Leadership is not about titles, positions, or owcharts. It is about one life inuencing another.
Leaders understand that big dreams are just the starting point. Inaneraofquickchangeandcomplexchallenges,thefuturebelongstoleaders whocandomorethanjustenvisionabetterworld–theymustinspireand empowerotherstobringthatvisiontolife.
Thesetransformativeleadersunderstandthatbigdreamsarejustthestarting point.Theypossesstherareabilitytocommunicatetheirvisioninawaythat resonatesdeeplywithothers,ignitingasharedpassionandsenseofpurpose.But theirtruepowerliesintranslatingthatinspirationintotangibleaction.
Effectivefuture-shaperscreateenvironmentswhereinnovationthrivesand calculatedrisksareencouraged.Theybuilddiverseteams,recognizingthat groundbreakingideasoftenemergefromthecollisionofdifferentperspectives. Theseleadersnurtureacultureofcontinuouslearning,wheresetbacksareviewed assteppingstonesratherthanroadblocks.
Crucially,theyleadbyexample,rollinguptheirsleevesandworkingalongside theirteams.Thishands-onapproachnotonlydemonstratescommitmentbutalso providesinvaluableinsightsintothechallengesandopportunitiesontheground.
Theleadersoftomorrowwillbethosewhocannavigateuncertaintywithagility, maketoughdecisionswithempathy,andmaintainfirmoptimisminthefaceof adversity Theywillbethecatalystswhoturnboldideasintoworld-changing realities,oneinspiredactionatatime.
Initslatestedition, “Strategic Visionary: Global Leader Driving Collaborative Impact in 2024 Dr.BasmaGhandourah ” InsightsSuccessshowcases ,astory ofavisionaryleaderwhoisdrivinginnovationanddirectingthefutureofthe modernindustrywithherexceptionalleadershiptraits.
Asyouflipthroughthepagesofthisedition,you'llencounterataleofresilience, determination,andboldnessinthefaceofadversity You'lllearnhowthisleader overcamechallenges,seizedopportunities,andultimatelytransformedtheir organizationsandindustriesforthebetter
So,diveinandletyourselfbeinspiredbythestoryofthisremarkableleaderwho ismakingwavesintheworldofbusiness.Herjourneyandhervowtosuperiority andpassionfornoveltyissuretoleavealastingimpression.
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Two roads diverged in a wood, and I—I took the one less traveled by, And that has made all the difference.
- Robert Frost
Dr. Basma Ghandourah
General ManagerExecutive Department of Business Partners at SCFHS
Cover Story Dr. Basma Ghandourah Transforming Healthcare Through Strategic Partnerships
“ Basma considers balancing her professional responsibilities with her role as a mother to be a significant achievement. The support and encouragement from her family have been instrumental in her success.
Strategic Visionary: Global Leader Driving Collaborative Impact in 2024 Leaderscreateimpactfulstrategicrelationships,
drivetransformativeinitiatives,andnurture innovation,wherevertheygo.Dr.Basma Ghandourahexemplifiesthisphilosophythroughher dynamiccareer.HerworkintheVisionRealizationOffice (VRO)oftheMinistryofHealthandlaterattheSaudi CommissionforHealthSpecialties(SCFHS)showcasesher abilitytomakesignificantimpactsbeyondthehealthcare industry.
Dr.Basma'sjourneyisatestamenttoherrelentlesspursuit ofexcellenceandhercommitmenttodrivingtransformative changeonaglobalscale.Heracademicjourney,beginning atRiyadhElmUniversityandcontinuingwithadvanced degreesfromprestigiousinstitutionsliketheUniversityof MichiganandAlfaisalUniversity,hasequippedherwitha uniqueblendofclinicalexpertiseandstrategicacumen.
Asarestorativedentist,Dr.Basmahastouchedcountless lives,restoringsmilesandfosteringapatient-centricethos. Herrolesingovernmentalbodieshaveallowedherto spearheadvisionaryinitiatives,cultivatestrategic partnerships,andchampioninnovation,allwhileintegrating theseeffortsintoabroaderglobalcontext.Thisintegration showcasesherversatilityandabilitytoapplyclinical insightstostrategicinitiatives.
Heraccolades,includinginternationalrecognitionasan emergingleader,underscorehervisionaryleadershipand commitmenttodrivingpositivechange.Withamantraof continuouslearning,collaboration,andinnovation,Dr. BasmaGhandourahstandsasaninspiringfigurepoisedto shapethefuturethroughstrategicvisionandcollaborative impact.
Let us explore her journey:
CultivatingCross-BorderStrategicRelationships Buildingstrategicrelationshipsacrossbordersbeginswitha profoundrespectforandunderstandingofdiversecultures andsystems.Basmaapproachesthisbyactivelylistening andlearningabouttheuniquecontextsofthepartners involved.Thisenableshertotailorstrategiesthatare culturallysensitiveandrelevant.Understandingthepeople, theirculture,andtheirstrategicdirectioniscrucialfor findingmutualgroundingandcreatingfruitful,win-win relationships.
Effectivecollaborationandcommunicationareanchoredin transparencyandmutualrespect.Sheemploysamulti-
facetedstrategythatincludesestablishingclear communicationchannels,settingsharedgoals,andfostering anenvironmentoftrust.
Regularfollow-upsandfeedbackloopsensurethatall partiesarealigned,andanyissuesareaddressedpromptly Herexperienceinstrategicrelationshipsandinternational collaborationhastaughtherthatflexibilityandadaptability arecrucial,asisthewillingnesstoinnovateandfind commonground.
BalancingProfessionalandPersonalLife Balancingprofessionalandpersonallivesrequirescareful planningandprioritization,especiallywhensmallchildren areinvolved.Basmasetsclearboundariesbetweenwork andpersonaltimeandmakesaconsciousefforttoadhereto them.Thisapproachensuressheisfullypresentinboth areas.
Supportfromfamilyandclosefriendshasbeeninvaluable inmaintainingthisbalance.Theirunderstandingand encouragementprovidetheemotionalsupportneededto navigatethedemandsofherprofession.Additionally,she makestimeforself-careandactivitiesthatrechargeher, suchaslearningnewskillswithintheartsfield,traveling, andspendingtimewithlovedones.
DrivingGlobalChange Thoughtleadership,globalimpact,andinnovationare deeplyinterconnectedinBasma’svisiontodrivesystemic changethattranscendsbordersandsectors.Thought leadershipinvolvespioneeringnewideasandapproaches, whichcaninspireothersandsetnewstandardsinthe industry
Globalimpactisaboutunderstandingandaddressingthe interconnectedchallengesweface.Byfostering internationalcollaboration,shebelieveswecanpool resources,sharebestpractices,andimplementsolutions thathaveabroadandlastingimpact.Innovationandagility aretheenginesthatdrivethisprocess,enablingthe developmentofcutting-edgesolutionstocomplex problems.
Herapproachincludescreatingstrategicpartnershipsthat facilitateknowledgeexchangeandcapacitybuilding, drivinginitiativesthatleadtoimprovement,andpromoting policiesthatsupportsustainableandinclusivegrowth.This comprehensivestrategyensuresthatthoughtleadership,
“Identifying and cultivating impactful partnerships begins with integrity, being proactive, bridging cultural gaps, and having a clear understanding of mutual goals and values.
“ Basma believes that true leadership is about empowering others and fostering a culture of collaboration and innovation. globalimpact,andinnovationareleveragedeffectivelyto createmeaningfulandlastingchange.
PioneeringChangeThroughThoughtLeadership Basma'spassionliesinmakingameaningfulimpacton people’slives,animpactthatresonatesthroughtime. Seeingthetangiblebenefitsofherwork,whetherthrough improvedpatientcareorsuccessfulinternational partnerships,motivateshertokeeppushingforward.Sheis dedicatedtoleveragingherskillsandexperiencestocreate apositiveandlastingimpactnotonlyinhealthcarebutalso inothersectors.
Identifyingandcultivatingmeaningfulpartnershipsbegins withbeingproactiveandhavingaclearunderstandingof mutualgoalsandvalues.Sheemphasizestheimportanceof leadingmarketresearchandidentifyingpotentialstrategic relationshipsandpartnerships,bothlocallyand internationally.Sheseekspartnerswhoshareacommitment toinnovation,quality,andsustainability.Buildingtrustis essential,involvingtransparency,reliability,and responsiveness.
Cultivatingthesepartnershipsrequirescontinuous engagementandcollaboration.Regularcommunication, jointplanningsessions,andsharedinitiativeshelpbuild strong,lastingrelationships.Basmabelievesincreating win-winscenarioswhereallpartiesbenefitandare motivatedtocontributetheirbest.
DrivingInnovationandImpact Dr.Basma'sstrengthslieinstrategicplanning,adaptability, andstronginterpersonalskills.Theseattributeshave empoweredhertonavigatecomplexprojects,build effectiveteams,andfostermeaningfulpartnerships.Her dedicationtocontinuouslearningandimprovementhasalso beenasignificantassetthroughouthercareer.
Acknowledgingareasforgrowth,sherecognizesthe importanceofdelegatingtaskseffectively.Inthepast,she tendedtotakeontoomuchherself,leadingtopotential burnout.Learningtotrustandempowerherteamhasbeena valuablelesson,resultinginimprovedoverallefficiencyand effectiveness.
Throughouthercareer,shehasbeenhonoredwithseveral prestigiousawards,includingtheIADRHeraeusKulzer TravelAwardandtheIAAMYoungScientistMedalin 2016,recognizinghercontributionstohealthcare.Her
recentdesignationasanInternationalHospitalFederation YoungExecutiveLeader(#IHFYEL2023)underscoresher commitmenttoleadershipandexcellenceinhealthcare. Additionally,shehasbeenrecognizedwiththeOutstanding LeadershipAwardatHealth2.0andnameda'Catalystof Change'amongthedistinguishedGlobalIcons2023by PassionVista.
Onapersonallevel,Basmaconsidersbalancingher professionalresponsibilitieswithherroleasamothertobe asignificantachievement.Thesupportandencouragement fromherfamilyhavebeeninstrumentalinhersuccess.
EmpoweringthroughCollaboration Basmabelievesthattrueleadershipisaboutempowering othersandfosteringacultureofcollaborationand innovation.Sheemphasizescreatinganenvironmentwhere everyonecanthriveandcontributetothecommongood.In today’sinterconnectedworld,sheadvocatesforleaningon eachother'sstrengthsandworkingtogetheracrossborders andsectorstoaddressthecomplexchallengesweface.
Hermantraforgrowth,development,andsuccessisto embracecontinuouslearningandadaptability.She encouragesstayingcurious,beingopentonewideas,and neverstoppingthesearchforwaystoimproveand innovate.Shebelievesthatcollaborationandbuilding strongrelationshipsarekeytoachievinglastingsuccess.
OnememorableprojectforBasmawasleadingthestrategic relationshipsandinternationalcollaborationwithinthe HealthcareLeadershipAcademyattheSCFHS.This endeavorinvolvedformingstrategicpartnershipswith renownedinstitutionsbothlocally,regionally,andglobally
Theinitialleadershipprogramscreatedhelpedempower currenthealthcareleadersandequippedthemwiththe necessaryskillstotransformtheSaudihealthcaresystem. Thesuccessofthisprojectunderscoredtheimportanceof strategicthinking,effectivecommunication,and collaboration.Italsodemonstratedthevalueofleveraging globalexpertise,multi-sectorallessonslearned,andlocal contenttocreateapositiveimpactonthehealthcaresystem.
,, ,, TheInternetis becomingthetown squarefortheglobal villageoftomorrow.
- Bill Gates
Technological Advancements and Their Influence on Leadership Theadvancingeraof
developmentsinthe21st century, technological advancementshave becomeadriving forceinreshaping variousfacetsof organizational leadership.As technologycontinuesto evolveatan unprecedentedpace,ithas significantly influencedleadership styles,decisionmakingprocesses, communication methods,andstrategic planning.This articleexploreshow technological advancementshave transformed leadership,emphasizing thepositive impactswithoutdelving into associatedchallenges.
EnhancedDecision-Makingwith DataAnalytics Oneofthemostprofoundimpactsof technologyonleadershipisthe enhancementofdecision-making processesthroughdataanalytics. Leaderstodayhaveaccesstovast amountsofdatageneratedbydigital platforms,socialmedia,andInternetof Things(IoT)devices.Advanceddata analyticstoolsenableleadersto analyzethisdata,extractvaluable
insights,andmakeinformeddecisions. Byleveragingpredictiveanalytics, leaderscananticipatemarkettrends, understandcustomerbehavior,and optimizeoperationalefficiencies.This data-drivenapproachnotonly enhancestheaccuracyofdecisionsbut alsoenablesproactiveandstrategic planning.
ImprovedCommunicationand Collaboration Technologicaladvancementshave revolutionizedcommunicationwithin organizations.Toolssuchasvideo conferencing,instantmessaging,and collaborativeplatformslikeSlackand MicrosoftTeamshavebridged geographicalgaps,enablingseamless communicationamongteammembers regardlessoftheirlocation.Leaders cannowcommunicatewiththeirteams inrealtime,fosteringamore connectedandengagedworkforce. Furthermore,thesetoolsfacilitate
collaborativeworkenvironments whereideascanbesharedfreely, enhancingcreativityandinnovation. Leaderscaneffectivelymanageremote teams,ensuringthatallmembersare alignedwithorganizationalgoalsand objectives.
StreamlinedOperationsthrough Automation Automationtechnologieshave streamlinedvariousoperational processes,allowingleaderstofocuson strategicinitiativesratherthanroutine tasks.RoboticProcessAutomation (RPA),ArtificialIntelligence(AI),and MachineLearning(ML)arebeing utilizedtoautomaterepetitivetasks, suchasdataentry,customerservice, andinventorymanagement.Thisnot onlyincreasesoperationalefficiency butalsoreducesthelikelihoodof humanerror.Leaderscanallocate resourcesmoreeffectively,dedicating timeandefforttoareasthatrequire humanexpertiseandstrategic oversight.
EnhancedCustomerEngagement Thedigitalagehastransformedhow leadersengagewithcustomers. TechnologicaltoolssuchasCustomer RelationshipManagement(CRM) systems,socialmediaplatforms,and AI-drivenchatbotshaveenabled leaderstointeractwithcustomersin morepersonalizedandmeaningful ways.CRMsystemsallowleadersto trackcustomerinteractions, preferences,andfeedback,facilitating adeeperunderstandingofcustomer needs.Socialmediaplatformsprovide adirectchannelforcommunication, enablingleaderstorespondto customerinquiries,addressconcerns, andbuildbrandloyalty.AI-driven chatbotsofferinstantcustomersupport, ensuringaseamlessandsatisfying customerexperience.These technologiesempowerleadersto
cultivatestrongcustomerrelationships, drivingbusinessgrowthandloyalty.
FacilitatingInnovationandAgility Innovationandagilityhavebecome crucialcomponentsofsuccessful leadershipinthetechnology-driven world.Technologicaladvancements provideleaderswiththetoolstofoster acultureofinnovationwithintheir organizations.Byleveragingideation platformsanddigitalworkspaces, leaderscanencourageemployeesto shareinnovativeideasandcollaborate onprojects.Additionally,technology enablesleaderstoimplementagile methodologies,allowingforrapid prototyping,testing,anditerationof newproductsandservices.Thisagility ensuresthatorganizationscanquickly adapttomarketchangesandemerging opportunities,maintaininga competitiveedge.
StrategicUseofArtificial Intelligence ArtificialIntelligence(AI)is transformingvariousaspectsof leadershipbyprovidingadvancedtools forstrategicplanninganddecisionmaking.AI-poweredanalyticscan processlargedatasetstouncover patternsandtrendsthathumananalysis mightoverlook.Leaderscanusethese insightstoformulatestrategiesthatare data-drivenandevidence-based.AI alsoenablespredictivemodeling, helpingleadersanticipatefuture scenariosandmakeproactive decisions.Inareassuchasmarketing, supplychainmanagement,andhuman resources,AIprovides recommendationsthatenhance efficiencyandeffectiveness.By integratingAIintotheirstrategic toolkit,leaderscandriveinnovation andstayaheadofthecompetition.
EmpoweringEmployeeDevelopment Conclusion andEngagement Technologicaladvancementshave Technologyhasalsoplayedapivotal profoundlyinfluencedleadership, roleinemployeedevelopmentand usheringinaneweraofdata-driven engagement.E-learningplatforms, decision-making,enhanced virtualtrainingsessions,anddigital communication,operationalefficiency, mentorshipprogramshave customerengagement,innovation, revolutionizedthewayleaders employeedevelopment,andstrategic approachemployeedevelopment. planning.Leaderswhoembracethese Thesetechnologiesprovideemployees technologiescancultivateamoreagile, withaccesstocontinuouslearning innovative,andcompetitive opportunities,enhancingtheirskills organization.Astechnologycontinues andknowledge.Leaderscantrack toevolve,itsimpactonleadershipwill employeeprogressthroughLearning onlygrow,offeringnewopportunities ManagementSystems(LMS),ensuring forleaderstodrivesuccessandachieve thattrainingprogramsalignwith organizationalexcellence. organizationalgoals.Furthermore, technology-drivenemployee engagementplatformsallowleadersto gatherfeedback,recognize achievements,andpromoteapositive workculture.Engagedandwelldevelopedemployeesaremorelikely tocontributetoorganizationalsuccess andinnovation.
The only limit to our realization of tomorrow will be our doubts of today. , , - Franklin D. Roosevelt The Role of Emotional Leadership Culture Intelligence on & Organisational Thefast-pacedand
commercially drivendynamics ofthecurrent market,many leadersoften neglecttherole emotionalintelligence playsin leadershipsuccess.Most individuals inleadershiprolesare exclusively result-orientedandfocus onnumbers alone;thoughadatadriventhought processisanabsolute mustforany organisationtosucceed andreduce bias,itisimportantto factoremotional intelligenceintothe organisational culturetostayrelevant intoday’sselfmotivatedlandscape. Manytendtoviewempathyand emotionalintelligenceasasubjective factorindecision-makingasopposed tothemoreobjectiveelementslike dataandreports.However,itis importanttomeasureemotional intelligenceandfactoritintodatato ensurea360viewpoint.
WhatisEmotionalIntelligence?
EmotionalIntelligence(EI)or EmotionalQuotient(EQ)depictsone’s aptitudetomanageandcomprehend
theemotionsofoneselfandthoseof theindividualsaroundthem.Froman organisationalperspective,it encompassestheabilitytoview, understandandreadtheemotionsof teammemberswhileensuringthat theirownemotionsareregulatedinan appropriatemanner.Therearefive categoriesofemotionalintelligenceto focuson,whichincludeSelfAwareness,Self-Regulation,Empathy, MotivationandSocialSkills.These categoriesareofteninterconnected whiledealingwithemployeesona regularbasis.
Whyisitimportanttopromote EmotionalIntelligence?
Post-COVID-19era:hasmarkeda significantshiftinthemind-setof employeesacrosstheglobe. Individualsarenolongerhappyto aimlesslycontributetheireffortsin exchangeofpaychecksalone.Thereis ademandtobeassociatedwithan organisationthathasgoodculture
promotingfairnessandethics,safe environmentsubsidizingtowardsbetter health(bothphysicalandmental),and tobeheardandvaluedfortheirwork, experiencesandpointofviews.
GenZenteringthejobmarket: noteworthychangesobservedinterms ofhowthenewgenerationviewswork andtheirpersonalpriorities. Organisationscannolongerenforce outdatedmethodsandculture,while continuingtoremainrelevanttothe dynamicsofthegenerationalshifts broughtuponthejobmarket.
Increaseintheoutflowoftalentand diversityinthejobmarket:withthe socio-economicandpoliticalchanges acrosstheglobe,asurplusoftalentin themarketdetected.Itisimportantas anemployertostandoutandattractthe talentpool.Inordertobecomethe employmentdestinationofchoice, everyorganisationrequirebuilding theirbrandvalueinordertoentice highpotentialcandidatesfromthe market.Improvingtheorganisational culturetoensuretheorganisationis knownfortheirempatheticviewpoint andembodytheimportanceof emotionalintelligenceinitsculturecan heavilycontributetowardsbuildinga reputationinthemarket,thatattract diversesetoftalent.
Henceforth,tomotivateandretain potentialtalentsandappearrelevantin themarketitisimportantforleadersto investtimeandeffortstoensurethe environmentfocusesonpromoting emotionalintelligence.
HowtobuildanEmotionally Intelligentorganizationalculture?
Thereareplentyofwaystoensurethe organisationalcultureencompass emotionalintelligencewithinits environment.Someoftheimminent waystoachievethiscanbeasfollows:
FeedbackDriven
Culture: Understandingtheemotionalspaceof theemployeesofvaryinghierarchyis vitalforanyorganisationthataimsto buildasafecultureforitsemployees. Regularfeedbackcollectionisa healthywayofmonitoringthecurrent stateoftheorganisationandwork towardsenhancingtheculture.This canbeachievedbyvariousways,such aspulse/employeefeedbacksurveysin regularinterval,focusgroupdesign thinkingworkshops,moreorganised AskMeAnything-AMA sessions/platforms.
Reducingthegapbetweenemployee andleadership:Inmostorganisations, thereoftenisapalpabledistance betweentheseniorleadershipandthe employees.Employeeshavinglackof accesstotheirleadersandviewing themlikein-housecelebrities contributestowardsaculturethatis numbersdriven.Insuchenvironments, employeestendtofeeldisposableand lackasenseofbelongingand motivation.Reducingthisgapbetween theleadershipandemployeesopens thedoortohaveemotionallyintelligent perspectiveandenrichestheculture wherediversesetofemployeesfeel heardandvalued.Theorganisations cantakeseveralstepstobridgethe gap;byincorporatingOpenDoor Policy,organisedTownhall/business sessionsfollowedbyopenQ&Aforum toallowquestions,regularscheduled casuallunches/teasessionwith differentgroupofemployees,ensuring moreparticipationofleadershipinthe companyorganisedengagementevents andteambuildingactivities.
OrganisingCoachingandTraining initiativestoimproveempathetic overviewofnewleaders:By designingaprogramthatenablesthe rightbehaviouralandthought leadershipfornewandexisting individualseitheralreadyinorthose gettinggroomedforleadershiproles,
helpsensurethecultureissetatthe midmanagementandseniorleadership levels.Moreoften,companiesdonot realisetheimportanceofpeopleskills andemotionalintelligenceprevailing atthemidmanagementlevels,asthis isthemakeorbreakphaseofany organisationaloperations.Itisvitalto designconsistentdevelopmental programsthatcoversoftandpeople skillsinclusiveofemotional intelligenceandempathy
Promotingacultureofsafe communication:Effortsneedtobeput togethertoensuretheorganisational environmentissafeforopen communication.Thiscanweachieved throughregularfeedbackcollections, opendoorpolicywithleadersandHR, anonymousplatformstocollect feedback,suggestionsandconcerns includingwhistle-blowerinitiatives. Theorganisationalsorequiretoensure thesafetyandconfidentialityofthe individualswhocomeforwardto discusstopicsthatareunconventional, engageinwelldocumented investigations(ifrequired),and incorporatetraininginitiativeswith theirleadersandemergingleadersto ensuretheycreateasafespacewithin theirenvironmentthatallowsopen communication.
HowcanLeadersmeasureemotional intelligencetoreducebias?
Measuringemotionalintelligence(EI) inanorganizationalsettingcanbe challengingduetothesubjectivityand thepotentialforbias.Somestrategies thatcanhelpreducebiasinmeasuring emotionalintelligenceincludes:
MultisourceFeedbackincluding360DegreeFeedback:Itisvitaltogather feedbackfromavarietyofsources, includingpeers,directreports, supervisors,andevenclientsor customers.Thisapproachcanhelpto provideamorecomprehensiveviewof
anindividual'semotionalintelligence bygatheringinsightsfromdifferent perspectives.
BehaviouralInterviewing:
Incorporatingacompetency frameworkwhiledesigningquestions forinterviews,beitfornewhiresor internaldesignthinkingsessions, focusingonpastbehavioursand situationsthatdemonstrateemotional intelligence.Anexamplecanbetoask candidatestodescribeatimewhen theysuccessfullymanageda conflictingsituationorwhenthey providedsupporttoateammember canrevealtheirabilitytounderstand andnavigateemotions.
PerformanceReviews:Incorporating emotionalintelligencecompetencies intoperformanceevaluationcriteriato assesshowwellindividuals demonstrateemotionalintelligence skillsintheirday-to-daytasks, interactions,anddecision-making processes.
PsychometricAssessments:Using validatedassessmenttoolsspecifically designedtomeasureemotional intelligence.Theseassessmentsshould focusonobservablebehavioursand competenciesratherthansubjective impressions.Ensurethatthe assessmentsareculturallyand contextuallyappropriateforthe organizationtominimizebias.These assessmentswouldhelpwhile designingindividualdevelopment/ leadershipdevelopmentprogramsby providingabaselinetobuildthe coachingprogramon.
GeneralObservation:General observationsandkeepinganeyeout forpatternsofbehaviouraloutcomes areoftenhelpfultofurtherbase investigations.Evaluationof behavioursexhibitedbyleadersand employeesinvarioussituations, lookingforindicatorssuchasempathy,
self-awareness,adaptability,andsocial skills.Thisobservationalmethodcan providevaluablequalitativedataon emotionalintelligence.Providedthe riskofsubjectiveobservationswith potentialforunconsciousbias,one shouldneveronlymakedecisions basedonthirdpartyobservationsand ensurefactualevidenceisthereto supportanyaction.
AnonymousReporting:
Implementingmechanismsfor anonymousreportingofbehaviours relatedtoemotionalintelligence throughwhistle-blowingpolicyand platformscanencourageemployeesto providehonestfeedbackwithoutfear ofretaliationorbias.
ContinuousEvaluation:Emotional intelligenceisnotstaticandcanevolve overtime.Thus,itisimportantto implementregularevaluationsand check-instoassessprogressand providefeedbackfordevelopment.
DataAnalysisandBenchmarking: regularcollectionandanalysisofdata onemotionalintelligencemetricsover timetocompareindividualandgroup performanceagainstbenchmarkshelps inidentifyingareasforimprovement andtrackprogress.
Byincorporatingacombinationof thesestrategiesintothemeasurement ofemotionalintelligenceinan organisation,organizationscangain valuableinsightsintotheemotional intelligenceoftheirworkforceandits impactonleadershipeffectivenessand organizationalculture.Onecanhelp reducebiasandobtainamoreaccurate assessmentofindividuals'abilities towardsthecriticalareaofleadership andorganizationalculture.Itis essentialtoapproachmeasurement withsensitivityandensure confidentialitytoencouragehonest feedbackandparticipationfrom employees.
Leadership is not about being in charge, Its about taking care of those in your charge.
- Simon Sinek
