Emotional Intelligence is a More Reliable Parameter of Success Than IQ

Emotional Intelligence is a More Reliable Parameter of Success Than IQ

Key Takeaway:

Intelligence Quotient (IQ) is no longer the gold standard of a person’s ability to succeed. Emotional intelligence is being hailed as the quality essential for success.

From about a couple of decades, psychiatrists have developed the emotional quotient criterion, the new paradigm which could push the traditionally accepted Intelligence Quotient into oblivion.

What is Emotional Intelligence?

Psychologists describe emotional intelligence or Emotional Quotient (EQ) as consisting of the following:

  • The ability to face challenges by being aware of one’s own self;
  • Ability to find positive ways of dealing with stressful situations;
  • Communicating effectively and politely with others;
  • Empathizing with people;
  • Willingness to form healthier relationships by working closely with people;
  • Ability to use all these qualities to achieve success at work and in life.

Which of these do Organizations Prefer?

Of the two types, most workplaces would prefer the person with emotional intelligence, for these reasons:

A good guiding principle for formulating a dress code that does not offend most employees could be the golden rule followed in several jurisprudences: your right ends where his nose begins. Placed in the context of office dress code matters, the interpretation of this maxim is quite simple: allow anyone to practice any dress code, so long as that is not going to overtly hurt others.

  • Change is the only constant in business;
  • Every day is a new one that comes with its own unique, hitherto unseen challenges;
  • Reliance on books is not the answer to evolving and changing situations;
  • The person with emotional intelligence is at home, whereas the person with high IQ may not be able to handle with grace and ease.

In order to understand how emotional intelligence can be used to better one’s performance at the workplace, enroll for our highly interactive Related Webinars.

Intelligence Quotient vs Emotional Intelligence

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Effective Hiring and Interviewing Lies at the Core of an Organization’s Strength

Effective Hiring and Interviewing Lies at the Core of an Organization’s Strength

Key Takeaway:

Hiring and interviewing are the most important techniques for building an organization’s critical mass. HR has to work diligently on these aspects

Ask any HR professional what she would rate as the organization’s most important asset, and the answer is not likely to be anything other than “people”.

Indeed, people are an organization’s greatest strength, and how does an organization find and cultivate this asset? Through effective hiring and interviewing, of course. Interviewing skills make or mar a great hire. Only organizations that adapt effective hiring and interviewing get the best people, and unfortunately, the opposite is equally true: poor skills result in inappropriate candidate selection, leading to potential loss of millions of dollars.

What should Effective Hiring and Interviewing Skills be like?

Ask the questions that help the organization thoroughly assess the candidate’s suitability, strengths and weaknesses

  • Identify subtle and invisible dark spots in the hire’s skills or character;
  • Knowing the art of interpreting evasive responses from candidates;
  • Demonstrate thorough knowledge of the legal aspects of hiring.

Want to further explore ways by which you can practice effective hiring and interviewing skills? Take time off to attend these highly enriching Related Webinars.

For hiring and interviewing to be effective, the following aspects, among others, of a candidate’s characteristics need to be assessed:

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Setting the Right Dress Code Can be a Nightmare for Organizations

Setting the Right Dress Code Can be a Nightmare for Organizations

Key Takeaway:

HR needs to do tightrope walking when it comes to spelling out a clear policy on dress. It has to take important sensibilities into consideration before coming out with a policy.

Among the slew of issues HR is faced with, dress code at the organization can be quite a contentious one. It is because the dress code is an important reflector of the organization’s culture. Many employees, especially in free societies, like to use the dress code as an important symbol to demonstrate their love of freedom.

Yet, setting the right dress code can be quite a nightmare for HR. This is because the diversity of the workplace, while being a great asset, can also bring in sufficient scope for disagreement and unpleasantness. It is because of the existence of diversity that something that one individual or group cherishes may not bring the same cheer to someone else that could be from a different background. Any dress code that seems to favor any group, even if done inadvertently, can lead to some discomfort with others.

Possible Areas of Conflict

Some of the common areas on which there can be sensibilities for employees:

  • Race
  • Color
  • Gender
  • Physical Condition
  • Sexual Orientation
  • Religion

A good guiding principle for formulating a dress code that does not offend most employees could be the golden rule followed in several jurisprudences: your right ends where his nose begins. Placed in the context of office dress code matters, the interpretation of this maxim is quite simple: allow anyone to practice any dress code, so long as that is not going to overtly hurt others. Related Webinars on how to get this right can turn out to be useful.

A Rule that Applies to every Employee

Although dress codes can be a potential source for nightmares, HR has to eventually create a policy that will satisfy the most and hurt the least.

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Organizations Should Inculcate the Habit of Document Retention

Organizations Should Inculcate the Habit of Document Retention

Key Takeaway:

It is crucial for organizations to stay compliant with document retention guidelines. They run the risk of inviting lawsuits if they fail to.

Document or record retention is a very important, yet tricky part of an organization’s working. This is because there are comprehensive guidelines as to the duration and type of document retention, depending on the nature of the document. Failure to comply with the regulations lands the organization in legal trouble.

There are a myriad number of types of documents that need to be retained by an organization. Each of these comes with a stipulated time period. A few of the kinds of documents that have to be retained:

  • Employee records;
  • Tax and expense records;
  • Board level meetings records;
  • Public filings/press releases;
  • Files relating to the legal aspects of the organization;
  • Intellectual property consisting of patents, copyright, trademarks, trade secrets;
  • All kinds of contracts the organization may have entered into;
  • Stipulated kinds of emails.

Given the enormity and complexity associated with document retention; organizations could consider the following:

  • Publish information about document retention to respective departments and employees;
  • Get expert help in sorting out confusion regarding the periodicity of document retention;
  • Ingrain the habit of document retention into the organizational mindset;
  • Make it part of organizational policy.

In conclusion, the regimen of retaining of documents has to be instilled into the relevant employees in the organization. To know more about how to do this better, you can enroll for our Related Webinars

The most common challenges Organizations face with Document Retention:

A few Practical Solutions

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Diversity in the Workplace is all About Embracing Differences

Diversity in the Workplace is all About Embracing Differences

Key Takeaway:

Diversity in the workplace brings different perspectives and thinking into the workplace. It helps employees learn to understand each other better and removes insularity.

If there is one mantra that is most commonly associated with the modern workplace; it has to be diversity in the workplace. Diversity in the workplace has gained greater momentum in this age of globalization. World over, there is a tendency to accommodate multiculturalism through a diverse workplace. Diversity at the workplace could relate to any or all of these and more:

  • Culture;
  • Language;
  • Race;
  • Complexion;
  • Religion;
  • Philosophical outlook;
  • Dress habits,and so on.

The Greatest Benefit of a Diverse Workplace – Learning to Accommodate

Why organizations need to have a diverse workplace is best spelt out by Charles K. Poole of Citi: “You can’t categorize diversity based on what a person looks like. It’s what that person can do for the organization”.

Want to learn more about managing diversity at the workplace and getting the most out of diverse resources? Visit our Related Webinars

Clear-cut Advantages

diversityintheWorkplace1There is thus a world of advantage to be gained by employing people of different diversity.

Putting Compensation Statistics in the Right Perspective Will Lead to Increased ROI

Putting Compensation Statistics in the Right Perspective Will Lead to Increased ROI

Key Takeaway:

Accurately carried out compensation statistics, when shorn of its jargon, is a useful tool to understanding the dynamics of compensation. This is a critical tool in calculating ROI.

Normally, most discussions on compensation statistics tend to go over the head and over the roof. They tend to be full of arcane data, high-sounding parlance, and muddling tables and figures.

No wonder, professionals in the field of compensation packages use the term “descriptive statistics” to describe the elements of information used in the development and management of pay programs.

How to prepare compensation statistics and how to make sense of these?

Arriving at compensation statistics involves having to get a grasp of these concepts:

  • Pay structure development
  • “Control points” in pay ranges, including minimums, midpoints and maximums
  • Weighted and un-weighted averages
  • Means, medians and modes
  • Weighted and un-weighted averages
  • Regression and correlation analysis
  • Standard deviations and data ranges
  • Compa-ratios, and
  • Independent and dependent variables.

They need to be demystified, if an organization has to get a good grasp of what to do with compensation statistics and how to use them for understanding one of the organization’s core financial aspects, ROI.

To get a clear understanding of how to unravel the esoteric concepts behind compensation statistics, a perceptive learning session at our Related Webinars will be of immense help.

Way to go with Compensation Statistics

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Employees Can be Coached for High Performance

Employees Can be Coached for High Performance

Key Takeaway:

Coaching for high performance is like coaching for any other skill. Employees can be handpicked and chosen for high performance, leading to better outcomes for the organization

There are many faculties and abilities we are all born with. Experts believe that some of these are natural, while others need to be inculcated by constant effort and practice. Whether leadership is natural or acquired has been a major debate among experts in the field of management, business, psychology, sociology and the like.

The core purpose any organization is to get the best out of its employees. Organizations can imbibe skills in their employees, leading them to improved performance.

Benefits of High Performance Coaching

When an organization’s employees undergo coaching for high performance, there is a palpable change in behavior, as a result of which there are conspicuous benefits:

  • Improved overall productivity from team members;
  • Greater consistency in performance from everyone;
  • Increase in the desire to perform better at all levels;
  • Reduction in negativity in the professional environment;
  • Greater realization of individual potential;
  • Increase in the competency and confidence levels of employees

To help understand the nuances of coaching for high performance better, Related Webinars are a great option.

Attributes of Coaching for High Performance

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