The following is a snapshot from the Conference Board´s Research Report and I want to share it with my EQ readers as I believe it has a great impact on all of us who work with HR issues in Asia. The text is adapted from Lindsay Collins et. al, Human Capital In Asia-Pacific 2011-2013, and
According to the report “Risky Business – Focusing on Innovations and Talents in a Volatile World” (Research report TCB-R-1491-12-RR) the focus on Human Capital is even more important for Asian CEOs than for CEOs in Europe or North America. Asian CEOs state that solving human capital issues such as attracting, engaging, and training highly skilled,
Over the next 7 weeks I would like to share with my EQ readers some research findings and my own views on what I have learned from over 30 years experience of working with Emotional Intelligence in international organizations in Europe, North-America and Asia. I will post one chapter each week under the following headings;
The EQi certification is the key and gateway to start working with Emotional intelligence. The certification gives you the professional credentials to be certified in the use of both the Self Assessment tool EQi 2.0 and the Multiple Raters tool EQi 360. At our certifications you will meet other professionals who, like you have an
EQi 2.0 is a dynamic tool that continues to develop and improve and offers it´s users increased applicability. We are delighted to announce the release of the new EQ-i 2.0 Professional Norm. These norms allow you to compare individuals to other professionals; that is, individuals who are employed, and have at least some post secondary
Finland is a modern and progressive country and the interest for EI is growing rapidly. This was evident when I recently visited Finland and I would like to share some innovative ways of using the EQi 2.0 that Finnish companies are doing. A large sales training company will shift their sales training from more traditional
