Performance improvement can be done at the individual, group, or organizational level. A typical performance improvement cycle for a functional group (such as Customer Service) looks like this:

Step 1: Overview - Why the program is initiated / introduction to emotional-social intelligence workshop (group).

Step 2: Individual Assessment (EQ-i, MSCEIT, EISA, TESA, for example).

Step 3a: Group debriefing and creation of goal-oriented personal development plan.
Step 3b: Addressing group needs.

Step 4: Monthly individual check-in: Review and revise individual development plan as needed.

Step 5: Mid-Term Group meeting (3-6 months): assessment of progress. Group Development.

Step 6: Monthly individual check-in: Review and revise individual development plan as needed.

Step 7: Group review of performance improvement/wrap up. Reassessment.

Ongoing: Bi-weekly email information-grams concerning EI competencies.

At the very top of the corporate ladder where differences in technical competencies were negligible, the success of star performers could be attributed
to Emotional Intelliegnce
in almost 90% of case studies.

"John - Thank you for being a part
of who we are. I wish I could tell you about all the ways I'm using this knowledge. You are great!"