According to what’s known as the “Peter Principle,” many 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 can be 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.
Presenting, "Leveraging Emotional Intelligence to Reduce the Risk of Employment Litigation."
In this keynote/workshop, we will cover:
• Statistical Evidence About Why Most Employees Sue
• What is Emotional Intelligence (“EI”)
• The Five Aspects of EI
• The Relationship between Emotional Intelligence and Employment Litigation
• Signs of Low EI in Supervisors and Managers
• The 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 Yourself and Your Employees
• Top 5 Ways to Leverage EI in Your Workplace
This keynote/workshop 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.
Whether you're a business owner, Employer, supervisor, manager, Organizational leader or HR professional, “Leveraging Emotional Intelligence to Reduce the Risk of Employment Litigation” will equip you with the tools you need to cultivate your own Emotional Intelligence and to engage, inspire and maximize the full potential of those you lead.
