Why Education, Unlearning, Relearning, and Reskilling Are a Must Year 2020 and Beyond

The global business community is saying that learning should take precedent over any other factor for businesses to survive and thrive. Yet, less than half of organizations say that they are actually doing it. The ideology of learning has evolved so much in the last ten years in meaning and platforms with soft skills taking center stage over the functional or hard skills in order to succeed.

The pandemic has caused so much change and uncertainty. New skills needed to be adapted quickly. However, without the growth mindset, positive psychology, and most importantly, wellness and well-being taking place in the human experience at work, in the academe, private or public sector, we might be in for more confusion, hopelessness, and uncertainties.

 

Education:

Education in the context of our culture is embedded deeply in our history and the basic unit of society, the family. Every household prides itself when the learners in the home graduate from pre-school, all the way up to the collegiate level. It is not just an honor but is considered to be the pinnacle of accomplishment, an inheritance that cannot be compared to fortunes such as land or money. It is a dream, once fulfilled almost signs off a wish for success.

 

Unlearning and Relearning:

In the factor of change management, there is some unlearning to be done. I do believe that when sudden and paramount events force us to change, a lot of unlearning that hinders us to go where we need to go should go. Unlearning for me is also the willingness to let go of old ways, habits, and mindsets so that positive and needed change can be planted and take growth.

Relearning, in my experience is not just acquiring new learnings but the ability to be agile enough to incorporate our innate set of skills, soft and otherwise to create a new set of skills. This also translates more to our soft skills, which we can choose to optimize or not.

 

Reskilling:

I love what Deloitte is saying in their Global Human Capital Trends 2020 that reskilling is not the dead-end but rather just a means in order to answer to the needs of the times to adapt quickly to a new way of doing things. They pointed out that to go beyond reskilling, organizations must create resiliency in ways of adapting so that we can as an individual reinvent ourselves, reshape ways of doing things, and in by so doing empower the organization. It is no longer just dependent on the organization to empower their people. However, HR and their LnD department along with the leaders of the organization should become the instigators and models of what it means to learn in the flow of life and to want to learn.

How can any leader of any organization expect development, positive change, and greater productivity and profitability when we expect our employees to fend on their own and learn by experience alone? Yes, experience is a great teacher but without someone instigating that there is a new world out there with new ways of doing things, employees are more prone to sink than to swim.

 

If you need our support in creating wellness and wellbeing within your organization, academe, public or private sector, please reach out to us! We also provide Employee Assistance Services in lieu of the Mental Health Law passed by President Rodrigo Duterte. We also provide you services in cooperation with our international partners Genos International and QELi.

If you are interested in our series of webinars, please send us an email at care@emovation.ph so we can inform you.

Resilient Transformation for Organizations 4.0

The crisis is far from over and we must prepare for what lies ahead in the future. Leaders all over the world are called to harness soft skills or essential skills so we can be more human in navigating a world wherein the norm is change and uncertainty. The call for change, rather transformation is a must in order to recover with the end goal of thriving. LinkedIn in their Global talent trends report of 2019 did a survey  and the results came out saying, “92 percent of companies surveyed reported that human capabilities matter as much or more than hard skills in today’s business world.”

The overwhelming need for resilient transformation for organizations to endure, cope and make it in this uncertain, ambiguous world is no longer an afterthought but one that leaders must embrace not only in this crisis but beyond.

However, these soft skills are the hardest to harness. Conventional training is not sufficient to ensure that skills like empathy, resiliency, self-awareness, agility, innovation, and creativity are instilled in everyday applications in business or in life.

“The historic challenge for leaders is to manage the crisis while building the future.” – Henry Kissinger2

This takes a leader from merely being decisive to one being resilient, flexible, and creative. Managing what is at stake and to continuously create the future for the organization is what it takes to propel your organizations to recovery and thriving.

Let’s face it, human nature is inherently motivated by self, personality, nature, and nurture. Therefore, in order for us to see and feel real behavioral changes, essential skills that make us more humane should be honed, instilled through a regular dose of learning and development, coaching, and application in the workplace and in life.

How will this look like for organizations? These will be through a series of online learning experiences with the application and a combination of individual coaching with an assessment to drive the necessary changes. Leadership creates and drives culture so it must start from the top.

Once this is implemented, then the other people in the organization should be able to immerse themselves in a unique self-improvement virtual learning. They should be given the autonomy to choose the basic skills they would like to have combined with must-have learnings that they should be a part of.

Creativity in online learning experiences is a must so that the learners do not experience “digital fatigue.” For now, these are the learning platforms we can go into unless it is necessary, face to face learning can be done with extreme precautions.

Later on, as the “world gets healed” a blended form of learning is highly recommended.

I once read that since money is and will be scarce, the best way to spend it is in gaining knowledge.

For Resilient Transformation for Organization 4.0 program information, please email us at care@emovation.ph.

Artificial Intelligence With Feelings: Vulnerability Is a Strength If There’s Self-Awareness

Sophia, the robot with citizenship is now being enhanced to have the capability to read emotions in others and to emulate them. Thanks to Hanson robotics through its’ artificial intelligence research and implementation, you may find Sophia harboring feelings of anger or happiness for you or for herself. Hmmm, this is way too human and my immediate reaction is fear. The question I asked myself is,” What makes me different if AI can have feelings as well”?

I pondered about this but the next thought and question I ask myself is scarier. While our counterpart AI is trying their best to have and mirror emotions, aren’t we humans trying to be more robotic? Devoid of emotions so that we feel too little, react so little and dare not tread on real-life conversations dealing with how one feels, but conversations if done right and with care can give the most satisfaction out of life!

This is where vulnerability, looked upon as a weakness becomes our strength. But, yes there is a big but, that is if self-awareness is present. This was a big eye-opener for me.

You see, when you are aware of your vulnerability, they become your strengths. Self-awareness should lead to reflection and aspiration to conquer these. An example is if you are vulnerable enough to have self-reflection that you are anxious over something and is causing you to think, decide and act irrationally, then by being aware of these, you should be able to know what to do. Anxiety should lead you to positive action, not the other way.

The scarier part is not being vulnerable to so-called “negative feelings” and not being aware of it. As Brene Brown has said,” When emotion and cognition are undefined and unexplained, they drive every decision and action we make (consciously or unconsciously). We either develop self-awareness or these things will control you!”

At the end of the day, after much thought, my trek to vulnerability over AI taking over the world, my world for this generation of humans and the next led me to self-awareness. No way can AI claim to know how I truly feel. We build emotions, they are not built-in and if AI cannot read between the lines, or where one is coming from or the context of why one feels that way, then AI stays on your road to the cognitive because this is one lady whose affective you will not affect!

If you are interested to know more about EMOVATION, Inc. and their adaptive Emotional Intelligence assessments and programs, contact us through email at care@emovation.ph or call us at the following numbers: (02) 8 635 0016 loc. 124 / (+63) 917 582 2402.

Emovation in E-Motion: Online Coaching and Learning Programs

Are you working in Human Resources or Learning & Development with responsibility for enhancing your organization’s performance through its people strategy? Would you like to learn more about creating and sustaining an emotionally intelligent workplace?

 

Why Should You Use Emovation in E-Motion Online Coaching and Learning Programs?

With our so-called ‘Fourth Industrial Revolution’ (the emergence of Artificial Intelligence) all of the most credible research organizations are focusing upon emotional intelligence skills as THE core differentiator for organizations in an AI-enabled world.

The latest research by Capgemini said “demand for EI is expected to increase by as much as six times” – underlining previous soft-quoted research from the World Economic Forum citing EI as a key skill for the next several years.

This report also said “Organizations do not conduct enough training in building EI skills for employees…”, despite the fact that they “…can achieve returns up to four times higher by investing in Emotional Intelligence skills“.

And it’s not just the World Economic Forum and Capgemini highlighting the key role of Emotional Intelligence – research just published by LinkedIn also identifies EI as one of the top 5 most in-demand skills.

Bottom line: if you’ve any responsibility for the people side of your business, emotional intelligence should be a key consideration. (Source: GENOS EU International)

The “new normal” is arising. As leaders, what are we going to do about it? Preparation for the “transition” period is a must. We, at Emovation, can help you navigate through it by defining how your people are “feeling” so we can get to a realistic and enabling emotional climate.

We can walk you through several programs, utilize interventions, OD consulting and Coaching for Leaders to support you and your people into becoming more resilient, adaptable and highly performing even with the change or shall we say transformation phase.

We are also announcing our Emovation in E-Motion Online Coaching and Learning Programs:

  • – The Emotionally Intelligent Leader
  • – Selling with the Heart
  • – Emotional Intelligence in the Workplace
  • – Emotional Intelligence for Millennials

These are just a few of the programs we offer. We can also customize programs according to your needs. We have adapted to the call of the times and never worked so hard as before because we care!

For more information, contact us.

 

Other Emovation Products and Services

Online Learning Sessions:

  • – The whole program consists of 8-hours with 4 modules
  • – Per module consists of 2 hours of online learning
  • – Online learning can be taken per module or the whole program
  • – Online learning programs can be off the shelf or customized

 

Online Assessments and Coaching:

  • – Online Emotional Intelligence Assessments
  • – For Recruitment (GENOS selection tool)
  • – For Learning and Development ( Self,180 and 360 assessment)
  • – Online Emotional Intelligence Assessment + Coaching
  • – GENOS EI Self-Assessment
  • – GENOS EI 180 Assessment
  • – GENOS EI 360 Assessment

 

GENOS Emotional Culture Index Survey

The Emotional Culture Index is designed to measure three dimensions of emotions at work:

  • – Current state – How often your people experience certain feelings at work.
  • – Expected state – How often your people think it’s fair and reasonable to experience these feelings at work given the nature and context of your workplace.
  • – Ideal state – How often your people think they should ideally experience these feelings in your workplace in order to be effective.

For more information, contact us.

The Genos Emotional Intelligence Certification Journey

The picture above was taken during the 5th Batch of the GENOS Emotional Intelligence Certification held at the Crowne Plaza last January 28-29, 2020. To date, about more than 100 individuals have been certified in the Philippines. This certification is in partnership with GENOS International, Sydney, Australia with its sole distributor in the Philippines, Emovation.

GENOS International is in over fifty (50) countries. These are a wonderful tribe of practitioners with different races, creeds, beliefs, backgrounds but with one goal… that is to be game-changers in making the workplace a better place to work in and in so doing perpetuate individual growth and happiness. All in all, this should translate to a better world of work we live in!

The GENOS Emotional Intelligence Certification proved to be one of the better decisions I have made not only career-wise but also in life. I truly believe and experience that the learning from the GENOS Emotional Intelligence certification coupled with reflection is highly relevant and is a need in thriving in the Fourth Industrial Revolution.

According to the World Economic Forum, “Moving forward year 2020, emotional intelligence is a competency needed by all. The world of work we live in now is highly dynamic, fast-paced and always changing. Artificial intelligence is here to stay and can only get better cognitively. One thing remains and that is the affective. Even though AI is trying its’ best to replicate feelings, it has not done so fully well. This is one of the reasons why we need to enhance this other smart which can lead us not only to climb the corporate ladder, make us relevant in any era but by being ‘good’ individuals who strive to make being present, empathetic, authentic, holistic, resilient and a positive influence in our space in this world will truly make us ‘game changers’!”

Leading with Emotional Intelligence: The Basics

Praise your people. Reward your people. Empower your people.

I read these statements from an Inc. article and pondered, savored, and felt what these simple and basic precepts of leadership with emotional intelligence are all about. Simple but hard. Basic but without consistency, they can be seen as negative instead of positive traits.

At the very core of these statements is a leader who checks on his/her emotions consistently and manages them well such that, actions, small consistent ones, not the once in a while dramatic, big bursts of “positive affectations” are shown. Let us take each statement one by one.

 

Praise Your People

It doesn’t take much to praise your people on a daily basis. Most would question the “powerlessness” and effectivity of praising your people regularly. In other words, if you do it too often they might lose its’ flavor and integrity. Not really, if there is sincerity in the praise. Saying “Thank you!”, “Go for it!”, “Nice job!”, you look nice or simply asking how you are today are forms of praise. An acknowledgment of the other person, listening and focusing on the other person when they are talking, in other words, respect, is praise in itself.

Leading with Emotional Intelligence Quote #1: Dale Carnegie

 

Reward Your People

Rewarding is not just skin deep. It is not just the plaque of appreciation and the cash in an envelope sealed by a picture posted on the bulletin board. Nor the once in a while pizza and ice cream treat for a project well done. It can be done in simple regular ways like having coffee readily available in the pantry with cookies or fresh fruits. Some special ways would be peer to peer recognition, specialized and personal treats like a 15-minute foot or back massages in the office once a month when sales quotas are met or projects have been delivered well (this is one practice we are about to implement). Of course, bonuses, increase and birthday greetings, and gifts will always be welcome.

Leading with Emotional Intelligence Quote #2: Lee Iacocca

 

Empower Your People

Empower… a word often used and heard in organizations. With Emotional Intelligence, empowering would mean knowing when to give support and knowing when to ask for support. Asking for help is a show of vulnerability, humility and at the same time trust in your people that they can do the job or even a better job than you. How would your people feel? Wow… Empowering also means letting them know that the team can also support them in their endeavor to be the better if not the best version of themselves. Acknowledging the good in what your people do and what can be areas for improvement as a team diminishes the road to pointing fingers and blaming. It opens up to empowering in the real sense of the word. No flattery here.

Leading with Emotional Intelligence Quote #3: Steve Jobs

Emovation focuses on what matters most: people!