• 6 second modelEmotional intelligence is a break through approach, a powerful way of looking at people and behavior. It is an integrated approach that combines thinking and feeling to make optimal decisions.

    An international study showed that emotional intelligence predicts almost 55% of key success factors in the workplace, which is why innovative organizations are using EQ in sales, leadership, recruitment and team performance. It is also based on neuroscience and is not the “touchy feely” concept that many people are mislead to believe. It is that “IT” factor that some people are seen to have – the great news is that it is a learnable skill.

    Avril May 2017 4Why do Change initiatives often fail?

    Companies change when people change and people change through emotion. In most change initiatives, all the focus is on the systems and processes and people are often just expected to embrace the change and carry on with enthusiasm and commitment to the new process, regime or environment with little or no consideration for how it makes the people feel. Many leaders or Change implementers are confused when their staff and even star performers are suddenly seen to be resistant, obstructive, or even maliciously compliant.

    Through practical interactive training using the tools of emotional intelligence we can assist in facilitating change in individuals, teams and organizations. By considering people’s emotions and not just working on the resultant behaviors we are able to get beneath the ice berg and tap into what people truly believe and value and move through the change in a manner that is effective and sustainable.

    Leadership: If you didn’t have the title or big office, would people follow you?

    Leaders are role models and set the tone or culture of companies. Leaders need to create environments of trust and participation.

    Developing and growing the basic competencies of EQ in managers and potential leaders will help to build motivated, effective and cohesive teams. Emotions drive people and people drive performance, so by harnessing these emotions for positive growth, performance improves as individuals grow. The white paper on emotional intelligence proves that Leaders who use their emotional resources to foster “engagement” (a sense of caring and commitment) deliver significant bottom-line results.

    Teams with higher engagement are:

    • 50% more likely to have lower turnover
    • 56% more likely to have higher-than-average customer loyalty
    • 38% more likely to have above-average productivity
    • 27% more likely to report higher profitability

    Sales & Customer service: How does your customer perceive you?

    Customers predominantly deal with the sales department or customer care team and is so doing form their perception of your company.

    Sales people who are positive, happy, and relate well to other people are able to build good relationships and develop trust with their clients. They are also more resilient and able to handle rejection, which is a large part of sales, by finding other opportunities and not seeing themselves as the failure and becoming negative.
    Developing EQ in sales and customer service teams is then essential to success.

    Research shows that by increasing the EQ of your sales and customer service teams, companies achieve:

    • increased sales performance
    • improved customer service
    • better customer retention
    • superior leadership performance

    Education in the classroom and the sports field

    Emotional Intelligence skills and competencies lead to more positive outcomes in the home, at school and at work.
    Children learn through the behaviors of their mentors, coaches, teachers and parents rather than through the content of lessons. Increasing EQ in teachers has proven to yield better student results.

    As an Adult you need to first understand yourself and only then will you be better able to understand your students or children. Being able to recognize patterns, understand your own emotions and triggers, apply consequential thinking for more effective decision making, understand internal motivators and what your values and purpose are and then engage with other people in a non judgmental way through empathy is the best way to become a good role model and bring out the best in children.

  • Higher EQ results in better life satisfaction, effectiveness, improved relationships and quality of life.

    What options are there to start developing your EQ?

    Workshop Training & Team Building

    Training workshops are offered to assist individuals, leaders, teams or companies to improve current performance, personal and team effectiveness, create the environment for more effective change management, increase sales and client retention or to address work place issues s.a. absenteeism, conflict etc It is a fun way to improve communication and get to know colleagues, friends or partners better in order to facilitate greater effectiveness and form long lasting, trusting relationships or teams.

    In house workshops can be customized for companies, sports teams, clubs etc in line with their goals, values and time availability. They are focused on action and work towards people making more effective decisions and choices using the tools of emotional intelligence.

    Public workshops are offered on a regular bases, focusing on leadership development, personal emotional intelligence development and team building.

    Please contact Avril for more information about the Workshops & Team Building or to make a booking.

  • The SEI: The Six Seconds Emotional Intelligence Assessment
    EQ is a learnable skill and can be developed through training and by using the powerful Six Seconds model and the SEI (Six Seconds EQ test). These measurable skills can be developed and then re tested post training interventions. The Six Seconds model is an action model that encourages continual growth and self evaluation. The SEI leadership report shows the 8 competencies which are considered essential for leadership and life and highlights where the individual’s areas of strengths and challenges lie.
    It is a snapshot of one’s self perception of EQ at the present. It is a level B psychometric assessment and therefore requires a debrief as well as permission from the individual to share it with their superior etc It was designed to put emotional intelligence into context of important life and work outcomes.
    It shows how yourself perception wrt to your work and life outcomes:
    Effectiveness: Capacity to generate results
    Relationships: Capacity to build and maintain networks
    Quality of Life: Capacity to maintain balance & satisfaction
    Wellbeing: Capacity to maintain optimal energy and functioning
    It also shows how you score in the competencies considered essential for leadership and life
    The SEI is available in 2 formats, namely the SEI leadership report and the SEI Development report. It can only be administered and debriefed by qualified Six Seconds EQ Assessors.
    There is no formula for great leadership, no magical path to follow. A great leader makes her or his own path – one that is uniquely based on his or her own skills and attributes. You cannot imitate someone else’s style or use a prescribed set of behaviors. Instead you need to carefully assess yourself to know your own strengths and vulnerabilities, and move forward. The SEI report gives insight to build and apply your EQ to improve leadership.
    It will help you identify specific tactics for growth and development.
    Other Available SEI Assessments
    The SEI 360:
    This assessment is available for people who want to get feedback from those with whom they interact or deal with either professionally or socially. Feedback on a business leader who did the SEI 360:
    The SEI –YV
    This is the youth version which is available for youth 9 – 18 years of age. This report provides a graphical display and description of the youth’s emotional intelligence and perception of performance in life. It gives information about how this youth typically deals with daily challenges and demands plus offers suggestions to further develop emotional intelligence on his/her way to become a well-rounded person. Whilst the 8 competencies are the same as shown above in the adult SEI, the youth barometers are different and self assessment scores can be seen for these factors;
    Good Health
    Eating healthy food, being active, and feeling fit
    Relationship Quality
    Having friends to talk to and rely on at all times
    Life Satisfaction
    Feeling happy overall and finding joy in yourself, others, and life in general
    Personal Achievement
    Doing well in school and in life including sports, hobbies, etc.
    Feeling in charge of yourself, believing that you can do whatever you set out to do
    The Youth EQ profile will help them understand why certain aspects of life feel easy and why others are a challenge. Their scores show what they can do more of, or even less of, in making the most of their life journey.Reference: SEI referral
    A very recent addition to the Youth assessment is;
    The SEI Perspective YV Report
    This report provides a graphical display and description of the youth’s emotional intelligence and performance in life – from the perspective of the adult who completed the questionnaire. It gives information about how this youth may be handling daily challenges and demands plus offers suggestions to further develop emotional intelligence on way to become a well-rounded person. It provides an adult’s views of the youth’s social and emotional abilities.The report is intended for both the youth and for adults who play a significant role in the youth’s life.

    Other EQ psychometrics that are available but don’t require a de-brief, unless requested.
    Brain Brief Profile (BBP) : This is a snapshot of your brain’s current style for processing emotional and cognitive data. Basically “Brain Style”: is a picture of how the emotional and rational parts of your brain are working together. It is available for children and adults.
    There are 8 different profiles currently identified. This is a great tool to use for team building and enhancing communication. The BBP can be used for training, coaching, performance & learning.
    Six Seconds say: By learning more about your brain and EQ, our research shows you will be able to make better decisions, be happier, more successful, and increase the quality of your life (and the lives of people around you). Learning your Brain Style is a powerful way to begin increasing emotional intelligence.
    Brain Talent Profile (BTP) : Ideal for learning, performance, workforce planning and coaching. This profile is available for adults and children.
    The 18 “Brain Apps” describe unique, powerful capabilities to create positive change. Grounded in research, these competencies are essential to flourish in complex times – at work, in school, in life.
    “Brain Apps” are not necessarily behaviors. They describe capabilities that you can use. This profile looks at what functions are easy and smooth for your brain?
    Some examples of brain app’s”
    Brain Discovery Profile (BDP) : Links EQ, Talents, and Performance
    The BDP brings together a view of Brain Style with the 3 highest and 3 lowest Brain Talents, and highest and lowest Outcomes. This progression forms a logical chain: EQ drives talents, talents drive outcomes. The BDP can be used in many ways: Selection/interviewing, coaching and development.
    • Follow up to a BBP or BTP: Go deeper.
    • Coaching: How can you use your talents to reach your goals – and not get stuck in potential pitfalls?
    • Performance Coaching: How can you use your EQ talents to generate stronger results?
    • Selection: How can these top talents support you in this new role, and how can you ensure these lowest talents are not obstacles?
    The EQ Dashboard - is a 1 page group summary of emotional intelligence, talents and performance. It can be used for Team development, planning and SWOT. This shows people-performance at a glance. The Dashboard creates clarity about a group's capabilities and essential drivers of group dynamics. It's an EQ SWOT (strengths, weaknesses, opportunities, threats) analysis. The insight leads to more effectiveness in planning, communicating, and collaborating.
    Please contact This email address is being protected from spambots. You need JavaScript enabled to view it. for more information or to book an Assessment.
  • Vital Signs: Measuring the Drivers of organisational effectiveness
     vital signs
    70% of organizational changes fail primarily due to the people sde of business. The Vital Signs Assessments equip leaders with powerful data to;
    • create strategies that work with and through people
    • accurately assess the effectiveness of organizational development inititaitives
    • identify training, communication and development needs and opportunities
    • quantify the people side of the business
    Vital Signs is set of scientifically validated measurement tools to improve effectiveness of individual leaders, teams and entire organisations. The Vital Signs Model is based on 5 drivers of organizational effectiveness namely; Motivation,Change,Teamwork,Execution and Trust.
    There are 3 Assessment tools;
    LVS 360 and LVS Self: Leadership Vital Signs
    Measures the leaders effectiveness, capacity to produce desired results, build a thriving team or organization and drive change. It is a multi rater assessment providing focussed feedback on a persons leadership and comparing self and others perceptions. There is also a Self Only version. The LVS looks at influence, efficacy, design and direction.
    Team Vital Signs: TVS
    Measures the Vitality of a work group, their capacity to achieve results and their readiness to meet changes. Identifies opportunities and obstacles for group performance. It involves a survey of team members evaluating the team experience and effectiveness, and gives insight into the work place climate and team dynamics. This looks at staff satisfaction, results, agility and sustainability.
    vital signs1a 
    Organization Vital Signs:OVS
    Measures key indicators of organizational climate across the enterprise. It is a focused survey which provides a snapshot of the people side of the organisation. It is more than a measure of staff satisfaction. It identifies key performance drivers linked to practical outcomes. It pinpoints the most valuable development opportunities and key risk factors. It looks at staff retention, productivity, customer focus and future success.

    Please contact Avril for more information.