Nidhhi Pathak

Soft Skill Trainer


It is always said: Youare hired on the basis of Intelligence quotient & promoted on Emotional intelligence.

So, what is the power in being emotionally intelligent?  It’s all about awareness & control of state of mind resulting in constructivebehaviors. There are few steps to be followed to become emotionally intelligent.

The first crucial step is to identify kind of thoughts flowing in your mind like positive thoughts “lifeis full of colors& I am being loved by everybody “or negative thoughts like “Everybody dislikes me …, no one cares for me “. Second step is to identify emotions emitted because of these thoughts likehappiness, peacefulness, cooperation, selflessness, forgivenessor anger, jealousy, stress, sadness, revenge,fear,insecurity,greed, selfishness etc respectively.Third step is to understand which emotion is beneficial & harmful to our lives. For example : When I am happy there is a smile on my face , sees opportunities in  problematic situations, can  communicate  smoothly & assertively  with the aggressive person , feel  contended etc. And, when sad , face turns ugly ,sees easy things more difficult to tackle, poor listener, reacts aggressively for silly issues  etc.Fourth step is when identified that thoughts are negative, emotionally intelligent person will replace negative thoughts with positive thoughts &respond to a situation calmly.

So, if we are alert about our state of mind, will prevent us from falling prey to negative & destructive situations & behaviors.

Hence, let’s begin right now, though it is priceless however quite impactful.

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Leader-hood: Leadership Skills for Women


Shipra Singh

Adobe Systems India Pvt. Ltd

Specialist – Learning and Development

Leader-hood: Leadership Skills for Women

Due to the conflicting expectations at personal and professional front women are often exhausted, skeptical or at least guilty of failing to meet them.

“Leadership with womanhood” is demanding to say the least; it’s no lesser than three full time jobs!

But the cookie doesn’t always crumble! Having worked with some super-women across industries like IT, ITES, Banking, Human Resource and Education over the last 7 years, I have witnessed many outshine and set a completely different benchmark of leadership for their counterparts.

Here are certain practices for a graceful integration of womanhood and leadership that enable women to achieve more every single day:

  1. Taking help [or simply put, “delegate”]:Do not take too much on your plate since “one CAN NOT have it all”. Set the priorities, choose mindfully amongst the tasks and get help for the rest. Pay if required. It’s an investment to your career/family which may suffer if you do it all by yourself. Your family, peers and manager will understand if there’s something more important that you should be addressing, provided they know! They may extend help. Take it.
  1. Work Life Integration: Work is an integral part of life. Integrate instead of craving an “unattainable” balance. Make those personal calls while at work, break or traveling. If needed, check and respond to those emails at home; It’s a little cost for your sanity and good sleep.
  1. Aggressive Patience:While at work, the family’s on mind and at home, work is. Let go. Remember the Murphy’s Law? If something can go wrong, it will. Worrying about a problem that hasn’t even occurred yet, kills your productivity. Don’t do that. Patiently talk it out.

Easier said than done, these practices take years to become habits. What follows is a more able leader. Start today!

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EI at Workplace

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Saumarjyoti Choudhury

Honeywell Technology Solutions

Senior HR Generalist

Emotional Intelligence at workplace

Since ages, the quotient of emotional intelligence is holding a large pie of the Cake when it comes to laying out the Factors for Success. Be it an invention, or for that matter a war too.Though this angle did not get any specific attention during the past, it has attracted the spotlight in the recent times. Because An Accelerating Economy, Over- Stretched Business Goals & Competitor’s Pressure, in the current age, an organization demands its employees to be more proactive, act swiftly & be on top of unpredictable challenges. Which implies – Requirement of Enhanced & Improved Skills from Time to Time, opening up more to fill the Knowledge Bucket & possess a high Emotional Quotient. At today’s workplace an employee is expected to understand and have a 360 degree view of his/her job. Therefore, it can be derived that success at one’s job require much more than competencies. To tackle modern day business challenges, deliver high business value, understand complexities, an employee needs to have a much more matured thought process. Virtual Connects, Glocalization etc. have changed the way workplaces operate and run their businesses. Increased Diversified Demands, PESTLE pressure has led to people doing more of multi-tasking than ever. In the current scenario, there is a need of attuning one’s behavior to his/her business circle to manage & juggle among all these requirements. So for attuning one’s behavior – he/she would need to understand emotions & behavior of his circle. & react accordingly. For this to be fairly correct, it would require an appropriate assessment. And appropriate assessment means an employee locating & identifying the emotions what the business circle is intending to direct & share. The faster – the connect is, better the opportunities of business, hence growth. Think & Act 360 degree!

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Emotional Intelligence – The Way Ahead


Aarthi Ilangovan

Pride Technologies Consulting India Private Limited

Associate Director – Operations

Emotional Intelligence – The Way Ahead

It goes without saying that the hype of the modern workplace that has condensed the global marketplace to a local interactive environment, demands growing levels of competence in dealing with diverse people, cultures, geographies and information at large. Thrown into this mix, is the need for both people who demonstrate the right competencies to perform the job and the desired behaviours and attitudes aligned with the culture of the organization. Historically, what was considered by many in older generations as just a source of income to support the family is now a decision that goes beyondmerely one of an attractive paycheck or job title. Hence, factors beyond intellect (IQ) and compensation which were primary job determinants decades ago have clearly emerged as new aspects in the workplace today.Employers and employees have started acknowledging the need for emotionally intelligent and effective relationship to drive business outcomes that directly impact the company’s bottom-line and the employees’ sense of personal growth and intent to stay in an organization.

Type a keyword search in Google for ‘Emotional Intelligence at Work’ and you’ll find a host of results that discuss the relationship and impact of emotional intelligence on work attitudes (e.g.,behaviour and outcomes, team cohesiveness, workplace performance, leadership effectiveness, conflict, innovation).Years of research and literature published on emotional intelligence (EQ) clearly demonstrates its link to critical aspects of an organization’s performance at both the associate and leadership level. Advancing beyond Daniel Goleman’s proclaimed construct of the 5 pillars of Emotional Intelligence: Self-awareness, self-regulation, motivation, empathy and people skills; below are three basic recommendations on how organizations can use emotional intelligence to help drive a high performing culture and derive desired business results.

  • Sow EQ seeds and nurture: Our education system does not teach emotional intelligence.Post college, employersexpect employees to demonstrate high levels of emotional competence apart from the functional expertise needed to excel in jobs and necessary to helpadvance up the corporate ladder. Particularly, at leadership levels importance is placed on being able to manage one-self and others. This ability carries heavy implications on an organization’s success. Therefore, make it a part of your modus operandi to invest in your employees’ emotional development. Learning & Development initiatives that address EQ and other key developmental areas that help shape your employees’ world view of how they manage themselves and others will pay-off huge dividends with time.
  • Weave EQ into the fabric of your organization’s culture:Conducting a few training sessions alone cannot accomplish a change that has to be fundamental to the DNA of the organization. To bridge this gap, assess whether your culture encourages employees to explore their EQ at work and in their day-to-day lives. For example, in my current organization, one of the fundamental frameworks we followto drive personal effectiveness is AIKIDO. The acronym stands for: Adaptability, integrity, knowledge, investment in others, drive and outlook. All employees are educated on AIKIDO and their demonstration of these attributes is infused into their day-to-day work and personal development to equip them for personal and professional growth within the organization.
  • Practice the habit of seeing others deeply:As one of my colleagues appropriately stated, “We live in an economy of interdependence today where it becomes valuable as a good business practice to see one another more fully.”Our employees are exposed to multiple constituents (e.g., clients, co-workers, candidates, third party vendors),both directlyand indirectly.However, there is a tendency to put one another in a stereotypical box and to operate with a transactional mind-set instead of valuing the human being behind the label. While functional knowledge can help execute the required transactions with the precision and accuracy needed, practising a holistic view that propagates a deeper understanding of the constituents we interact with brings out the emotional awareness and willingness to invest in transformational rather than a transactional mind-set to work. Such transformational mind-set consequently results in greater levels of meaningfulness and satisfaction in one’s job. This allows the organization’s clients to benefit from great service and the service providers (employees) themselves to become highly engaged and more willing to go the extra mile to ensure the “need” rather than the “dictated task” is understood.

In conclusion, as employers, we often sit on a goldmine of talent that falls short of our needs due to the inherent gaps in the IQ focused education system and EQ dependent global business environment. However, to the mind that wants to succeed, the only way left is ‘forward.’ Moulding the emotional intelligence of our workforce to help build the bridge we find missing today is a step in the right direction!


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Work life balance for Women with latest trends and strategies

Rajesh Kumar Lenka

Cushman & Wakefield
Compliance Manager

“Work life balance for Women with latest trends and strategies”.

Work life balance in organization is much talked about subject, however one thing should be kept in mind without this productivity along with self satisfaction, stress, loyalty, conflicts, absenteeism, and other factors are associated in daily work life.

In reference to this organization have to balance between genders where woman work force should constitute 30-40% in organization, having fair representation would get better productivity and output in organization as per studies concluded by leading HR consultancy firms across the globe.

Some latest trends and strategies

ü       Having flexible at work for women would give them opportunity to work with ease and deliver output as desired, be in term of timing and place of work, some latest development is work from home and place of convenience.

ü      Job redesigning and delegation is another strategy where organization policy makers and managers can play lead role to balance the work and social life on equal footing, making women workers at ease and comfort.

ü       Employee assistant and wellness program most common initiatives taken by HR department these days in organizations for supporting women employees to discuss and resolve their personal and social problems, here organization can help them to overcome the difficulties and have right balance towards work life.

ü    Part time / Voluntary work timings for women is another effort where organization can discuss and make policy referendum to give women working force liberty in managing work between office and home having flexible working terms based on their needs.

ü    Focus should on task accomplishment rather than timings, as benchmark on productivity and output measurement, in particular for women employees where performance score cards and KRA should be measured as yardstick not on bias or personal preference.

ü     Adherence to organization policies on work life balance and other international policies SA 8000, federal labour laws, etc being in place which should be practiced in heart and spirit across the organization to have right balance between work place and social life in correct manner.

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Emotional Intelligence

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Ram Narayanan


Learning & Development Manager

Emotional Intelligence

Emotional Intelligence (EQ or EI) is a term created by two researchers – Peter Salavoy and John Mayer .

EI as the ability to:

  • Recognize, understand and manage our own emotions
  • Recognize, understand and influence the emotions of others


Understanding yourself and others can help you  and direct the personal shifts you’ll experience as a person.


But how can you actually deepen your knowledge of your own and others’ motivations, strengths, and weaknesses? One way is through strengthening and using your emotional intelligence—a combination of self-management skills and the ability to work with others.


People should  understand that the chemical responses we all experience under pressure, and how that can limit our ability to think cognitively, and move us towards our default behaviors during what is called an “amygdala hijack”, where this more primitive part of our brain can literally hijack our thinking mind.

Emotional intelligence (EI) comprises five components, as shown in the table below:

Components of Emotional Intelligence
Skill Definition Example
1. Self- awareness Knowing and being willing to talk about your weaknesses You work poorly under tight deadlines, so you plan your time carefully—and explain to colleagues why you’re careful about your schedule.
2. Self- regulation Having the ability to control your impulses and channel them for good purposes Your group stumbles during an important presentation. Instead of kicking over a chair or glaring angrily at everyone, you take time to assess the situation. You acknowledge the failure, consider possible reasons for it, then call your team together, offer your feelings, and work together to learn from the mistakes.
3. Motivation Being motivated by an internal drive to achieve, not by external rewards You seek out creative challenges, love to learn, and take great pride in a job well done. You also constantly explore new and better approaches to your work.
Skill Definition Example
4. Empathy Taking others’ feelings into account when making decisions You assign one direct report to a prize project, leaving others disappointed. You take the feelings of the unhappy ones into account and find ways to treat everyone fairly in the long run.
5. Social skill Building rapport with others, inspiring them to cooperate, and moving them in the direction you desire You’re convinced that your company’s future lies with the Internet. You find like-minded people and use your social skill to stitch together a virtual community of support cutting across levels, functions, and divisions. You use this de facto team to create a prototype of an innovative corporate Web site, and you recruit people from various company units to represent your firm at an important Internet industry convention.


Strengthen your emotional intelligence

It is possible to strengthen your emotional intelligence. However, experts advise against using traditional management-training programs to do so. Instead, they recommend that you do the following:

  • Gather feedback from colleagues to shed light on which of your EI skills most need improvement.
  • Practice new EI behaviors as often as possible; for example, remind yourself to express anger or frustration in new, more productive ways (like taking a brisk walk) than you have in the past.
  • Make a personal commitment to developing your EI.

Like other forms of professional development, enhancing your EI takes effort, time, and patience. However, the investment will pay big dividends. One global food and beverage company discovered this first-hand—when managers who worked to develop their EI outperformed their own yearly earnings goals by 20%.

Clearly, strengthening your EI can help you become a more effective manager and directly affect your company’s bottom line.

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Geeta Varma,

HR Freelancer.


As the topic suggests pointedly, it is a challenge to get the best out of any employee. The corporate houses will agree in unison that they face a huge challenge forever in ensuring that they are able to extract the best from their employees, but this remains largely elusive most of the times. Why ?To answer the question as to why the Organizations continue to face this test of keeping their employees motivated, a worrisome need, we would require to check whether the Organizations are aware of their workforce level of motivation at all times and what measures do they take to guarantee that the barometer of motivation is up always. Not an easy task I can assure you. But let this be a topic for some other time.

Returning to our present angst faced by the employers, let us deal with it with utmost sincerity. When we employ any individual in the company, we do so with the prime interest to get the best performance which takes the company to the next level of success. Any Organization has majorly three types of employees – (1) – engaged, (2) – disengaged, (3) – highly engaged. The first type would need more push to get better results; the second type brings worry and anguish to most of the managers in the company; last type we need not worry at all but remember they are very difficult to be held back unless constantly motivated.

So once again we come back to the same spot – Motivation, how to keep the employees excited to do their work! Few thoughts are shared below which surely some companies are already engaged in doing, or even thinking to do so. All the HR professionals will agree that motivation can be both financial, non-financial in nature, it is what is applied to the situation that matters and which can be different for varied situations.

  1. Make the tasks fun filled

Is it not a simple way of getting the work done by designing the task in an interesting manner. Allow the employees to create their own task format for best results. Let them be experimental in showcasing the task outline and the material provided.

  1. Give the employees space, time and reduce roadblocks

Provide complete freedom to the employees in finishing their task in the manner they find fit to do. Where possible remove blocks like provide material requirements needed by them to finish the task, additional help when required.

  1. Make them accountable and listen to them

Employees feel and get under the task when they are made responsible for it. Give them that space and listen to what they need to complete the tasks. Reaching out to them is half the battle won.

  1. Encourage them to set and meet the deadlines

As more experienced and seniors that we are, provide them the chance to calculate the timelines and let them accept the responsibility for setting the deadline themselves. The employees feel more responsible when they are in command of their situation.

  1. Recognize and appreciate their efforts

Every individual in life desires to be recognized and appreciated. Extend the gesture whole heartedly. This act will get the best results as times have shown. A small gesture of appreciation wins heart, wins commitment and gets high engagement.

  1. Extend your empathy, warmth openly

Connect with the employees with empathy, as one of them and show your warmth; you will not be disappointed in return gift of good work done. This is perhaps the easiest way to loyalty of the employees.

  1. Encourage them for peer connect

This is yet another very powerful but under used tool in getting best results. It is human nature to be comfortable with your own ‘type’ and group rather than vertical relation. Make sure that peers are encouraged to work along and with their group to push laggards& improve levels of service.

  1. Be a better boss

Most essential part of any relationship is to be good to one another. It is beyond a doubt that employees leave the Organization due to their bosses and not for Companies. An encouraging, empathetic boss is capable of keeping the employees satisfied, serve longer years on job, have scalable achievements.

  1. Take a trip on task completion

Very effective way to keep the spirits high when the employer takes his team for a surprise trip on completion of task. It is a proven fact team spirit rises when their bosses agree to take them for short trips as it bonds the team closer, melts the internal conflicts.

  1. Make their dreams come true

Small gestures like let the employee leave early, go for an outing with his family, buy a gift for him, give him the surprise that he wants etc., captures the heart of your employee and the chances are that his level of performance improves dramatically. You touch the heart of an individual, he is enslaved to you.

Is it too much to give to the employees if we want them to give their best to us? Can we try these little acts to get the employees excited not only to come to work but to remain excited to do their work. After all were we not employees like them once upon a time?


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Susrutha Mantosh Yadav

Behavioral Coach and Counselor


Only three things happen naturally in organizations: friction, confusion and under performance. Everything else requires Leadership”   – Peter Drucker.

Since the dawn of time it has been observed that individuals differ in innumerable ways such as their talents, interests, attributes, temperaments, behavior leading them to act and fare differently under various circumstances and instances. Every individual is born with a unique set of thought process due to which The ‘One size fits all’ fundamental hasn’t proven to be instrumental in shaping and inspiring people for a prolonged period.

A great leader can play a crucial role in purposeful engagement of workforce by sensibly crafting refined business policies and individual centric processes that are relevantly functional and efficient to positively impact business and human assets. Individualized development plans should be designed and implemented, processes should be redefined, reinvented and rebuilt consistently to avoid stagnation and de growth of employees in the longer run.

The Seven I’s Of   Sustainable Leadership:

  1. INFLUENCE– Everything can exhaust except for human minds. By creating and promoting an energetic and enthusiastic atmosphere at the workplace and sensitizing conversations and interactions a leader can be most influential in reforming people.
  2. INSPIRE–Remember, people drive processes, policies and procedures do not. It is highly imperative to understand the strengths and core competencies of each and every employee and triggers that inspire them to achieve excellence.
  3. INVOLVE – Engaging and involving highly volatile minds with an insatiable quench is a sure shot formula to longevity and productivity.
  4. INTEGRATE- The principle ‘One goal one mission, one objective one vision’ will instinctively generate a sense of achievement among the workforce and will eventually align and transform processes and their outputs.
  5. IDENTIFY – A continuous evaluation of people, processes and policies is the most feasible and effective solutions to curb and control issues such as resistance, lack of motivation and lack of skill and consistency among individuals.
  6. IGNITE – Cultivating a learning environment by infusing and propagating a culture based on continuous adaptive learning measures and techniques will consequently create a self -sustained futuristic world implying unending possibilities.
  7. INNOVATE – Unlearn – Learn – Relearn.


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Susrutha Mantosh Yadav

Behavioral Coach and Counselor


Emotional Intelligence can be defined as the innate ability to accept and acknowledge one’s thoughts, comprehend feelings and interpret and analyze emotions for self and others respectively”.

Emotional intelligence in recent times is the most sought after trait in individuals by organizations and employers aspiring to be the best and the most distinctive workplaces.  In today’s insanely fierce competitive world, a person empowered with high Emotional Quotient would exhibit refined decision making ability through excellent Relationship Management skills. By effectively anticipating behaviors and efficiently calibrating self and others a highly sustainable and an Emotionally Intelligent workplace can be envisioned and brandished by exemplary individuals.

‘An Emotionally Intelligent workplace can be described as an organization where people are Believed rather than Manipulated, Accepted unconditionally instead of Rejected and where individuals are Reflective other than being Judgmental’. An intelligent workplace is an institution where head and heart are in absolute congruence to cultivate and promote an extra ordinary workforce by reinforcing relationships and impeccable human standards.

Emotionally intelligent individuals imbibe and inculcate thoughts and ideas in the most holistic manner by evading impulsive behavior and erratic decision making process, thus becoming the drivers of change and innovation. The ability to flourish in professional and personal lives by harmonizing thoughts and one’s actions and behavior is the essence of EI.

Although EI is considered as an intrinsic quality individuals are born with, the key to developing EQ is to gain an insight into self by continuously monitoring our thoughts and actions and respond appropriately to yield desired results.

The art of decoding the most complex mysteries in absolutely simplest and sophisticated manner is –Emotional Intelligence.

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Teams – EI



Carchalla Annapurna, HR
Freelance Trainer


The effectiveness of an individual can be supercharged by tapping an area that one would have seldom heard of -“Emotional Intelligence” that is EI. EI can be considered as a Success Indicator, for an individual and also for the team as a whole.

The uniqueness of the framework is that it captures an abstract group level phenomena like group learning, shared vision, participation and performance norms in terms of operational activities and behavioral attributes.

The abilities of a group can be classified into three broad categories that involve cognitive, emotional and social. “The ability to perceive and express emotion, assimilate emotion in thought, understand and reason with emotion and regulate emotion in self and others” with appropriate indications and operational definition for conceiving the emotional intelligence at group level.

EI of a group /system is very vital as it work comprise of its norms, values and other social structures which would enable it to function like EI at individual level. The level and commitment in the members towards team – its values, goals and most importantly to which extent the members can stretch for team’s sake can be evidenced. The quality of team network with outside people and the ability to utilize the network for resolving its problems becomes an easy affair.

Individuals with high EQ are better able to work in teams, adaptable and flexible. No matter how high a person is qualified, but if he/she doesn’t have certain emotional qualities, he or she is unlikely to succeed. An overall measure of togetherness, mutual sharing, trust and ownership as a team is easily visible and leads to individual success, team success and ultimately the Organization’s success.

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