Emotional and Social Intelligence

Assessments, Coaching and Training
(ESCI)

Emotional and Social Intelligence​

Assessments, Coaching and Training
(ESCI)

Are you worried that your leaders are deficient in the skills they need to build bonds with and inspire their team?

At Customer Fanatix, we understand what it takes to engage employees to go over and above in the work that they do. Our founder literally wrote the book on employee loyalty, which is primarily driven by either their direct manager or decisions made by other senior leaders.

 

Why not fill the gaps that exist between your leadership and your frontline by investing in growing their emotional and social intelligence?

What is Emotional Intelligence?

Watch the video below to understand more

Emotional Intelligence (EI) helps you measure and develop high performance behaviors.

EI helps you measure and develop these star qualities in your people, whatever their role or level, using the Emotional and Social Intelligence Competency Inventory (ESCI)  – the most validated measure of EI behaviors on the market.

The Benefits

The ESCI is the outcome of research into what outstanding employees do to meet their performance criteria at work. So, you can be confident that you are measuring what matters.

The ESCI measures behaviors that can be developed, rather than personality. It offers meaningful feedback on how an individual’s behavior comes across to others and what their strengths and weaknesses are. ESCI feedback helps employees develop their EI and put it to better use in your organization.

Repeat use of the ESCI enables employees to keep working on their EI over time and our change report will highlight areas of improvement.

The return on your investment:

Across job functions and industries, our research studies show that EI behaviors create the conditions that drive performance:

  • Enhanced innovation.
  • Faster acceptance of change and integration initiatives.
  • More effective use of time and resources.
  • Improved motivation.
  • Teamwork and collaboration. And the significance of EI increases with job difficulty. A top performer in a complex role can be as much as 127 per cent more productive than an average performer (Hunter, Schmidt & Judiesch, 1990).
  • Competency research in over 200 organizations worldwide attributes a third of this difference to technical and cognitive ability, and two thirds to EI (Goleman, 1998).

How does it work?

The process is simple and easy to implement:

  1. Employees and their raters respond to 68 questions which provide feedback on 12 emotional and social intelligence competencies.
  2. Our team reviews the results.
  3. One of our team members meets with the rated employee/leader to discuss the findings and can coach them over time with specific strategies to improve EI and relationships.
  4. If requested, our team can provide a group workshop to dive deeper into ways to help your team work more effectively together given their differing emotional intelligence ratings.
Daniel Goleman's Emotional and Social Intelligence Framework via Korn Ferry

The Benefits

The ESCI is the outcome of research into what outstanding employees do to meet their performance criteria at work. So, you can be confident that you are measuring what matters.

The ESCI measures behaviors that can be developed, rather than personality. It offers meaningful feedback on how an individual’s behavior comes across to others and what their strengths and weaknesses are. ESCI feedback helps employees develop their EI and put it to better use in your organization.

Repeat use of the ESCI enables employees to keep working on their EI over time and our change report will highlight areas of improvement.

The return on your investment:

Across job functions and industries, our research studies show that EI behaviors create the conditions that drive performance:

  • Enhanced innovation.
  • Faster acceptance of change and integration initiatives.
  • More effective use of time and resources.
  • Improved motivation.
  • Teamwork and collaboration. And the significance of EI increases with job difficulty. A top performer in a complex role can be as much as 127 per cent more productive than an average performer (Hunter, Schmidt & Judiesch, 1990).
  • Competency research in over 200 organizations worldwide attributes a third of this difference to technical and cognitive ability, and two thirds to EI (Goleman, 1998).

How does it work?

The process is simple and easy to implement:

  1. Employees and their raters respond to 68 questions which provide feedback on 12 emotional and social intelligence competencies.
  2. Our team reviews the results.
  3. One of our team members meets with the rated employee/leader to discuss the findings and can coach them over time with specific strategies to improve EI and relationships.
  4. If requested, our team can provide a group workshop to dive deeper into ways to help your team work more effectively together given their differing emotional intelligence ratings.
Daniel Goleman’s Emotional and Social Intelligence Framework via Korn Ferry

Wondering how increasing your emotional intelligence
leads to stronger leadership?

Check out one of Daniel Goleman’s earliest pieces on
why emotional intelligence produces greater leadership capabilities.