Program
Emotional Intelligence
Emotions
Clinging to decisions
Every decision made by an executive is influenced by their emotions. It is therefore essential to understand how these emotions impact their actions at work, their ability to motivate others, and their ability to foster a healthy work environment.
Anger Fear Joy Surprise Sadness Disgust
Emotional Intelligence influences the decision-making process
Mastering the decision-making process is crucial for an executive. You need to be able to identify impacts, explore options and choose the best solution by harmonizing emotions and reality. Neuroscience highlights the importance of emotions in decision-making. Understanding this transition is of the utmost importance, particularly in teams, to transform challenges into opportunities. This skill requires well-developed emotional intelligence.
ANGER OR FEAR
Behind anger, an emotion frequently experienced by executives, often lies fear, anxiety or dread. So the origin of this anger will be very different if we only consider anger. Understanding how emotions interact with each other is essential to finding valid solutions.
IS IT REAL OR NOT
Every day, we face unconscious beliefs inherited from our environment since childhood. Currently, 300 cognitive biases have been identified. These factors have a constant impact on our perception of the world around us. What are yours?
TO FACE THE OTHER OR NOT
How should you behave when you feel challenged, questioned or accused by employees, colleagues or superiors? Rather than reacting aggressively or running away, what other conscious options can you consider?
Awakened Leadership Program
Research shows that emotional quotient (EQ) plays a crucial role in the success of leaders. We must first understand our own emotions in order to cultivate empathy and compassion for others. Cultivating an attitude of openness and frankness towards oneself is the first step towards becoming that exceptional leader.
General intelligence (IQ) is essential for problem solving, but it becomes even more valuable when combined with emotional intelligence (EQ). This combination improves judgment and decision-making. Since 2020, the demands are high due to constantly changing parameters. As a senior manager, it's crucial to understand not only the new objectives, but also the human aspects as a whole. It is essential that you contribute to the development of outstanding teams sharing a common goal.
Scientific tools, adapted and tested in different countries, to measure the following items in leaders :
The Emotional Quotient is assessed through 15 dimensions of emotional intelligence according to Salovey and Mayer, including the recognition, understanding and management of emotions. The dimensions measured are essential for professional collaboration and adaptation to change, particularly in times of crisis.
Assessment of managerial performance with a questionnaire questionnaire that measures 19 dimensions organized into 4 groups: people management, perception mode, self-management and change management. This questionnaire enables us to precisely define the executive's managerial profile, identifying his or her strengths and weaknesses in both project and people management. The self-knowledge provided by taking this test will also enrich the EQ development process as proposed by M-J
Understanding your own values and beliefs is crucial to improving your emotional quotient (EQ). Over 80% of our beliefs are unconscious and may be obsolete. It is essential to review them to optimize performance and fully exploit leadership potential, taking into account your cognitive biases.
Our behaviors are influenced by beliefs, perceptions and emotions. It's important to recognize what influences these behaviors so we can develop the empathy, compassion and resilience needed to grasp first, our reality and then, that of the other and that of the organization.
Note: Program based on transactional analysis, ego states, transactions with self and others and applied neuroscience.
MJ has chosen to combine mentoring and coaching. With over 20 years' experience as a leader, she has observed how sharing relevant experiences can bring valuable expertise to the executives she coaches. The aim is to promote an environment of respect for self, others and the organization, while seeking ethical solutions for all.
TYPES OF COMPANIES: SME, ETI, GE
FOR: The aspiring executive leader who is part of an organization's succession plan, and anyone else who wants to exercise contemporary leadership.
Entrepreneur, CEO, Vice President, Executive Director, Director
A total of 30 hours spread over a period of 6 to 12 months.
The sessions are completely confidential and the program will not be used to determine the leader's competence within the organization. The aim is to provide a space in which the leader can develop with impunity. The leader will then decide whether to continue with the program, and the organization will be invited to sign a confidentiality agreement to this effect.
An EQ measurement during, and one year later, will serve to validate how the program has contributed to development.
*Please note that this program is a prerequisite for the Executive Presence program.
Leadership Strategist and Executive Coach,
Occupational Health Specialist, Speaker and Author
