APPENDIX 6

Emotional Intelligence Training

EXERCISE 6: THE ORGANIZATION'S EMOTIONAL CLIMATE

Objectives:

1. To identify aspects of the organization's climate relating to emotional competence norms.
2. To identify how particular aspects of the organization's functioning and operations either help or impede the use of emotional competences.
3. To identify a list of key areas that could be targeted for change and action strategies for addressing them.

The emotional structure that a group adopts determines a group's level of emotional competence, which has been defined as the willingness to recognize, monitor, discriminate, and attend to emotion, and the ability to respond constructively to emotional challenge. As part of a collective emotional structure, emotionally competent norms are rules and expectations that influence group emotional competence and social capital.

Timing:	First set of questions: (60 minutes)
	Voting: (5 minutes)
	Working on Action: (20 minutes)

Provide three examples of how conflict is typically viewed and dealt with in the organization. (10 + 5 minutes)

Provide three examples of how the organization typically recognizes and then deals with staff feelings. (10 + 5 minutes)

Provide three examples of how trust between the organization and its partners is typically perceived on projects. (10 +5 minutes)

Provide three examples of how the organization deals with uncertainty. (10 + 5 minutes)

The basic format of the activity is:

The whole gathering is asked a question. The teams confer among themselves and appointed spokespeople give the answers for their own team in turn. Guide the teams towards discussing and selecting the best three from within their own team. After an agreed/suitable time period, each team's spokesperson gives their team's answers in turn, which are recorded by the facilitator on stage or at the front of the auditorium, on a suitable viewing system (flip-chart sheets and blu-tack are perfectly okay if you like to use them) so all teams can see every other team's answers.

All the answers for a question are reviewed, and then voted on to identify which answer(s) are considered to be the best by all teams, or a 1-2-3 ranking of the three best-liked answers.

Review and invite questions and comments from the participants.

Then ask the teams to cast votes for each of the other team's answers, by which the facilitator then allocates scores for each team. The scoring system for the activity is flexible at the discretion of the facilitator, but must obviously be consistent and fair. For example, ask each team to confer and award three votes for the best answer, two points for second-best, and one point for third-best.

Example of next question:

Next, consider and suggest three ways that the organization can improve the key area that you have identified. (20 minutes)

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