Building the EQ Organization

We have a unique 3 - phase intervention for supporting planned changed in an organization.
It is a comprehensive strategy which improves the organization's problem solving and
renewal processes, particularly through a more effective and collaborative work culture.
    Broadly, We Aim to Increase:
    • Enthusiasm and satisfaction in the employees.
    • Candor, trust and support where problems are brought up, in contrast to "sweeping things under the rug".
    • Synergistic solutions to problems. Synergistic solutions are creative solutions in which 2 + 2 equals more than 4, and through which all parties gain more through co-operation than through conflict.
    • Level of self and group responsibility in planning and implementation.
Phase 1: EQ and Self-Leadership
Focus is on personal growth and empowerment
1. Objectives: Know Yourself
  • What are my triggers which send me to fight/ flight reaction?
  • How do I impact others?
  • How can I find the calm in the storm so that I can stay focused on my larger purpose?
  • How can I keep bridges of communication open during difficult emotions.
2. Process: Action and experience oriented learning
  • Participants enact situations of every-day professional life.
3. Outcome:
  • Analysis of data collected - What is the shared background of the issues members are bringing? What are trends about the 'way we work together?'
  • Develop practical solutions/ alternatives - Practice new behaviours and test them by applying to real situations.
Phase 2: Team Development
Focus is on developing group dynamics so that team is able to function smoothly
1. Objectives: Better alignment, collaboration and cohesion between various groups and functions
2. Process: Through experiential processes, we explore:
  • How well does our cooperation work?
  • How do I feel in the team?
  • Who takes ownership, and who stands in the periphery?
  • How are disagreements and conflicts handled?
3. Outcome
  • Building of group cohesion.
  • Raise awareness of established role patterns, and if necessary, change them
  • Collective building and acceptance of team norms, values and goals.
Phase 3: Organization Development
Focus is on supporting planned change in the organization as a whole
1. Objectives: Optimization of-
  • Structures that determine organizational processes (communication channels, definitions of tasks and roles).
  • Mission statements, visions, goals.
  • Organizational, leadership or communication culture.
  • Learning ability of the organization.
2. Process:
  • We get people involved in the change process by acknowledging their wishes and ideas.
3. Outcome
  • Long range effort to improve the organization's problem solving and renewal processes, particularly through a more effective and collaborative management culture.
Because of the furious pace of change today, difficult relationships sabotage more business than anything else. It is not a question of strategy that gets us into trouble; it is a question of emotions.
~ John Kotter, Harvard Business School