Our episode wraps up our discussion on Emotional Intelligence by highlighting the Relationship Management section of the model while also tying together the other components of the model.  Additionally, our episode discusses the business value of actively working on E.I. skills as well as providing best practices and thoughts on this area.

We're back with another episode covering an area of the Emotional Intelligence model.  The episode for this week covers our thoughts, examples  and ideas regarding social awareness.  Once we learn how our emotions influence our mindset, we must next ask how they influence those around us.

We're back with another episode covering an aspect of the Emotional Intelligence model.  The episode for this week covers our thoughts and techniques regarding self-management.  When our emotions are triggered in the workplace, what techniques can we use to assuage or control them?  

In our prior episode, we discussed the Emotional Intelligence framework and the four components (Self-Awareness, Self-Regulation, Social Awareness, and Relationship Management) of the model from a surface-level perspective.  Over the next four episodes, starting with this one, we'll be covering a section of the EI framework in greater detail that includes examples, philosophies, and insightful ideas to consider.

In this episode, we cover Self-Awareness various perspectives that include how it functions in our workplace, how our emotions influence our behaviors as well as why it's so essential to the rest of Emotional Intelligence.

Emotional Intelligence is one of the the most critical components to the growth of an organization and their people.  This is a vast topic with years of research, topics, and skills to cover.  In this episode, we provide an introduction that explains what emotional intelligence is, how it impacts our performance, and why businesses need to ensure that these skills are being developed.  

Change is perhaps one of the few constants that exist in the field of organizational development.  It can happen at any level, to any individual, at any time. An individual may want to change their role and take on a new challenge, a department may need to change their processes to increase how they serve customers, and an organization may look at their market and consider a full restructure.  Regardless of the context and situation, change affects all of us mentally and emotionally.  In this episode, we explore a perspective that may help us understand why we build up resistance toward change in the workplace.

It's no secret that the status of the organizational workplace has continued to evolve over the past 20 - 30 years.  With new generational employees entering the workforce, advancements in remote technology, and emphasis on employee engagement it's a sure bet that the workplace today will need to evolve and change for tomorrow's future.  In our episode, we provide three theoretical concepts that should become staples to organizational cultures in the future to address the balance of employee engagement and well-being with business outcomes and results.

Over the years of professionally coaching Executive Leaders, Managers, and Employees this episode shares 4 tips to help Coaches achieve dynamics, immersive sessions with their clients.  For people seeking coaching, these tips should be qualities to look for to help guide you toward achieving your professional goals.

If there's a question, I've consistently been asked it's how to into coaching.  In this episode I discuss what coaching is, the value behind the service, and ways anyone can get started aligning their career to become a coach.  

Phantom Pain is a medical phrase that captures how our body can generate pain through our nervous system. So, how does this translate into our workplaces? In a recent study, I examined the relationship between job performance and feedback communication among remote employees.  While many valuable insights were uncovered throughout the interviews, one stood out as the focus of our episode.  It's the concept that people within all levels of an organizations have the capability to generate negative, stressful, and job performance emotions.