I had the recent opportunity to lead a conversation about emotional intelligence, (or emotional quotient — EQ), during a webcast for ATD, the global Association for Talent Development. ATD is a premiere organization that offers extensive training and learning opportunities to its membership of approximately 40,000 executives, managers and associates, and their companies.
The webcast generated great interest with a high number of members participating. Following the webcast, ATD staff and I personally received a great deal of appreciative feedback — people agreed that EQ is essential in the workplace and that EQ is absolutely key to developing high-quality, productive relationships.
There is definitely a thirst for more knowledge about EQ, including how may we get our boss and senior management to recognize that such a focus would improve management and leadership effectiveness.
This led me to write this article, and I very much hope that I do this well. The subject of emotional intelligence is vitally important and essential to our success in business, in our leadership, and also in our happiness outside of our workplace.…
SmartBrief Education editors and writers sift through thousands of sources each day, reading a variety of content, including blogs and commentaries written by you and your peers.
In an effort to recognize some of the innovative voices in the field, we’ve asked our team to nominate their favorite content — written by educators, for educators — each month from which we’ll choose two winners for the Editor’s Choice Content Award.
This month’s winners inspired us by challenging educators to rethink “failure.”
Meet this month’s winners:
- Patrick Waters for Project-Based Learning Through a Maker’s Lens, Edutopia
- Julie Rohl for Why I Encourage Failure in STEM, Huffington Post
Learn more about our previous winners.
- George Couros for 5 ways to influence change, Connected Principals
- Dana Sirotiak for What is a family-school partnership and which ones exist?
A new employee’s first day(s) at the office can 1) confirm their feeling that they’ve made the right choice coming to work for you, or 2) make them wonder if they’ve made a terrible mistake.
Needless to say, your chance of keeping the new person beyond the first few months goes up when their earliest days with the organization correspond to experience No. 1. So do the odds that the new hire will become fully engaged with your mission.
So what exactly goes into a good first day or three?
New hires need two big things from the onboarding process:
- To feel as comfortable as possible, as soon as possible, and
- To make progress in decoding the complex mix of values, procedures, customs, habits and jargon that makes up an organization’s culture.
The right space
Part of the “feeling comfortable” piece, of course, is a new hire’s impression that the employer has prepared an attractive, well-equipped work space for him or her.…