Overview:

According to what’s known as the “Peter Principle,” most Organizations are run by leaders who have “risen to the level of their own incompetence.” That is, the substantive skills the leader performed well in their subordinate role do not necessarily translate to their elevated role.

The same is true when it comes to the leadership skill of Emotional Intelligence. Most supervisors were promoted because they developed strong substantive skills. However,that doesn’t mean the individual automatically has the requisite “soft skill” of Emotional Intelligence to effectively lead. In fact, it’s likely they do not.

Supervisors who lack Emotional Intelligence tend to be poor leaders insofar as they manage with fear, fail to foster psychological safety, are weak communicators, lack empathy, and are dictatorial. Such a management style deters employee engagement and leaves employees feeling like they are not being seen, heard or valued.

Absent Emotionally Intelligent leadership, when employees receive negative feedback about performance, discipline, or even termination, they are left with no choice but to misperceive the adverse action as illegal discrimination, harassment and retaliation. And then, they are likely to sue.

But there is a better way. Supervisors who possess well-cultivated Emotional Intelligence are better leaders because they are able to effectively inspire, engage and maximize the full potential of the employees they lead. Those employees, in-turn, provide the Employer with their best performance. And, they are less likely to sue.

Why you should Attend: This webinar will teach supervisors, managers, leaders at all levels of the Organization and Human Resources professionals how to cultivate their own Emotional Intelligence and to engage, inspire and maximize the full potential of those they lead, thereby reducing the risk of lawsuits stemming from alleged discrimination, harassment and retaliation.

Areas Covered in the Session:

• Statistical Evidence About Why Most Employees Sue
• What is Emotional Intelligence (“EI”)
• The Five Aspects of EI: Self Awareness, Empathy, Self-Regulation, Motivation and Social Skills
• Signs of Low EI in Supervisors and Managers
• Impact of low EI on Team Morale, Performance and Litigation Risk
• Benefits of High EI in Leadership
• How to Cultivate Each Aspect of EI in Self and Employees
• Practical Applications of High EI to Drive Employee Performance
• Bolstering EI with Diversity, Equity, Inclusion & Belonging Efforts

Who Will Benefit:

• Business Owner
• Employer
• Supervisors
• Managers
• Organizational leader 
• HR Professional