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Developing Emotionally Intelligent Organizations - page 6 / 14





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Consortium for Research on Emotional Intelligence in Organizations ( www.eiconsortium.org )


The Breakthrough Leadership program adapted a design used successfully in

degree programs at The Weatherhead School of Management. The central theme focuses

on helping managers identify areas for behavior change, then giving them opportunities

to practice new habits real-time. In the degree programs, the results have been

extraordinary. Participants have shown a 70% improvement in emotional intelligence

competencies one to two years after the program. The changes are sustained at 50%

improvement five to seven years later (Boyatzis, Stubbs, and Taylor, in press; Goleman,

Boyatzis, and McKee, 2002). These dramatic results are in contrast with the typical

impact shown by above average MBA programs of 2% improvement one to two years

after a program, and the typical impact of management training showing only 10%

improvement three to eighteen months after training in industry (Goleman, Boyatzis, and

McKee, 2002).

The program guides each participant through a process of discovery called Self-

Directed Learning, shown in Figure 1 (Boyatzis, 1994; Boyatzis, Cowen, and Kolb, 1995;

Goleman, Boyatzis, and McKee, 2002). Because of the discontinuous nature of sustained

change, the process is experienced as five discoveries. The first discovery is one’s Ideal

Self, that is what he/she wants out of life and work- what his/her dreams and aspirations

are. This helps each person discover or rediscover his or her passion at work. This energy

becomes the driving motivation for making changes in their leadership behavior. After a

number of exercises, each person develops a Personal Vision statement describing their

Ideal Self.

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