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Emotional Intelligence Training

Thinka’s ‘Regulate Self’ Workshop

Communication is never black and white. Often there’s an emotional undercurrent we don’t see in relationships that can destroy team morale. Team members who can’t regulate their emotions might seek to exclude or undermine each other. Those who are self-aware and can regulate their feelings are better placed to collaborate and produce quality work.

What teams will explore

  • A framework for moods and emotions
  • Defining self–awareness and self–regulation
  • What is emotional agility?
  • Verbal, non–verbal and physiological cues
  • Empathy, naming and reframing emotions

What teams will apply

  • An ability to plot mood and emotions daily
  • Strategies to improve selfregulation
  • Techniques for flexing and working with emotions
  • An ability to ‘see the signs’ in self and others
  • Techniques for managing relationships

From the workshop, I'm committed to learning more about how to articulate my emotions and then self regulate. A highlight for me was learning how to complete the stress cycle.

Regulate Self participant, Home Instead
Workshop Purpose

Emotional intelligence skills are essential for the future of work. When you have a team that is proficient in self-awareness, regulating emotions, and keeping an open mind, you’re better able to achieve outcomes. In this increasingly complex world of work, employees are faced with challenging situations more regularly and need effective interpersonal skills to deal with these. The purpose of this workshop is to help teams with tools and strategies for growing their capabilities in self-awareness and self-management, so they can produce their best work.

Working with organisations in Melbourne, Sydney and across Australia, we know that teams are facing challenges like never before. Here’s a few of them:

  1. Psychosocial hazards: Australian organisations are now responsible for doing more to protect their employees from psychosocial hazards. Employees with skills in self-management and self-regulation will become increasingly desirable, as the focus on holding people accountable to appropriate workplace behaviour continues.
  2. Technology and rise of AI: Advancements in technology and the way we work will automate more manual work, changing job roles and what organisations consider valuable. Emotionally intelligent employees with strengths in self-management, communication skills and decision-making will become increasingly desirable.
  3. Complex world of work: Living in a ‘VUCA’ (volatile, uncertain, complex and ambiguous) environment means teams need to be able to cope with constant challenges. Covid recovery, economic instability and hybrid working have all had a profound emotional impact and understanding this is key to going forward.
  4. Hybrid working: There aren’t as many ‘across the desk’ conversations in this hybrid working world. Employees with strong interpersonal skills know how to flex across different communication systems to make sure collaboration is consistent and strong. Emotional intelligence allows for greater empathy for colleagues and their needs.
  5. Flatter hierarchies: More and more, organisations are becoming flatter with employees having more responsibility and autonomy. Team members are expected to initiate conversations and working relationships with others on their own to achieve outcomes. Skills in emotional intelligence help employees make smoother, easier connections.

Overall, these challenges can make it more difficult for teams if they’re not skilled in self-awareness and self-regulation. However, with the right support such as Emotional Intelligence Training, coaching sessions, and support from leaders, employees can thrive in this complex world of work.

Workshop Benefits

With the help of this Emotional Intelligence Course, skills that teams can put in place to enhance performance include:

  1. Empathy: Employees who are self-aware and understand others and their individual points of view, are more empathetic. Empathy is key in robust decision-making as all perspectives are recognised, and it allows for easier collaboration on tasks and projects. 
  2. Mindfulness: Employees who engage in reflective practice become more mindful about their impact and how they show up. This kind of knowledge can help to build healthier and more constructive relationships with others, so there is constructive dialogue focussed on outcomes. 
  3. Self-awareness: This involves the ability to recognise and regulate one’s own emotions and maintain healthy relationships with others. Employees can improve their self-awareness by engaging in self-reflection, by seeking feedback from others, and by developing empathy for those around them. 
  4. Perspective taking: Conflict can arise when there are different perspectives in the workplace, but employees who can appreciate different points of view are better placed engage in this type of problem solving. Team members increase their perspective-taking skills by staying calm and objective in situations, truly listening to others, and working collaboratively to find solutions. 
  5. Decision making: Team members make well-considered decisions when they’re emotionally intelligent and can see all points of view. Employees can build this this capability by working through different scenarios, consulting with others and engaging in research, and by weighing up both positive and negative impacts.

By developing core skills in these areas, teams can grow capability in emotional intelligence, boost their personal development and professional development, and thrive in the workplace.

Workshop FAQs

What is Emotional Intelligence Training?

This training course is specifically designed for teams to develop fundamental skills in self-awareness and self-regulation. It aims to provide participants with the skills, tools, resources and confidence necessary to understand themselves and others. Our experienced facilitators have worked with many teams across Australia and draw from case studies and shared experiences to offer meaningful advice, practical strategies, and stories to learn from.

Why should my organisation offer Emotional Intelligence Training?

Being part of Emotional Intelligence Training can help teams to improve their ability to understand their own emotions, see each other’s perspective, and collaborate. It can also help participants to break down limiting beliefs they have about themselves or others. The workshop experience is designed to help teams learn from each other and see how they might help each other grow self-awareness to stay focussed on high performance.

Who can attend Emotional Intelligence Training?

Emotional Intelligence Training is designed for teams. The skills we focus on builds competency in self-awareness, self-management and regulation. However, this training can be easily customised for emerging leaders, frontline leaders, or middle management as well. A team leader might want to be involved in the session with their team too.

Is Emotional Intelligence Training only available in person?

Emotional Intelligence Training can be delivered in an in-person, virtual or hybrid format; depending on the organisation’s set-up. It is interactive and typically made up of strategies, discussions and a series of activities to support on the job application. The training can be complemented with coaching sessions with a Thinka coach. Coaching plays an important role in challenging old behaviours and building competencies in each of the participants to manage their own emotions. Organisations might also opt for a blended program that makes use of eLearning modules and other forms of media as part of an online course.

Workshop Case Study

Team Development Program with Carsales

 

1. What was the objective?

Using a 90 minute online training format via Zoom, we targeted key skills that needed to be developed as a result of people moving to virtual working. This short course allowed us to target specific skills in a succinct and practical way, so learners could walk away and apply strategies immediately.

2. How did we do it?

Each 90 minute online session was broken into two halves. This allowed us to focus on two main subject areas. For example, the session on ‘Presenting Online’ was focused on these two learning outcomes: ‘becoming the anchor’ and ‘using time to create momentum’. This targeted approach to skill building was carried through all topics like Self-Awareness, Understanding Strengths, and Priority Management.

3. How was it integrated and what were the results?

The sessions were easily integrated as they had a focus on the tools each participant could use when back on the job. The results were seen in the increased effectiveness of online presentations, the ability to be more self-aware and recognise one’s own strengths and the strengths of others, and manage priorities in a virtual working format.

Workshop Outline

Delivery Options

In Person Workshop

Virtual Workshop

See Demo

Key Outcomes

1. Team members who can read cues signifying emotions.

2. Team members who can use a mature ‘emotions’ vocabulary.

3. Team members who can successfully apply regulation strategies.

4. Team members who can flex and work with different emotions.

5. Team members who can demonstrate empathy and ‘reframe’.

Target Audience

Teams
Leaders

Learning Approach

Experiential and application based learning

Workshops to pair me with:

Understand Strengths

It’s about framing performance constructively.

Build CliftonStrengths Teams

Practice Mindfulness

Making the conscious choice to become
more aware, present and available.

Skills in Mindfulness

Q

Our in-person workshops maximise opportunities for robust conversation, experiential activities and intensive group work. This is no ‘death by PowerPoint’ experience – our facilitators are skilled in presenting and leading immersive experiences that get the most out of people. Supported by multimedia, attractive takeaway pages and practical strategies for using back on the job – our in-person workshops build a formidable bridge between exploration and application. We have a 10 person minimum for an in person workshop.

Q
Our virtual workshops breathe fresh life into the online experience with their almost ‘radio show’ feel. Our expert facilitators use a combination of multimedia, questioning techniques and break out activities to target micro-skills – with a focus on application. Supported by an online platform hosting custom-built workshop materials, participants can be assured of a lively, dynamic session that has a distinct bias to action. We have a 6 person minimum for a virtual workshop.
Q
Q
This audience includes team members who are developing skills to perform their role with greater capability. The skills are geared toward increasing personal and professional effectiveness and are transferable across different contexts – making them last as they move through their career development journey.
Q
This audience includes ‘middle management’ leaders who support team members in capability building. The skills are geared toward increasing leadership effectiveness and driving performance in team members in modern work contexts. These skills are flexible and built to grow with individuals as they evolve in their leadership journeys.
Q

Thinka believes that every learner needs to walk away being able to do something differently once they’ve engaged in a learning solution. The real power is in every individual applying their learning. Our behaviour-based methods, supported by the latest research, are key to making the steps for change relevant and realistic.

Thinka supports with methods like storytelling, experiential activities or rich questioning, but ultimately, we know the integration between solution and real world is the most crucial part of the learning experience. That is why we look for ways to ‘build a bridge’ between the solution we provide and what happens back out on the job.

Whether it’s an application template, a set of strategies, some tips or a ‘how to’ model – we work hard to provide every learner with not just information but the tools they need to make a real difference.