Culture can be viewed as a body of shared knowledge and the knowledge of what is appropriate behavior. Culture shapes our lives, values, language, customs and even the way we define success. So, it’s no wonder culture has such a powerful effect on performance management. Sometimes, although not as frequently as when we started working
Although more rarely these days, I still get the question: “How can I make my clients from very result driven technical companies, buy into EI? How can I show them that soft skills are important for performance and that it drives results?” The given answer is that there is nothing soft about soft skills
The good news is that the key skills that determine the attitudes and behaviors that are so vital for high performance can be learned and improved. Those who have it can improve and those who don’t have it can develop the skills. Many studies where these skills have been measured before and after a training
We are pleased to announce that we have two more EQi 2.0 and 360 coming up. One in Singapore on Oct. 3 & 4 and one in KL, Malaysia on Nov. 26 & 27. Please find more information on our home page.
It starts with selection, recruitment, internal talent identification and promotions. Hiring the best is easier said than done. The war for talents will get tougher and tougher and companies need to be able to attract people who will have many choices. Here is where company branding comes in. The new generation of young people coming
According to the Conference Board Challenges study 2012, the key to be successful for organizations is that they must possess an innovative mindset and a corporate culture that brings out the best in teams of diverse, talented, engaged and passionate people. Easier said than done – for sure – and many, more or less
