Emotional Intelligence, or EQ, is the capacity to understand and manage your emotions. It is that "essence" in each of us that affects how we govern our behavior, navigate social complexities, and make personal decisions which power us to achieve positive (or negative) outcomes. And most importantly, it drives our life, work and career success.

Emotional Intelligence is responsible for 58% of individual performance.

Let’s get busy enhancing yours.

Life and the workplace are packed with situations which require individuals and teams to approach complex issues and solve them using unique and innovative approaches. Employees who can communicate and relate with coworkers, develop strategies and overcome issues are more likely to succeed.on text goes here

Communication is perennially at the top of the skills list employers seek and wish to cultivate. There's good reason. Communication is what makes our professional and personal relationships thrive. It's how we show engagement, internalize change, and get things done. Communication is the impetus to success.

That's reason enough to improve — and continue improving — this essential soft skill.

Adaptability increases your capacity to weather change, no matter how serious that change may be. Instead of squandering energy attempting to change your circumstance, you will change yourself from within, thus helping yourself rise and thrive in and from whatever demanding situation you may have encountered.

Adaptability is equally important at work and as a tool for progression in your career. As employers continue to shift from singular job roles to job rotation and flexible job descriptions, adaptability will also continue to rise as a much sought-after soft skill. For good reason, flexibility/adaptability is identified as one of the most desirable candidate traits employers seek, as it is the quality of being able to adjust and respond to new conditions.

Those with a high Adaptability Quotient (AQ) also possess one of the principal underpinnings of a growth mindset, which is the ability to view challenges as opportunities; this enhances their employability factor through continual learning and improvement. goes here

Do you sense rough seas ahead or are the waters getting a bit “choppy”? Times of disruption and uncertainty are tough on everyone - even leaders. We’ve yet to meet a leader who enjoys having to lay off people; in fact, most find the task agonizing. Many forces are beyond your control in tough times, yet many are under your complete control, such as your attitude, your mindset, your dependability, your ambition to keep the boat afloat or even take the helm, your desire to row the extra mile, and your contributions as an optimum team player all have a significant impact on whether you are asked to remain a member of the crew. Many who choose to succumb to the negativity and act differently (go dark) tend to find themselves standing without a seat when the music stops.

To remain relevant and increase awareness of your contributions it’s essential to build strong relationships with your team-mates and superiors. During a recession, companies are forced to make cuts. Those with strong relationships with their colleagues are more likely to be insulated from downsizing.

Furthermore, building good relationships with those in charge will make you more likely to be considered for advancement when the economy improves.

Have you ever noticed how some people always seem to attract the best of opportunities? They receive promotions, easily scale the corporate ladder, or are sought after by other employers. It’s easy to dismiss as luck, connections, or privilege - and sometimes that may just be the case. But in most cases it’s that they are an opportunity magnet. They have the ability to communicate their value - and most importantly, create value for others.

No one is immune from losing their job, but learning what skills are necessary and will continue to remain relevant across the full spectrum of work will help you remain competitive in a volatile market and even pivot into new roles or industries. Remaining relevant is key.

Organizational citizenship behavior (OCB) means going "above and beyond" at work or when an employee contributes beyond the formal job description or assigned duties. It is an action taken by an individual that is voluntary and not formally recognized or rewarded by an organization, but promotes the organization’s effective functioning and mission. Simply put, it is elective behavior that goes above and beyond the requirements of the job to help benefit the organization or the team, yet is not necessarily compensated by the traditional organizational reward system.

“Researchers conducted a multi-part study over the course of a whole work week. They found that people who engaged in more OCB during the day had higher levels of work meaningfulness at the end of the day. Work meaningfulness is the extent to which employees feel that their job is useful or significant. The authors posited that engaging in OCB allows employees to feel more control over their activities, as well as feel good about helping others. Both of these components could lead people to experience work meaningfulness, more vigor, and more energized through engaging in OCB.”

— Going the Extra Mile and Feeling Energized: An Enrichment Perspective of Organizational Citizenship Behaviors, C.F. Lam, W.H. Wan, C.J. Roussintion