Bravo! It’s safe to say that our first #TChat attracted talented, insightful participants eager to engage (one of our favorite verbs). You can read up on our preparation post to see our introduction of the chat idea to the community. This is a wonderful work in progress.
At the intersection of Talent + Culture, you’re all welcomed for your like-mindedness and celebrated for your unique thinking.
At the intersection of Talent + Culture, you’re all right here.
Our community. Your community. The TalentCulture Community.
The first one was last night, November 16, from 8:00 – 9:00 p.m. ET. We discussed Emotional Intelligence and the importance of assessing it and developing it, which for us, is everything that makes a best place to work – the best talent (people) and the best workplace culture.
There are many varying definitions of emotional intelligence, but the one we used last night was:
Emotional intelligence is a person’s ability to understand and manage their emotions and those of others.
You can check out the participation stats here, and the transcript, but we had a smart bunch of diverse folk during the hour and beyond. Lots who believe that the two decades of science and research behind emotional intelligence is sound and valid, and yet many contrarians who thought EI is a whole bunch of hoo-hah.
During the hour alone, there were over 240 contributors and over 1,400 tweets. Not sure how that compares with other Tweet Chats, but we certainly weren’t expecting that kind of response. Thrilled, but didn’t expect it.
The questions we asked included:
- Question #1: What role do emotions play in the workplace? And should they play a role?
- Question #2: How do you deal with conflict in the workplace?
- Question #3: How can emotional intelligence help (or hurt) employees engage with stakeholders both inside/outside a company?
- Question #4: Are virtual/mobile workforces changing the way we emotionally engage (or don’t) and communicate with one another?
- Question #5: How much wood could a woodchuck chuck if he/she was highly emotionally intelligent?
Okay, so #5 was a joke. You got us there.
For those of you who asked if companies are really investing in assessing and developing emotional intelligence to improve the bottom line (like @BethHarte — thank you!), here are some examples (EI and EQ are interchangeable):
- According to Whole Foods CEO John Mackey, for leadership positions, emotional intelligence is more important than cognitive intelligence.
- At PepsiCo, executives identified as emotionally intelligent generated 10% more productivity and added nearly $4 million in economic value.
- At Sheraton, an emotional intelligence initiative helped increase the company’s market share by 24%.
- L’ Oreal realized a $91,370 increase per head for salespeople selected for EQ skills. The group also had 63% less turnover than sales staff not part of the EQ program.
- Coca-Cola saw division leaders who developed EQ competencies outperform their targets by more than 15%. Division leaders who didn’t develop their EQ missed targets by the same margin.
- The US Air Force reduced recruiter turnover from 35% annually to 5% annually by selecting candidates high in emotional intelligence. Total cost savings of $3 million per year on a $10,000 investment.
- Hallmark Communities sales staff who developed emotional intelligence were 25% more productive than their low EQ counterparts and EQ was more important to executive job performance than character, strategic thinking, and focus on results.
Join us for #TChat every Tuesday from 8-9 p.m. EST, 5-6 p.m. PT and 7-8 p.m. CT.
Next week’s topic to be announced soon! You can join in from all over the globe!