Fed up hearing L&D bang on about Emotional Intelligence? It’s the results, stupid!

If I had a euro for every time a manager rolled his eyes when I mentioned the words Emotional Intelligence, I’d be half way to buying myself an expensive pied-a-terre is some salubrious part of the world.

I have tried (and failed) to figure out why these two words seem so threatening to some (definitely not all I hasten to add!) in positions of management.  Do they think it’s mumbo jumbo? Are they afraid of talking about, or having to identify their emotions? Or are they just tired of hearing the term?   Perhaps it’s a combination of all the above.

The good news is that once said managers give in, shrug and say, ‘alright, show me what you’ve got,’ they are usually more than a little surprised, and in a good way.   I keep banging on about it because I have seen the results.

Leaders who develop their EI are more able to understand, not only how to communicate effectively with their staff, but also how to better interpret the reactions and emotions of said important people. 

Imagine your beloved cat or dog just died.  You really don’t want to go into work, but you must because you have an important meeting.  Your manager is either a) completely lacking in EI and won’t want to hear about your beloved pet, and even if they do, won’t give a damn and will expect you to work as hard if not harder than ever.  However, if it is b) and your manager is well versed in EI, they will notice straightaway that something is wrong and call you into their office.  They will let you tell your story for 10 minutes during which they will actually listen.  After which they will naturally empathize by recounting a similar experience, after which time you are much more likely to get on with your work effectively and with gusto, knowing you have a manager who values you.

Managers and leaders who develop their EI are more self-aware and they just get-it.  They have happier and more productive staff and they know that a little understanding goes a long way.  They are also smart enough to know that it doesn’t mean giving up half your day to listen to someone’s sob story.  Most employees are wise enough to reign it in and not take up too much of their manager’s time.   EI managers are smart, wise beings.  We need more of them.  If you are an employee reading this who would like your own manager to show a little more EI, you can tell him or her you read this fascinating blog post……

If you are a manager or in a leadership role and I have piqued your curiosity even a little, I would love to tell you more about the incredible Team Effectiveness Programme and the Team Discovery Programme that I run as a facilitator for EBW.   They include the following: 

  • The EBWt Team Report provides a road map of where and how a team needs to develop their EI. It gives detailed feedback to empower teams to understand and take personal responsibility for critical emotions and behaviours at work. This transforms an average team into a high performing team.
  • The Team Discovery Workshop delivers unique team insights into why people behave the way they do and how to change the way they work together.
  • Action plans for further EI development are worked through.
  • Ongoing coaching support if required.

I am passionate about this work, as I have seen the results first hand. I would welcome a chance to tell you more.    So, with no obligation whatsoever, get in touch. 

You can call me on 0857272135 or email me at jsmcgrath@equilibria-coaching.com or find me on LinkedIn at https://www.linkedin.com/in/justine-mcgrath/

Thank you for taking the time to read this post.  It is much appreciated.

P.S. If you aren’t aware of the quote by James Carville which goes ‘It’s the economy, stupid,’ which he used in Bill Clinton’s presidential campaign, you may be offended by my title. I hope you get it!

Do you think you are self-aware? Hmmm? Really?

The Power of the EBW Psychometric Testing and Coaching System lies in its ability to develop your self-awareness.

During my training in executive coaching, we had to do an exercise that involved asking other people for feedback/insights about ourselves.  There were a series of questions for those who knew us best to complete.  It was painful!  However, the pain brought astonishing rewards, and to this day, some twelve years later, I refer back to those insights people had about me as a reminder of how much I learnt about myself.

How we see ourselves is rarely, if ever, how other people see us.  So, how are we expected to change/improve ourselves, if we have no self-awareness?

The answer is we can’t.  The first step to improving ourselves as people, as managers or leaders or colleagues is to work on our self-awareness.  The problem is, most people have no idea where to start.  

That’s where I can help.  The EBW (Emotions and Behaviours at Work) psychometric assessment and follow-up coaching system (entirely tailored, so you can do as much or as little as you like) is your first step to greater self-awareness. 

By learning how you rate on the 8 emotional behavioural clusters that predict success in the workplace, and more importantly, what strengths and weaknesses you have in each area and why, you can learn an enormous amount both about how you view yourself and how others view you.

The eight areas are:







Stress Resilience.

Imagine finding out a lot more about yourself in relation to those eight areas – sound useful?

It covers a lot of ground I can tell you.  I could have coaching sessions with someone on one area alone for several hours, if time was not such an issue.

Believe me when I tell you – I have seen managers and employees uncover fascinating insights about themselves after completing the EBW.    

The other advantages are, its simplicity – only 20 minutes maximum to complete, results are comprehensive and easy to understand, and to provide the cherry on the cake, there is the option of follow-up coaching to iron-out and work on the areas that require development.

It takes effort, commitment and will to improve your self-awareness, but the rewards are SO worth it.  The truly outstanding leaders of today understand that self-awareness is not a box to be ticked or a goal to be reached, but a lifetime journey of discovery. 

For further details and a no-obligation call to discover if the EBW system is the one for you, call Justine on 0857272135 or email jsmcgrath@equilibria-coaching.com

Why use the EBW System?


Before I tell you why I became a facilitator of this Business Emotional Intelligence system, firstly let me explain clearly what it is and who developed it.  From the EBW website:

“The EBW System was developed in 1997 by a team of Occupational Psychologists led by Dr Neil Scott (author of ‘This book has feelings’) to improve business performance.

The EBW Emotional Intelligence System for Business is a unique global assessment and development tool for Executive Coaches, HR experts and Psychologists.

Based on over 20 years of worldwide use and research, it enables you to get leaders and teams to understand why they behave the way they do and to use a highly effective coaching framework that improves their occupational performance.”

I set up my coaching business in 2008.  It took me several years to gain any momentum and since then, I have constantly worked on my professional development.   One of the areas I was always fascinated with was Emotional Intelligence.  Why?  Well, I saw what happened in companies when employees, and more particularly managers or leaders lacked EI.   Lack of self-awareness led to poor communication, arrogance, lack of empathy and a demotivated workforce.

I studied everything I could find on EI and recently came upon EBW.   Aha!  Here was a company that was specifically targeting EI to the workplace.  Following a long chat with their head Occupational Psychologist, I knew this was a quality outfit.   With a client list including M&S, Zurich, L’Oréal and many other prestigious firms, the EBW provides proven results in developing leaders’ Emotional Intelligence in the workplace.

As well as a psychometric assessment with detailed feedback, the EBW has a 10-week coaching follow-up programme.  If 10 weeks sounds like too much of a commitment, this can also be distilled down into three two-hour sessions or tailored to suit the situation. 

It enables leaders to further develop their EQ strengths, work to identify their weak spots and improve these areas.  Overall this programme leads to more self-aware leaders and managers who become excellent at negotiating, encouraging, empathizing and motivating their staff and themselves.  

I have personally seen many executives reach a much deeper understanding about their own behaviours, and these revelations have been startling in some cases.  In order to change, leaders and managers must start with self-awareness and there is not one of us who hasn’t work to do in that area.

  To find out more about the EBW System, call me (Justine!) on 0857272135 where I would be delighted to explain the finer details and options available to help you get your company off to the right start in 2019.