How We Help

Amy specialises in Emotional Intelligence training using fundamental concepts delivered through real challenges of workplaces. 

How We Help

Amy specialises in Emotional Intelligence training using fundamental concepts delivered through real challenges of workplaces. 

Here are some specific areas that Amy can help you and your teams:

How likely are employees to resist change – and why?

Resistance to change is a natural response for many people based on our minds being wired on repetition and habits. It tends to trigger our fear mechanisms creating concern around loss of control, what we are set to lose, fear of failure and fear of the unknown. It is our emotional intelligence that determines how we respond, our level of closure of the old, acceptance of the new and the level of resistance.

What is the best strategy for mitigating resistance to change?

Resistance to change starts in our emotional response and our ability to manage this response. Understanding our internal wirings to change acceptance and how we work with it rather than against it is the core to driving any strategy.

What is the best way to train employees to give them the skills they need to drive change?

Each employee will have a different alignment to change and therefore the way to train them needs to start with self-awareness, be owned and driven by the individual person. Working on our emotional intelligence enables understanding and to create a growth mindset acceptance of change.

Which barriers do change leaders need to remove to enable success?

Forcing people to love or embrace change will not work unless they can understand what is in it for them. Flashing the new ‘shiny toy’ and expecting them to love it because we do is naive and likely to trigger defense mechanisms.

With every change, there is an ‘ending’ of the old way. We lose something, especially in our mind. Success lies in knowing how to recognise the ending and create the transition rather than focusing on the end result. 

Change leaders should focus on communicating the value of the change, why the change is occurring and allow people to ‘choose’ to embrace the change rather than feel forced.

Resilience is the outcome of being able to manage the appropriateness and severity level of our emotions in any situation. In order to build resiliency, we must work on our individual emotional intelligence skills.

Accountability is one of the core areas of creating an ownership mentality. While being accountable is important, to really take it to the next level of proactivity and high performance, an ownership mindset is required.

An ownership mentality is the foundation of all emotional intelligence. It creates an ability to challenge but also accept reality and responsibility without triggering defensive and blame. This is where our ‘Own It’ modules of emotional intelligence dig deep into our wiring, our beliefs and values.

Our purpose is highly influenced by our values and beliefs and can be misaligned to material measurements rather than the emotional connection. Digging deep into our self-awareness to truly own who we are and the choices we make in life based on our priorities and potential consequences.

As human beings, we tend to either avoid these or totally lose the human connection and become driven by process and templates. Tough conversations must be had but they are only as tough as we make them. Leading the conversation with and emotional intelligence is less likely to trigger the defence mechanism and more likely to create ownership and success.

 

 

Empowerment is all about our ability to trust and lead rather than tell and fix. Our level of emotional intelligence and leadership influences the outcome more than the ability of the team member.

Effective time management is about understanding the wirings of our brain when it comes to energy, focus and our circadian cycle. When we align and leverage this wiring, along with the chemical transmitters, we work smarter rather than harder.

Keep it simple and create emotional connection! We can create impressive goals with the best intention but if they are not aligned to our embedded priorities and consequences then the subconscious mind will self-sabotage every time.

Sales is heavily reliant on our communication and the connections we create. Our emotional intelligence influences everything from the language we use, our mindset, our energy and our relationships with other people. We don’t buy products, we buy .

 

 

Communication is the make or break within any organisation or interaction. Technology is changing the way in which we communicate and creating more ‘blurred’ lines for misinterpretation. Understanding that communication is not about us, it is 100% about the person receiving the message. If they don’t understand it, that’s on us and our lack of emotional intelligence.

Our world is changing at a fast pace and as generations move through the workplace they have been influenced with different values and beliefs. There are strengths and weaknesses within each generation, but the reliance is on our adaptable leadership and EI skills to know how to create superstars regardless of their generation. Every one of us is different and there is no room for stereotyping or discriminating. It’s all about understanding what makes each person ‘tick’.

Leadership can be tough in a small to medium business where the leader still has a portion of ‘hands on’ responsibilities. Finding the balance between organisational and people leadership takes sifting through the many tasks of a leader to understand what makes each person in your team tick and what they need from you right now. Don’t get stuck in the ‘tick-a-box’ HR processes, use your EI to be an efficient leader.

Too often we let this get out of hand then resort to emotionless sterile processes. Managing underperformance takes regular honest conversations with structured time frames and expectations but, must first and foremost, be a humanistic and emotional intelligence approach.

Every one of us is wired differently which means we have different ways of learning. The biggest mistake we make in onboarding is that we tackle it with a cookie cutter approach and expect them to learn in the same method as we, ourselves learn. Creating an onboarding program with the foundations of emotional intelligence is how we maximize success.

The cases of overwhelm we are experiencing in the workplace are increasing as our workloads grow and our resources become more sparse. The only thing we can control is ourselves and how we choose to respond. Understanding how the human brain is wired and how to leverage this for efficient and high performance will change our energy levels and our success.

New teams are built on relationships and connections. Trust and respect are the outcome of the connections and impressions we create. It is common for us to struggle to first understand those that are wired differently to us. Learning how to leverage and balance the strengths to complement each other changes the dynamics of the team.

Empathy is the greatest skill we can ever master but it is often misunderstood, especially when compared with sympathy or caring. Emotions are present in the workplace whether we like it or not, empathy helps us to understand what is driving the emotional reaction and how to achieve the outcome with buy-in, rather than defence or conflict

AI is truly amazing and moving at such an incredible speed. What it looks like today will be different to what it looks like next week. The one factor that will never change is that AI is not a human so therefore can never be a human. We have been studying the human mind for centuries and still don’t completely understand it. Emotions are being programmed into AI but they will always be restricted based on a pre-programmed response rather than a natural response aligned specifically to the situation and the needs of the people involved.

TALK TO AMY

We'd love to hear from you. Let us know how we can help!

TALK TO AMY

We'd love to hear from you. Let us know how we can help!