Jan/110
Emotional Quotient: A Managerial Study
Our disability training and education blog has a long history of distributing articles to help business professionals make the most of the talent they recruit. This article is no different. Today, Program Development Associates explores Emotional Quotient, or EQ, and the benefits employers receive by engaging in this type of employee training. It goes without saying, however, that leaders are smart to construct this sort of training in an inclusive manner. Opening the doors to a diverse talent pool adds depth to an employee base that translates to greater idea exchange and a heightened bottom line. In short, implementation of an EQ employee training program that accommodates those with disabilities is your organization’s best bet for increased productivity in 2011.
Training and The Emotional Quotient
The emotional quotient, typically denoted EQ, is the ability of an individuals to perceive, evaluate, and curb their emotions, as well as the emotions of their peers. This domain of ability is becoming characterized by organizational leaders, leadership consultants, and psychologists as the primary indicator of work performance. Individuals with a high EQ are more in tune with the emotions of themselves and those around them, increasing their ability to empathize, negotiate, and motivate individuals including themselves. EQ is thought to have the greatest impact on individuals in positions of authority because of their role in organizing and motivating a group.
Disability Employment Programs with EQ
Disability programs are already in place at most American businesses, their goals ranging from ADA compliance oversight to aggressive hiring of individuals with disabilities. No matter what the whole disability employment programs play in your organization, one thing is certain: Managers with high EQ scores drive effective disability employment programs that drive improvements in performance, workplace culture, and revenue (i).
Unfortunately, managers are often categorized by low levels of EQ. In a study of more 1400 managers, Ken Blanchard businesses found that about 56-82% of managers lacked the EQ skills most necessary for successful leadership (ii). Specifically:
- 82% fail to give employees praise for positive contributions
- 81% neglect to incorporate each of their followers in job processes
- 76% either over-supervise their followers, or under-supervise them, providing a leadership style incongruent with job tasks and work environment
- 59% neglect to implement proper employee training programs to motivate their employees
Moving Forward: Developing Employer Relations
The good news: it’s never too late to create employee or managerial training programs tailored specifically to the needs of your organization. Organizations are cautioned, however, to fully assess business operations as well as managerial EQ levels before engaging in training to build employer relations skills. Full business analysis is a critical factor in creating training programs that yield true results. Disability videos, EQ materials, and other resources are available online, giving businesses the opportunity to create a custom library of training materials geared specifically towards their unique training objectives.
(i) http://guidebestofthebest.com/emotional-intelligence-eq-matters-more-than-iq-to-increase-business-profit-budget-for-executive-leadership-development-and-success.php
Jan/110
Achieve Interoffice Efficiencies with Disability Training
Disability training may take on several forms. From enhancing employee communications to creating cohesion among different departments, training for disability optimizes organizational performance. The means of implementation may vary, however the end is most always constant: increased operational efficiency.
Reasons to Train for Disability
Training for disability is a requisite for success in today’s dynamic and diversified business culture. The Council for Disability Awareness has issued disability trends report stating that the incidence of serious disability has grown steadily since just 2007. Women and younger workers are most at risk, according to the report, and managers who anticipate disability in the workplace are positioned for success. Disability costs can be staggering, but forward-thinking organizations can anticipate areas of risk and train employees accordingly. Remaining compliant with the Americans with Disabilities Act, for example, requires attentive study of Federal and state level laws. Specifics may fluctuate, and creating a disability employment program that oversees compliance issues can save organizations immense amounts of time, money, and unwanted publicity.
Disability Training Topics
Disability training topics are similar to those of other, more common employee training programs. Unlike common training programs with which most employers are familiar, however, training for disability addresses these areas with workplace diversity in mind. This new and forward thinking method of employee training increases accessibility, builds inclusion, and positively leverage diversity to increase the bottom line. Three areas of beneficial disability training include employee communications, human relations, and ethical decision making:
Communications
With the number of different cultural customs and languages increasing in today’s workplace, increased importance is placed on effective communication. The same may be said for public relations; as community diversity increases, so too does the need for business to make an effort to communicate with persons of different backgrounds.
Human Relations
Training to better human relations involves more than communications training. Subtopics here include soft skills training, sensitivity training, and other areas of training that aim to increase the emotional quotient of employees.
Ethical Decision Making
From a legislative stance, employers are prohibited from discriminating against qualified job applicants. However, job posting, recruiting, and interviewing practices are each performed at the discretion of the employer. Training managers and human resources departments to carry out these functions in an ethical manner translates to ADA compliance, increased reach to prospects with disabilities, and an enriched talent pool from which to choose.
What to Expect from Disability Training
Ongoing employee training benefits each member of the organization. For organizations with an eclectic employee base, disability training offers the added benefit of creating a sense of inclusion among employees with rich differences. Ongoing training is essential; disability videos and other multimedia resources are essential in presenting and refining concepts that are critical to success.
Sep/100
American Sign Language for Today’s Business Professional
The population of hearing impaired Americans is growing faster than the American population as a whole. Since 2005, the population of the United States has grown by a little over 4 percent. Contrast that with the growth in deafness among Americans: 9 percent. Currently, there are about 35 million Americans with a hearing impairment, and about 25 million do not have a hearing aid or an assistive device of some kind (i). For disability employers, American Sign Language education is an advantageous addition to employee training programs. Training programs that include sign language courses will benefit organizations in at least two ways: internally, in terms of communication among a diverse group of employees, and externally, in terms of accommodating the special needs of a growing population of Americans.
Internal Communication Skills: Employees and Sign Language
In recent months, our Disability Training Blog has focused on the importance of employing a diverse range of individuals. The number of Americans with a hearing impairment is estimated to climb to 40 million by 2025 (ii). Using this data, we can safely predict that an increasing percentage of job applicants are expected to have a hearing impairment of some kind through the coming decades. Organizations are smart to consider this in building their channels for recruiting and training new employees. Expanding employee skill sets to include knowledge of sign language will make an organization’s long-term recruiting methods easier and more successful in achieving diversity.
Sign Language and Public Relations
A second way in which organizations stand to benefit from incorporating sign language courses in employee training programs is in the realm of public relations. The number of Deaf Americans is climbing, evidencing an emerging market with special needs. These needs are both tangible and intangible, ranging from assistive communication devices to social constructs that enable effective communication. Organizations vary in function and cannot all be expected to produce goods for the growing population of hearing impaired individuals. However, businesses of all industries can facilitate communication with Deaf people simply by training their employees to do so. This represents a significant competitive advantage that cannot be overlooked.
Program Development Associates has a range of products to assist business professionals, elementary school teachers, parents, and university professors in learn and teaching American Sign Language. Additionally, PDA has a number of disability training resources to complement the diversification initiatives of most businesses, schools, and universities.
(i) http://www.hear-it.org/page.dsp?area=858
(ii) see above.
Sep/090
New Resource – Communication Skills for the Workplace
Communication Skills for the Workplace DVD
Resource #: CSWD913W
Communication Skills for the Workplace DVD
This program delivers a clear message to students – that the number one asset for virtually any employee is the ability to communicate effectively. Whether speaking or writing, it is essential for employees to be able to relate information and thoughts clearly. Students will see that effective communication not only makes a business run better, it also enhances the prospects for the employee who can master it.
The video gives numerous examples of communication in action and the accompanying materials allow students to hone their own skills. Recruiters, managers, and communications experts provide useful information on such topics as one-on-one communication, breaking down barriers to communication, listening skills, group meetings, memo writing, phone etiquette, and more. Print materials provided in the kit give students ways to assess and improve their own speaking and writing skills, as well as templates for proper memos, letters, e-mails and more.
