Ensure decisions taken under workplace emotional intelligence would withstand external scrutiny.
Building Emotional Intelligence in the Professional Workplace
Practical training in workplace emotional intelligence, grounded in real cases and applied to your own operation.
📍 Tripoli🗓️ 5 training days📚 4 modules🎓 Accredited certificate
5intensive training days
4scientific modules
8training sessions
32detailed points
Course Overview
Policy on workplace emotional intelligence is judged by how it is applied in the difficult cases, not the easy ones. A process for the practice within people management and development that managers quietly work around has already failed. The level assumes working familiarity with the workforce but no prior formal training in this strand of people management and development. Organisations that document workplace emotional intelligence properly resolve disputes about it far more quickly. The outcome is a practitioner who can hold a position on this part of people management and development and revise it on evidence. Participants leave with a method for the practice within people management and development, not a set of opinions about it. Most organisations already have a policy on workplace emotional intelligence; far fewer can show it working. The teaching approach is deliberately practical: participants build a people policy for this aspect of people management and development as they go. Work concludes with a self-assessment of the people management and development discipline that participants can repeat annually.
Expected Learning Outcomes
Adapt recognised practice on workplace emotional intelligence to local constraints without hollowing it out.
Structure records of workplace emotional intelligence so that they answer the questions an auditor will actually ask.
Prepare managers for the emotional load workplace emotional intelligence places on them.
Recognise early indicators that workplace emotional intelligence is drifting away from its intended design.
Equip managers to hold the difficult conversations workplace emotional intelligence requires.
Plan succession and continuity for the roles most exposed to workplace emotional intelligence.
Who Should Attend
Senior leaders accountable for the culture workplace emotional intelligence produces.
Those responsible for briefing external stakeholders on workplace emotional intelligence.
Reward and compensation staff whose frameworks interact with workplace emotional intelligence.
Public sector officials applying workplace emotional intelligence within a regulated framework.
Recruitment and resourcing staff affected by workplace emotional intelligence.
Individuals developing their own capability in workplace emotional intelligence.
Course Modules
Workplace emotional intelligence: fairness, equity and consistency
2 sessions · 8 pointsSession 1What has to be agreed before work on workplace emotional intelligence starts
- Anticipate the objections workplace emotional intelligence will raise and prepare the answers.
- Confirm that contractual obligations around workplace emotional intelligence are understood.
- Plan the sequence in which improvements to workplace emotional intelligence will be introduced.
- Test the policy on workplace emotional intelligence against three real cases from the past year.
Session 2Appeals and grievances arising from workplace emotional intelligence
- Define who decides on workplace emotional intelligence and who may only recommend.
- Check that records of workplace emotional intelligence answer the questions likely to be asked.
- State the purpose of workplace emotional intelligence in one sentence a new manager would understand.
- Set the review interval for workplace emotional intelligence and who attends.
Workplace emotional intelligence: communication and employee understanding
2 sessions · 8 pointsSession 1Making workplace emotional intelligence work when resources are constrained
- Record the rationale for each significant choice made about workplace emotional intelligence.
- Plan succession for roles most exposed to workplace emotional intelligence.
- Compare intended and actual outcomes of workplace emotional intelligence honestly.
- Confirm records relating to workplace emotional intelligence meet retention and privacy rules.
Session 2Closing out workplace emotional intelligence and capturing what was learned
- Distinguish symptoms from causes when workplace emotional intelligence underperforms.
- Verify six months later that changes to workplace emotional intelligence have held.
- Design the communication for workplace emotional intelligence around the questions people will actually ask.
- Measure the effect of workplace emotional intelligence on retention and performance, not activity.
Workplace emotional intelligence: evidence, data and honest measurement
2 sessions · 8 pointsSession 1The conversation about workplace emotional intelligence managers most often avoid
- Name a single owner for each element of workplace emotional intelligence.
- Estimate the resource workplace emotional intelligence requires to run as designed.
- Agree what will be standardised in workplace emotional intelligence and what will not.
- Agree the smallest change to workplace emotional intelligence that would be visibly useful.
Session 2The exception to workplace emotional intelligence that sets the precedent
- Establish the boundary of workplace emotional intelligence and record what sits outside it.
- Review workplace emotional intelligence for unintended equity effects across groups.
- Pilot changes to workplace emotional intelligence in one area before wider rollout.
- Check that workplace emotional intelligence complies with current labour regulation in every location.
Workplace emotional intelligence: capability across the management line
2 sessions · 8 pointsSession 1Writing a policy on workplace emotional intelligence a line manager can actually use
- Identify the data the organisation already holds that bears on workplace emotional intelligence.
- Train line managers on workplace emotional intelligence rather than handling every case centrally.
- Estimate the cost of workplace emotional intelligence and the cost of leaving it unchanged.
- Build the appeals route for workplace emotional intelligence and publish it.
Session 2Applying workplace emotional intelligence consistently to the person you like least
- Collect evidence on the present handling of workplace emotional intelligence before proposing changes.
- Set the consistency check that catches uneven application of workplace emotional intelligence.
- Prepare the response for the most likely failure in workplace emotional intelligence.
- Prepare the summary of workplace emotional intelligence that senior management will read.
Choose the package that suits you
Silver Package
At least 3 people
USD1,250
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Gold Package
At least 3 people
USD1,850
- 5-night stay in a 5-star hotel
- Workshop or Program Participation
- Airport Transfers
- Customized Badge
- Expert Mentorship (Private Sessions)
- Supervision & Secretarial Services
- Accredited Certificate of Participation
- Complete Training Kit
- Coffee Break
- Closing Ceremony
Complete your registration
We will contact you within one business day to confirm.