 2.0 and Daniel Goleman.
Salim recently spoke on Leadership Success to 130 managers at PMI Hong Kong, where he posed below for a photo with Anthony Tsui, VP Programs (Select Testimonial).
On February 27th 2014, Salim Ladak, CEO of EQ How, will be the Guest Speaker at Project Management Institute (PMI) Hong Kong on the topic of Leadership Success. Registration is open to the public through PMI Hong Kong (SOLD OUT on Feb 18) and a description follows:
As a Senior Manager, Manager or Project Manager, key leadership competencies include influencing others, being a change catalyst, collaboration, conflict management and developing others. In fact, the higher up you are in an organization, the more vital are these EQ competencies to leadership success. This seminar will explore these competencies by drawing reference to the two leading EQ models – the BarOn EQ-i 2.0 and Daniel Goleman – and by sharing insights gained from the guest speaker’s extensive background in leadership development, consulting and management.
Happy New Year! In Part 2 of our series covering joint research from the Human Capital Institute (HCI) and Multi-Health Systems (MHS), we expand on the importance of EQ to Leadership Development.
In their report entitled “Leadership and Emotional Intelligence: The Keys to Driving ROI and Organizational Performance”, they found that “organizations that value and widely use Emotional Intelligence are 3.2x more likely than other organizations to have effective overall leadership development efforts.”
When they further explored the ROI of different methods of integrating EQ, they discovered that the greatest impact on EQ occurs from Leadership Coaching. The following identifies the overall increase in EQ performance between organizations that do or do not use these methods:
Their research is based on an online survey conducted in April – May 2013 with 784 respondents representing more than 500 organizations worldwide. The complete study is available from HCI or MHS.
EQ How continues to provide our Hong Kong and Asian clients with the best solutions for EQ and Leadership Development. For further information about EQ or Leadership Coaching, kindly select Contact from the menu.
According to 2013 landmark research by the Human Capital Institute (HCI) and Multi-Health Systems (MHS), both Executive Coaching and EQ Assessments topped the list of effective Leadership Development methods, with 60% of HR Managers finding both to be “effective” or “very effective”.
Much lower in the list were Workshops at 39% and Classroom Training at 30%. This is in contrast to everyday practice, where the most commonly used methods of Leadership Development are Workshops at 80% and Classroom Training at 73%.
Entitled “Leadership and Emotional Intelligence: The Keys to Driving ROI and Organizational Performance”, the research is based on an online survey conducted in April – May 2013 with 784 respondents representing more than 500 organizations worldwide. The complete study is available from HCI or MHS.
EQ How continues to provide our Hong Kong and Asian clients with the best solutions for EQ and Leadership Development. For further information about Leadership Coaching or EQ Assessments, kindly select Contact from the menu.
In early October 2013, EQ How was selected by HSBC Asia Pacific for EQ and Leadership Coaching. Our unique expertise, track record and global recommendations were amongst the reasons why we were selected to coach HSBC Senior Executives.
The HSBC Group is one of the world’s largest banking and financial services organizations through four global businesses: Commercial Banking (CMB); Global Banking and Markets (GBM); Global Private Banking (GPB); and Retail Banking and Wealth Management (RBWM).
Established in Hong Kong in March 1865 and in Shanghai one month later, The Hong Kong and Shanghai Banking Corporation is the founding member of the HSBC Group.
Since opening our Hong Kong office, EQ How has received a lot of Asian interest in EQ Coaching. Many enquiries also come from other Executive Coaches who increasingly hear about the relevance of EQ to senior leadership. Herein, I hope to share my thoughts on EQ Models.
Firstly, as part of our Leadership Development services, EQ How is partnered with Multi-Health Systems (MHS), the world leader in EQ Assessments with the EQ-i 2.0, one of the “Big Two” models. By clicking on this model link, you will see the wheel, which depicts the 15 EQ competencies split across 5 sections: Self-Perception, Self-Expression, Interpersonal, Decision Making & Stress Management. Based on the original EQ research, I have found that these 15 competencies provide helpful granularity for EQ Coaching.
For example, under Interpersonal, does an executive build & sustain Interpersonal Relationships, and does he/she use Empathy to build a collaborative tone & connect with others? Or for Self-Expression, what is the measure of the executive’s Assertiveness – do they lean towards aggressive or passive behaviour? And for Decision Making, does the executive exercise Impulse Control, and do they support their decision with a Problem Solving structure?
Also mentioned on the same link is Daniel Goleman, whose research led to the second of the “Big Two” models. His famous 1995 book Emotional Intelligence depicts his model as a 2×2 matrix, resulting in: Self-Awareness/Self Management and Social Awareness/Relationship Management. Under these four categories, he identifies 18-20 competencies, depending on the version. What I like best about Goleman and the ESCI assessment, distributed by Hayes Group, is the management terminology in the competencies.
Although it doesn’t offer one of the big two models, Six Seconds has helped to get the message out about EQ Coaching. From their roots in developing EQ in children, they have embarked on an ambitious mission to help the world practice Emotional Intelligence skills. While they emphasize behaviour change when applying a model, this is already core to the practice of professional coaches. Their marketing is helping the EQ industry to grow.
EQ How is now providing Leadership Coaching to the MBA Program at Hong Kong University (HKU), a partnership with London Business School (UK), Columbia Business School (New York) and Fudan University (China).
For three consecutive years, the HKU MBA Program has been ranked #1 in Asia by The Economist. The school prides itself on being a global business school with a regional Asian perspective, and the class recently returned from a one-month China Immersion in Beijing, where they developed their Mandarin Chinese, cultural awareness & business network.
These exceptionally bright students come from a variety of backgrounds in corporations, banking, consulting & entrepreneurship and from all over Asia, including China, Japan, South Korea, Taiwan, India and Philippines in addition to Europe and North America.
EQ How looks forward to continuing Leadership Coaching and Facilitation with the MBA class of 2014. We believe that their commitment combined with Leadership Coaching can empower them to achieve their unique goals.
To support our multinational clients in Asia with Leadership Development services, EQ How is excited to announce the opening of our Hong Kong office at One IFC, in the financial district of Hong Kong:
Suite 2008, 20/F
One International Finance Centre
1 Harbour View Street
Central, Hong Kong
Our global focus is on Leadership Coaching and building Coaching Cultures. We are also partnered with Multi-Health Systems (MHS) of Canada for their world-leading EQ Assessments and plan to announce collaborative business partnerships in Hong Kong & mainland China.
For further information, kindly select Contact from the menu.
We are excited to announce plans to open our Hong Kong office! As a gateway to China & the Asian region, this vibrant & cosmopolitan city will provide a springboard to support our multinational clients across Asia.
While our global focus is on Leadership Coaching and building Coaching Cultures, we place the highest importance on the local culture & its unique needs & requirements. For example in Hong Kong, we understand the challenges of hiring & keeping talent with the demands of growth & competition. In a culture where team members may not openly express their concerns, we support leaders to motivate & retain them through understanding their needs.
For further information and updates, kindly select Contact from the menu.