Performance appraisals are a polarizing topic in the office. Some managers and executives swear by them. Others have been pushing to eliminate them entirely. Ask any three people who oversee employees what kind of performance appraisals work best and you are likely to get four different responses. No one seems to know how to get
Emotional Quotient (EQ) or Emotional Intelligence is a measure of your ability to process emotions, communicate, and relate with others. But what does it REALLY tell you, and how can you use what you learn about your EQ to help you become a better leader?
Unless you happen to be one of the lucky few that can consider themselves independently wealthy, you probably have to work for a living. And if you work for a living, you inevitably have to deal with some work-related stress. Some level of occasional stress on the job is unavoidable, and many people actually report
Showing emotion in the workplace has often seemed like a taboo. Leaders have been expected to be strong, resolute, and aloof. Employees, on the other hand, were to be meek, compliant, and mechanical. Showing any emotion, except perhaps mild contentment at a job well done, was strongly frowned upon.
Every executive dreams of fostering the kind of work culture that turns every employee into a high performer. The kind of high performing work culture that creates cohesive teams that work extraordinary well to overcome obstacles, who push above and beyond on every project, and who are dedicated to your organization. Some companies, like Google
Emotional intelligence has been in the news a lot lately. From articles about global leaders like Google incorporating it heavily into their hiring to research showing that EQ is a better predictor of success than IQ. Publications have talked about what it is, how companies are going about measuring emotional intelligence, how to implement it into