Apr 032013
 
The Amadori Case: Supplying McDonalds - Organizational Engagement, 
Emotional Intelligence and Performance

In a three-year study of AMADORI, a supplier of McDonald’s in Europe, emotional intelligence, individual performance, organizational engagement, and organizational performance were assessed. Emotional intelligence was found to predict 47% of the variation in manager’s performance management scores. Emotional intelligence was also massively correlated with increased organizational engagement with 76% of the variation in engagement predicted by manager EQ. Finally, plants with higher organizational engagement achieved higher bottom-line results building a link between EQ->Engagement->Performance. During this period, employee turnover also dropped by 63%.

Feb 212013
 
White Paper: Stress, EQ, and Performance in Healthcare

by Lorenzo Fariselli, Joshua Freedman, Massimiliano Ghini MBA, Federica Valentini Publication Date: Feb 25, 2008 A press release and a powerpoint are available to accompany this paper, as well as a PDF version. Abstract As in many fields, healthcare is a complex and stressful environment where interpersonal interactions are of paramount importance.  This study finds that in [...]

Feb 122013
 
Forget IQ, it's your EQ that matters - The National

Jayne Morrison: “People with higher EQs have more meaningful relationships because they have a greater sense of self-awareness, they understand their emotions and how these drive their thoughts and behaviours, and are mindful of how these affect others. People with higher EQs also make intentional choices in their interactions with others, using consequential thinking before taking action instead of drifting through life on autopilot.”

Sep 112012
 
Women’s Leadership Edge: Global Research on Emotional Intelligence, Gender, and Job Level

A new analysis of over 24,000 leaders and workers from all around the globe shows female leaders, statistically, have an edge in three key areas of people-leadership: (1) EQ is made of numerous component parts, Females are particularly higher in some – but not all; (2) the largest gap is in the capacity to predict the emotional consequences of actions allowing women to be more strategic with feelings; (3) In key aspects of EQ, women in leadership roles are even further ahead of their male counterparts, suggesting that these differentiators may be essential for females to advance their careers. For both females and males, the new data suggests important opportunities for leveraging strengths to become more effective at people leadership.