₦airaland Forum

Pause Factory is the training arm of Simeon's Pivot Resources

IS CORPORATE TRAINING IN YOUR ORGANISATION NOT YIELDING DESIRED RESULT?
THEN TRY OUR EMOTIONAL INTELLIGENCE EMPOWERED CORPORATE TRAINING
LEARNING IS AN EMOTIONAL ACTIVITY.
While others train the HEAD, we build the HEAD and the HAND through the HEART.

…Think Feel… Act…

About Us
Pause Factory is Africa’s premier Emotional Intelligence Academy that is 100% dedicated to the development of people through Emotional Intelligence Competencies. Our President is Licensed by Six Seconds.

We deploy EI Assessment, EI Training, EI Coaching, EI Certification and we soak all other workplace and family learning into Emotional Intelligence Competencies.



OUR VISION

Our Vision is to have 150,000,000 Emotional Intelligent Africans in the year 2040



OUR MISSION

Is to empower people from all strata of the Nigeria and African Society with this critical, success determining skill called Emotional Intelligence



OUR UNIQUENESS

Our unique selling proposition is the ability to achieve positive change in the life of our participants after training. We are sure about this because our trainings combine these 4 critical elements

Technical Competence
Relational and Emotional Competence associated with the Technical Competence
Deep Self-reflective Elements
Coaching Methodology rather than teaching.


OUR VALUE

Our Value is simply Emotional Intelligence



OUR PHILOSOPHY

We Build the HEAD(Knowledge) and the HAND (Action) through the HEART.
OUR PHILOSOPHY -THE HEAD-THE HEART-THE HAND Pause Factory; Emotional Intelligence Academy is the Training academy of Simeon’s Pivot Resources; a Human Resource and Management Consulting Company.

We are a member of International Society of Emotional Intelligence and our President is a Licensed Emotional Intelligence Practitioner by Six Seconds; the world’s largest Emotional Intelligence Network Over the last 9 years as Simeon’s Pivot Resources, we have successfully deployed leadership, management and soft skills training programs, impacting knowledge within all levels in organizations from Drivers to Chief Executive Officers in all sectors of the economy. In all of these years, we never stopped searching for the secret to successful employee transformation through training.

Based on global research and our mission to fact find the secret to the success of training, we have come to realize that there exist the “training of the HEAD” and also the “training of the HEART”.

When the HEAD is trained, information is transferred at the cognitive level, it hardly moves the “HAND” to PERFORM. KNOWING does not guarantee DOING. To “PERFORM” is an “ACT” and ACTIONS are propelled by “FEELINGS” or the management of “FEELINGS”. The process is “THINK-FEEL-ACT”…. MSW Research concluded that “Emotion is the singular most important factor in Employee Engagement” While the goal of training is TRANSFORMATION, when a training does not impact the HEART to invoke EMOTIONAL reasons for CHANGE, the training would not yield the expected transformation.

At Pause Factory, we have mastered the art of touching the HEART; every training is soaked in Emotional Intelligence Competencies; thus, while others build the head, we Build the HEAD and the HAND through the HEART.

At Simeon’s Pivot Resources our approach to corporate & social responsibility (CSR) is to use our expertise and avalanche of knowledge to train startup and other Small and Medium Scale Enterprise (SMEs) in a Monthly FREE Exposition on Human Resources Management.

Human Resource management is one vital challenge confronting Small and Medium Scale Enterprises (SMEs)

FAQ by SMEs are;

How can SMEs with limited number of employees sustain a working human resource department?
What is the simplest way to manage employee performance?
Is it possible to run performance appraisal in growing SMEs?
How do I get the right employee?
At the exposition, we provide practical solutions for all attending SMEs.

If you are a small business owner, you are invited to the next exposition.

Call 08096303933 for inquiry | hr@simeonspivot.com
Date:March 15
Venue: Simeon's Pivot Resources; 19 Town Planning Way, Airtel Bus Stop, Beside Mutual Benefit Insurance, Ilupeju Lagos
Register via http://simeonspivot.com/corporate-social-responsibility/

How does learning work best?

Many people are committed to learning… in life, at work, and in school… and many people are working to help others learn. Sometimes it works beautifully - other times, we get stuck in resistance or frustration. What’s the secret to find your way through this “puzzle”?

Join this insightful, interactive EQ Cafe to learn about the latest neuroscience of learning, and how to use “emotional intelligence” as a powerful ingredient for creating optimal conditions for growth.

You will learn:
Obstacles to learning and how those apply to you, employees, students, others.
How emotions can block or fuel learning, and how emotional intelligence can help us use emotions in a more effective way.
Principles from the Six Seconds Learning Philosophy, a framework for creating emotionally intelligent processes - which we can use ourselves and teach others.

Who: Anyone interested in practicing emotional intelligence -- for themselves, at work/home/school or as a coach/trainer/educator.

What: Free workshop

How: RSVP by registering via http://pausefactory.org/eq-conversation-cafe-puzzle-of-learning/

Your Host: Network Leader Enahoro Okhae

Venue: The Knowledge Centre: 2 Ahmad Onibudo Street of Hopewell, Victoria Island.

Inquiry:
Tel: 08097374698 | 08096303933 |
Email: segun@pausefactory.org | ask@pausefactory.org
Call the above line to ask for the other series of FREE and PAID trainings/Coaching lined up for this and coming months.
www.pausefactory.org is the training arm of Simeon's Pivot Resources

Become an Emotional Intelligence Certified Practitioner with us at Emotional Intelligence Academy Nigeria. We are Africa’s premier organization that is 100% dedicated to the development of Emotional Intelligence. We deploy EI Assessment, EI Training, EI Coaching and EI Certification.
“Emotional intelligence isn’t a luxury you can dispense with in tough times. It’s a basic tool that, deployed with finesse, is key to professional success.” – Harvard Business Review”
One of the best way to immerse yourself in the understanding of Emotional Intelligence is to become certified in it and we strongly advise it; more so, with more people ingrained in this way of life, the better it is for our world. Emotional Intelligence Certified Professional is deployed by Emotional Intelligence Academy.

You will be exposed to different powerful measures of people’s Emotional Intelligence. You will learn how to deploy them, you will be given the content in soft copy and you can customize it, you will learn how to debrief them and help people increase their Emotional Quotient.
EICP is powerful 4 Days program including pre and post training assignment to gain certification.

You can either wait for our open dates, or you can pick your dates in a group of 3-5
You will not just learn about Emotional Intelligence you will become Emotionally Intelligent and become a change agent in your enviroment.
Click http://eiacademy.com.ng/doc/EICP_Brochure.pdf to Download the Brochure of this Certification

Full Emotional Intelligence Disc Model is below.
MODULE: For the spelling out of the modul visit: http://eiacademy.com.ng/emotional-intelligence-certified-practitioner/

THE BENEFITS OF ATTENDING / CERTIFICATION BENEFITS
In this course you will…
• Understand the powerful “Impact on Self, Know Yourself, Choose Yourself, Give Yourself” model and approach to increasing and applying EQ.
• Take home dozens of proven EQ exercises and learning tools, including the BRAIN PROFILES, that you can use yourself and with your teams/families/clients.
• Experience Pro learning design that will enhance the effectiveness of all your training, coaching & teaching.
...
Call Contact: 08096303933; 09071292791
Email: trainings@eiacademy.com.ng; info@eiacademy.com.ng
Site: http://eiacademy.com.ng/emotional-intelligence-certified-practitioner/

WHEN
Monday, November 7, 2016 at 8:00 AM - Thursday, November 10, 2016 at 4:30 AM (WAT) - Add to Calendar
WHERE
Ethnic Heritage Centre - 35 A Raymond Njoku Road, Ikoyi, Lagos, Lagos

Emotional Intelligence Academy
Presents
Exposition on Social and Emotional Learning (SEL)
....Understanding the application of Emotional Intelligence in Primary & Secondary Schools
Date: September 1st, 2016.
Time: 11am to 1pm
Participants: School Proprietors
School Teachers
Head Masters/Head Mistresses
School Counsellors
Educators
Gate: FREE but requires registration. Click here https:///forms/QROzniQhDIjz3P1I3 to Register
There is strong evidence that increased emotional awareness and skill improves academic achievement and creates a more productive and supportive classroom environment.

Please Note: If you have seen this but do not fall in the category of the participant you can as well refer this opportunity to the schools of your children as a parent or to any school as a helper. Pass on this (https:///forms/QROzniQhDIjz3P1I3) Link

Contact: 09071292791 Website: www.eiacademy.com.ng Email: [email]info@eiacademy.com.ng[/email]

Visit: www.eiacademy.com.ng or http://eiacademy.com.ng/sel-social-emotional-learning-blog/
Facebook: www.facebook.com/emotionsintel ;
Twitter: www.twitter.com/emotionsintel
Instagram:www.instagram.com/emotionsintel;
Google+: Search: Emotional Intelligence Academy Nigeria
Linkedin: www.linkedin.com/company/emotional-intelligence-academy

WHEN
Thursday, September 1, 2016 from 11:00 AM to 1:00 PM (WAT) - Add to Calendar

WHERE
Ethnic Heritage Centre - 35 A Raymond Njoku Road, Lagos, Lagos

Who We Are:
Emotional Intelligence Academy Nigeria is Africa’s premier organization that is 100% dedicated to the development of Emotional Intelligence. We deploy EI Assessment, EI Training, EI Coaching and EI Certification. Emotional Intelligence Academy is established to empower people from all strata of the Nigerian and African Society with this critical, success determining people skill called Emotional Intelligence. We enable individuals, teams, organizations, families, schools and families to thrive. We sustain expertise in the concept of Emotional Intelligence as it apply to Individuals and Organizational Effectiveness. Through our unique approach, we proffer Solution Blue-Print about how Emotional Intelligence Competence can help you and your organization become more productive.

We know from deep research and development that Emotions can influence every variable that aids the success of individuals and organizations; whether it is Being Proactive, Entrepreneurial, Prioritizing, Collaborating, Data-Mining, Resilience, Reflection, Adaptability, Risk-Taking, Focus, Problem Solving, Connecting, Critical Thinking, Focus, Imagination etc. Your Emotional Quotient is more important to you that your Intelligence Quotient and we are well positioned to help you grow your Emotional Quotient.

The THREE WISE MINDS
Are you 30+ and would love to understand and navigate your emotions better?
Then join MOR @konnektors, @mrleverage1 and @sobafemi at EQ CAFE. We have a unique mastery of our emotions, we would love to create that experience for you too. Attendence is FREE
Learning Points include but not limited to,
1. The Know Yourself, Choose Yourself and Give Yourself Model ( KCG)
2. The Spear Test
3. How to Navigate Emotions
4. Brain Talent Profile Test
5. How to effectively maximise your Brain APPS ( 18 of them)
6. The Why do I react session?
7. How to break patterns etc

Trust us, this is uncommon knowledge
Click the link to register http:///292UTcr www.eiacademy.com.ng

[center]Join Mr. Leverage at
Topic: THE LEVERAGE MASTER CLASS... for FREE
Venue: Smart Executive, No 2B, Oyetola Street, Off Ajanaku Street, Off Salvation Road, Opebi, Ikeja, Lagos, Nigeria,
You are welcome[/center]
Do you know how your Goal in Life align with your "Leverage Paradigm" and with your Values and how they determine how you pursue? .....I'll be sharing all of these and more on the 30th of May. Register here it's free http://mrleverage.me/leverage-master-class/

[center]Leverage is the singular strategy you need to multiply your limited effort to achieve limitless goals. This is what every great man has employed to become who they are. Interestingly, some didn’t even know they used leverage. For you, begin or speed up your journey to greatness by employing these proven principles.[/center]

Join Mr Leverage on the 30th of May (Public Holiday) as I share with you "Leveraging" secrets that would help you move away from struggling whether in business or life.
For more details visit and Register at http://mrleverage.me/leverage-master-class/
Leverage today; information that would change your life and business. Register to book your seat for FREE.
http://mrleverage.me/leverage-master-class/#lmc-registration

[center]Register yourself as an individual or/and your Organisation for a FREE Emotional Intelligence Training In Honor Of UN World Refuge Day, June 2016
[/center]

CHOOSE YOUR TIME AND DATE below to register your organization for a FREE Emotional Intelligence Training and get a FREE Brain Talent Assessment (by 6 Seconds USA) for all members of your organization
[center]Click http:///forms/Hv4rhwNPBI to register now.[/center]

How do you express Empathy at work, at home, with your colleague, spouse, subordinate, superior, friends or family members?

What is the secret to Mutual Understanding?

How does the feeling of neglect and job insecurity affect your workplace performance?

How do you feel when you need protection, help, safety, refuge and you can’t get it even from the closest person to you?

How do you express your inability to create a harbor for the other person, even though you feel like helping?

How does emotional intelligence stand as a tool set to help you and yours in challenging times?

Honoring the world Refuge day is not a political stunt for refugees, it is for you in your home, in your work place and in your society at large. We all at one time or the other have need for protection, help, safety, refuge.

We will come to your organization and run a free 2 hours Emotional Intelligence Training to answer the questions above; it will surely have a huge impact on the productivity of your employees.

Register your organization for a FREE Emotional Intelligence Training in Honour of The United Nations World Refuge Day June 20, 2016

Learn Emotional intelligence as a toolset to help all of us in challenging times and how to increase empathy and mutual understanding in your environment.

Information about Dates, Time and Venue are:

For all Individuals the Venue is: 35a Raymond Njoku Str, off Awolowo road, Ikoyi Lagos

Date: 22nd June, 2016

Time: 10am – 12pm.
Contact us at (+234) 8096303933 or t[email]rainings@eiacademy.com.ng[/email]

Organisations are oblige to pick a day and time duration within …

Day: June 19th to 21th and June 23rd to 26th, 2016.

Time: 9:00am – 11:00am, 12:00pm – 02:00pm and 03:00pm – 05:00pm


Registration is also for FREE for Individuals to be part of at a venue to be communicated, but the date would be June 23rd, 2016 and time 9:00am to 4:00pm.

Additional Benefit: FREE Brain Talent Assessment for all.
http://eiacademy.com.ng/refuge/ or www.eiacademy.com.ng

CHOOSE YOUR TIME AND DATE below to register your organization for a FREE Emotional Intelligence Training and get a FREE Brain Talent Assessment (by 6 Seconds USA) for all members of your organization
[center]Click http:///forms/Hv4rhwNPBI to register now.[/center]

How do you express Empathy at work, at home, with your colleague, spouse, subordinate, superior, friends or family members?

What is the secret to Mutual Understanding?

How does the feeling of neglect and job insecurity affect your workplace performance?

How do you feel when you need protection, help, safety, refuge and you can’t get it even from the closest person to you?

How do you express your inability to create a harbor for the other person, even though you feel like helping?

How does emotional intelligence stand as a tool set to help you and yours in challenging times?

Honoring the world Refuge day is not a political stunt for refugees, it is for you in your home, in your work place and in your society at large. We all at one time or the other have need for protection, help, safety, refuge.

We will come to your organization and run a free 2 hours Emotional Intelligence Training to answer the questions above; it will surely have a huge impact on the productivity of your employees.

Register your organization for a FREE Emotional Intelligence Training in Honour of The United Nations World Refuge Day June 20, 2016

Learn Emotional intelligence as a toolset to help all of us in challenging times and how to increase empathy and mutual understanding in your environment.

Information about Dates, Time and Venue are:

For all Individuals the Venue is: 35a Raymond Njoku Str, off Awolowo road, Ikoyi Lagos

Date: 22nd June, 2016

Time: 10am – 12pm.
Contact us at (+234) 8096303933 or [email]trainings@eiacademy.com.ng[/email]

Organisations are oblige to pick a day and time duration within …

Day: June 19th to 21th and June 23rd to 26th, 2016.

Time: 9:00am – 11:00am, 12:00pm – 02:00pm and 03:00pm – 05:00pm



Registration is also for FREE for Individuals to be part of at a venue to be communicated, but the date would be June 23rd, 2016 and time 9:00am to 4:00pm.

Additional Benefit: FREE Brain Talent Assessment for all.
http://eiacademy.com.ng/refuge/ or www.eiacademy.com.ng

In one of my Emotional Intelligence class, one of my participants explained how his sexual life with his wife has deteriorated. He said when they were in school their sexual life was very active but now that they are married his wife hardly wants to have sex, and even if she did she would just lie there like a piece of wood. He said it’s affecting him at work, and he cannot concentrate, his emotions are not together and their marriage has become sour. He lamented about the sad environment he now lives in with the same lady that was once vibrant and very sexy, he explained how the same woman that use to give him joy now brings sorrow, he said his wife deceived him and pretended to be sexually active while the fact is that she is not. He wanted help since he was in my Emotional intelligence Class.
In my response I started by telling him that if his wife has once been sexually active, I am sure that she still has that personality on her inside. I explained to him that two things can change a young woman’s sexual activeness, it’s either there is change in her anatomy maybe as a result of child birth or change in her emotions.

[Upcoming Event: Emotional Intelligence FREE Training and FREE Brain Talent Assessment in honor of United Nation World Refuge Day, June 2016. Visit www.eiacademy.com.ng/refuge or click http:///forms/Hv4rhwNPBI to register now]

Emotions e.g. excitement, anger, joy, sadness or arousal for sex which is a secondary form of Love are always a response or reaction to someone’s behavior or an event or situation; always. Your feeling per time is as a result of your response or reaction to someone else’s behavior or a situation. (Except you are highly emotionally intelligent; a case where you create your thoughts and feelings irrespective of your environment). So for my participant, the lack of arousal for sexual desire in his wife is either because she is responding or reacting to someone’s behavior and that person is my participant being the husband or she is responding or reacting to other event or situation in her life.

I had the responsibility to help him, after all he paid for the training, so I took him back memory lane to the times where their relationship was very smooth, those pre-marital days where his then girl-friend use to be sexually active and asked him key questions about those days. He told me how they use to tell each other sweet things, how he always sent her sexy messages, passionate hugs that followed every greeting and a whole lot of lovely stuffs that I wouldn’t want to bore you with. Then I asked him which of those things he continued after marriage; hmmmmm, my participants started realizing what has happened, he had stopped doing those things that elicited the sexual activeness of his wife, he had stopped saying and doing things that usually aroused his wife, he unconsciously felt that with marriage he did not need to arouse her thinking sex will just flow, and unconsciously felt sex is now his right so he doesn’t need to “work” for it; he did not stop them intentionally but he unconsciously gradually stopped them after they got married.

[Upcoming Event: FREE Leverage Master Class. You would the opportunity to learn practical and life transforming leverage principle and a one-on-one session with Mr Leverage. Visit http://mrleverage.me/leverage-master-class to register]

He accepted after the analysis that he unknowingly caused the sadness in his marriage and he promised to change, in fact right there he sent his wife an apology and romantic text, he promised to call me and keep me posted, he was so happy and so I was. Though I warned him that the result might not be immediate since his wife did not come for Emotional Intelligence class, he must maintain his resolve no matter the response or reaction from his wife.

Friends, the truth is, it’s always about YOU, how you feel and how smooth your relationship is with other people is always determined by YOU, there is always an emotional ball in your court, how you play it defines how you feel and also determines the flow of your relationship with others, whether at work or at home or in any gathering. The other person has his or her own emotional ball to play, but it’s you I am talking to now. My advice; play it intentionally by choosing the thoughts and emotions that will help relationships and keep your emotions guarded, Don’t play it like millions of other people who simply follow “ Impulse” not thinking before they react to situations and people..

Follow us on Facebook [url]facebook.com/leveragebyenehoro[/url] and Twitter @mrleverage1 and http://mrleverage.me

Your comments will be appreciated. SHARE! With Friends on Social Media. Keep Leveraging

Read more articles of mine on http://eiacademy.com.ng/blog/ and http://simeonspivot.com/articles-2/

In one of my Emotional Intelligence class, one of my participants explained how his sexual life with his wife has deteriorated. He said when they were in school their sexual life was very active but now that they are married his wife hardly wants to have sex, and even if she did she would just lie there like a piece of wood. He said it’s affecting him at work, and he cannot concentrate, his emotions are not together and their marriage has become sour. He lamented about the sad environment he now lives in with the same lady that was once vibrant and very sexy, he explained how the same woman that use to give him joy now brings sorrow, he said his wife deceived him and pretended to be sexually active while the fact is that she is not. He wanted help since he was in my Emotional intelligence Class.
In my response I started by telling him that if his wife has once been sexually active, I am sure that she still has that personality on her inside. I explained to him that two things can change a young woman’s sexual activeness, it’s either there is change in her anatomy maybe as a result of child birth or change in her emotions.

[Upcoming Event: Emotional Intelligence FREE Training and FREE Brain Talent Assessment in honor of United Nation World Refuge Day, June 2016. Visit www.eiacademy.com.ng/refuge or click http:///forms/Hv4rhwNPBI to register now]

Emotions e.g. excitement, anger, joy, sadness or arousal for sex which is a secondary form of Love are always a response or reaction to someone’s behavior or an event or situation; always. Your feeling per time is as a result of your response or reaction to someone else’s behavior or a situation. (Except you are highly emotionally intelligent; a case where you create your thoughts and feelings irrespective of your environment). So for my participant, the lack of arousal for sexual desire in his wife is either because she is responding or reacting to someone’s behavior and that person is my participant being the husband or she is responding or reacting to other event or situation in her life.

I had the responsibility to help him, after all he paid for the training, so I took him back memory lane to the times where their relationship was very smooth, those pre-marital days where his then girl-friend use to be sexually active and asked him key questions about those days. He told me how they use to tell each other sweet things, how he always sent her sexy messages, passionate hugs that followed every greeting and a whole lot of lovely stuffs that I wouldn’t want to bore you with. Then I asked him which of those things he continued after marriage; hmmmmm, my participants started realizing what has happened, he had stopped doing those things that elicited the sexual activeness of his wife, he had stopped saying and doing things that usually aroused his wife, he unconsciously felt that with marriage he did not need to arouse her thinking sex will just flow, and unconsciously felt sex is now his right so he doesn’t need to “work” for it; he did not stop them intentionally but he unconsciously gradually stopped them after they got married.

[Upcoming Event: FREE Leverage Master Class. You would the opportunity to learn practical and life transforming leverage principle and a one-on-one session with Mr Leverage. Visit http://mrleverage.me/leverage-master-class to register]

He accepted after the analysis that he unknowingly caused the sadness in his marriage and he promised to change, in fact right there he sent his wife an apology and romantic text, he promised to call me and keep me posted, he was so happy and so I was. Though I warned him that the result might not be immediate since his wife did not come for Emotional Intelligence class, he must maintain his resolve no matter the response or reaction from his wife.

Friends, the truth is, it’s always about YOU, how you feel and how smooth your relationship is with other people is always determined by YOU, there is always an emotional ball in your court, how you play it defines how you feel and also determines the flow of your relationship with others, whether at work or at home or in any gathering. The other person has his or her own emotional ball to play, but it’s you I am talking to now. My advice; play it intentionally by choosing the thoughts and emotions that will help relationships and keep your emotions guarded, Don’t play it like millions of other people who simply follow “ Impulse” not thinking before they react to situations and people..

Follow us on Facebook facebook.com/leveragebyenehoro and Twitter @mrleverage1 and http://mrleverage.me

Your comments will be appreciated. SHARE! With Friends on Social Media. Keep Leveraging

Read more articles of mine on http://eiacademy.com.ng/blog/ and http://simeonspivot.com/articles-2/

In one of my Emotional Intelligence class, one of my participants explained how his sexual life with his wife has deteriorated. He said when they were in school their sexual life was very active but now that they are married his wife hardly wants to have sex, and even if she did she would just lie there like a piece of wood. He said it’s affecting him at work, and he cannot concentrate, his emotions are not together and their marriage has become sour. He lamented about the sad environment he now lives in with the same lady that was once vibrant and very sexy, he explained how the same woman that use to give him joy now brings sorrow, he said his wife deceived him and pretended to be sexually active while the fact is that she is not. He wanted help since he was in my Emotional intelligence Class.
In my response I started by telling him that if his wife has once been sexually active, I am sure that she still has that personality on her inside. I explained to him that two things can change a young woman’s sexual activeness, it’s either there is change in her anatomy maybe as a result of child birth or change in her emotions.

[Upcoming Event: Emotional Intelligence FREE Training and FREE Brain Talent Assessment in honor of United Nation World Refuge Day, June 2016. Visit www.eiacademy.com.ng/refuge or click http:///forms/Hv4rhwNPBI to register now]

Emotions e.g. excitement, anger, joy, sadness or arousal for sex which is a secondary form of Love are always a response or reaction to someone’s behavior or an event or situation; always. Your feeling per time is as a result of your response or reaction to someone else’s behavior or a situation. (Except you are highly emotionally intelligent; a case where you create your thoughts and feelings irrespective of your environment). So for my participant, the lack of arousal for sexual desire in his wife is either because she is responding or reacting to someone’s behavior and that person is my participant being the husband or she is responding or reacting to other event or situation in her life.

I had the responsibility to help him, after all he paid for the training, so I took him back memory lane to the times where their relationship was very smooth, those pre-marital days where his then girl-friend use to be sexually active and asked him key questions about those days. He told me how they use to tell each other sweet things, how he always sent her sexy messages, passionate hugs that followed every greeting and a whole lot of lovely stuffs that I wouldn’t want to bore you with. Then I asked him which of those things he continued after marriage; hmmmmm, my participants started realizing what has happened, he had stopped doing those things that elicited the sexual activeness of his wife, he had stopped saying and doing things that usually aroused his wife, he unconsciously felt that with marriage he did not need to arouse her thinking sex will just flow, and unconsciously felt sex is now his right so he doesn’t need to “work” for it; he did not stop them intentionally but he unconsciously gradually stopped them after they got married.

[Upcoming Event: FREE Leverage Master Class. You would the opportunity to learn practical and life transforming leverage principle and a one-on-one session with Mr Leverage. Visit http://mrleverage.me/leverage-master-class to register]

He accepted after the analysis that he unknowingly caused the sadness in his marriage and he promised to change, in fact right there he sent his wife an apology and romantic text, he promised to call me and keep me posted, he was so happy and so I was. Though I warned him that the result might not be immediate since his wife did not come for Emotional Intelligence class, he must maintain his resolve no matter the response or reaction from his wife.

Friends, the truth is, it’s always about YOU, how you feel and how smooth your relationship is with other people is always determined by YOU, there is always an emotional ball in your court, how you play it defines how you feel and also determines the flow of your relationship with others, whether at work or at home or in any gathering. The other person has his or her own emotional ball to play, but it’s you I am talking to now. My advice; play it intentionally by choosing the thoughts and emotions that will help relationships and keep your emotions guarded, Don’t play it like millions of other people who simply follow “ Impulse” not thinking before they react to situations and people..

Follow us on Facebook [url]facebook.com/leveragebyenehoro[/url] and Twitter @mrleverage1 and http://mrleverage.me

Your comments will be appreciated. SHARE! With Friends on Social Media. Keep Leveraging

Read more articles of mine on http://eiacademy.com.ng/blog/ and http://simeonspivot.com/articles-2/

Emotional Intelligence

There are various ways through which the word Emotion can be explained.

From the biological perspective, Emotions are electro-chemical impulses carried by neuro-petals found throughout our body and brain. When there is an impact or stimulus upon us, (when something happens to us) the electro-chemicals flushes throughout our body within the quarter of a second and creates a change in our physiology. That change is what you feel and translate as joy, anger, sadness fear, shock, nervousness, sober etc. with this explanation, emotion is neither Positive nor Negative; it’s simply a state created by electro-chemicals flushing through your body.

From the above, we can also describe Emotion as Data; simply because it tells you what is happening to you; so when someone insults you for example and sustain a feeling, what you feel is a message. If you can analyze your immediate feeling after an impact comes upon you, then you will understand yourself better.

Emotion can also be explained as the response or reaction to people, events, situations and places that engages your mind and body, simply means that your response and reaction to a particular impact exhibited by your physiology tells your emotions.

Furthermore, Emotion can be the explained as a mental state that arises spontaneously rather than through conscious effort and often accomplished by physiological changes.

The difficulty in having a fixed definition to Emotion is that we can become intelligent enough to manipulate what we feel or create a difference between what we feel and what we exhibit.

While there are about 3000 words in English language that can be used to describe the emotion we sustain, we ordinarily use a few words.

Some Emotions we sustain include Joy, Love, Fear, Ecstasy, Sadness, Annoyance, Remorse, Apprehension, Grief, Amazement, Nervousness, Aroused, Surprise, Boredom, Depression, Interest, Glum, Anticipation, Admiration, Contempt, Jovial, Gladness, Satisfaction, Shame, Cheerfulness, Excitement, Relief, Astonished, Insecurity, Panic, Uneasy, Jealous, Envy etc.

It’s not enough to understand emotion; what is important is to be Emotionally Intelligent.


TO LEARN HOW TO BE EMOTIONALLY INTELLIGENT, Visit us Emotional Intelligence Academy http://eiacademy.com.ng/2016/03/31/what-exactly-is-emotion-2/ and fill the form on the page or mail us at [email]info@eiacademy.com.ng[/email] now.
Emotional Intelligence Academy Nigeria is an Emotional Intelligence (EI) Assessment, EI Training, EI Coaching and EI Certifying company established to empower people from all strata of the Nigerian and African Society with this critical, success determining people skill called Emotional Intelligence.

UBER TAXI; WHAT YOUR ORGANIZATION MUST LEARN FROM UBER TAXI TO IMPROVE THE PERFORMANCE OF YOUR PEOPLE

Do you use Uber Taxi? Well I did recently and I noticed something great that is worthy of mention and would impact your organization positively if you adopt it.

So when you use Uber, you are meant to rate the driver and the driver is meant to rate you. This is a simple measurement system and if you ever heard of Hawthorne Theory, you would know that “the moment you begin to measure a thing, the behavior of the thing changes”. For example if I announce that I will start measuring the way you all use water in your office from a particular day, there is a high likelihood that the way you use water will change slightly. What this means is that the driver in an Uber Taxi has a ready-made reason to behave and drive well because they know the passenger would rate them after the trip; and the passenger in turn also have reasons to behave well because the driver would rate him or her after the trip.


What we do not realize is that Uber is managing the performance of drivers and passengers in the most unnoticed way possible. As simple as the system is with no Human Resource Manager shoving the process down the parties, the Uber system is encompassed with all the variables of a proper performance management system which includes the following stages:

1: Setting Smart Goals and Objectives;

Without doubt, before any car gets registered with Uber, several rules are given on how they would perform during driving and the objectives are so smart that you even know the reasons why you can be deactivated from Uber. Their driver policy is very clear.

https://www.uber.com/legal/other/driver-deactivation- us-english/ . On the other hand, passengers have a natural human performance goals, we should all naturally behave well as humans.

More importantly, both the driver and the passenger know that at the end of the trip there would be a rating for both parties by both parties, more like a 360 degree feedback system. In your organization are performance objectives very clear, do people know what they must do, how they must do it, do people have Key Performance Indicators (KPIs) and most importantly do people know they would be measured (rated ) after performance. As a Human Resource Consulting company , we can tell you categorically that eight out of 10 companies either do not have smart objectives set, or started it in the past but do not use it again.

2. Monitoring;

When objectives are set, the next most important stage in any performance management system is “monitoring performance”. This means after setting the performance goals, performance must be monitored. Uber’s system also has this covered. Simply because you know you would rate the driver you unconsciously watch out for his behavior, driving style and professionalism; in turn the driver watches out for your communication style and attitude in the course of the trip. In your organization, do leaders take time to monitor performance of their subordinates with the intention to rate them afterwards? do they set goals and simply wait for results, rather that carry out some kind of observation in the course of performance so as to rate objectively? are there periodic reports that should be sent so they would be aware of the process of performance.

3: Assessment;

This is a very popular stage of performance management system, people call it performance appraisal, some companies run performance appraisal once in a year, others twice in a year; it’s important for you to know that there is a difference between performance management and performance appraisal;; performance management is the entire system while performance appraisal is only one stage in the performance management system. I must quickly say here that when you appraise people once or twice in a year you appraisal system is already vulnerable to different forms of bias, leaders can forget what has happened in January when appraising in June or December, leaders might use the incident of last month to judge the performance of last six months and several other forms of bias exists. In fact we have heard Human Resource Managers say to us that they do not want to appraise staff because they don’t want to promote anybody since the company is not making money; this is another huge error, you don’t appraise people for the sake of promoting them or increasing their salary, you appraise people because you want to know how they are performing and what you must do to their performance if it does not meet expectation; increase in salary and promotion are options, and several other options are available; performance would grow worse in you don’t appraise at all.


Uber also understand this principle; they ensure appraisal is deployed at the end of the trip, it is recorded and it can be used to make decisions. What is more important after performance measurement is what you do with the measurement, we can categorically tell you that the average Nigerian firm do nothing to those whose performance are not up to expectation, and the companies where management penalizes or reprimands low performance according to agreement made at the beginning of the period, the average staff feels bad, the environment is not exciting, and the management is seen as wicked; this is an anomaly to say the least; as a people we must change our mentality; if the performance measurement system says you would not be paid full salary or you would not get a loan if your performance is low; you don’t go around feeling bad or getting the environment toxic; this is a national challenge in Nigeria and we must all begin to work at fixing this mentality. However, goals must be agreed and resources to perform must be put in place.

Uber also have this covered, so an Uber driver would be deactivated if the driver’s performance falls below 4.6 out of 5, http://therideshareguy.com/10-things- that-can- get-you- deactivated-as- an-uber-driver/ What this does is that drivers now look for ways to satisfy their passengers so as to get good ratings. Imagine your employees all looking for ways to perform excellently. Some of the Uber drivers offer water, mints, ensure the car is very clean, dress well, help passengers with their luggage, are professional etc. they do all this without any Human Resource Department watching them; it’s so incredible. What is also interesting is that passengers too can be deactivated if their rating drops to a certain level. More importantly Uber also introduced the VIP Status with several benefits, you attain VIP when you sustain excellent rating over a period of time; this is a way of celebrating excellent performance and you must celebrate the performance of your high achieving staff.

If a cab system can deploy a workable performance management system, why can’t you; the main goal of performance management is not to witch hunt people, it is to manage performance for continuous growth. If you want your people to perform better continuously then you do not have a choice.

If you want to improve performance in your organization through performance management system where people earn their pay through what they bring to the table, then send a mail to [email]hr@simeonspivot.com[/email] and one of our consultants will get in touch with you.
You can always visit Simeons Pivot Resources Articles Click here now www.simeonspivot.com/blog-post for more.

We at Simeons Pivot Resources are trusted and reliable in recruitment for our clients to fill various vacant position. We are not like the conventional agencies that agree for a part of the employee's salary.
Simeon’s Pivot Resources – is a Human Resource and Management Consulting Company with a focus on Performance Management.Our Solutions spans through Human Resource, Processes, Strategies, and Operations.
We help solve Organizational Problems, Develop Strategies, alter weak unproductive Processes and optimize the performance of your employees and your organization.
Visit us today www.simeonspivot.com and their is someone waiting for you online to answer to your queries.
Thanks

UBER TAXI; WHAT YOUR ORGANIZATION MUST LEARN FROM UBER TAXI TO IMPROVE THE PERFORMANCE OF YOUR PEOPLE

Do you use Uber Taxi? Well I did recently and I noticed something great that is worthy of mention and would impact your organization positively if you adopt it.

So when you use Uber, you are meant to rate the driver and the driver is meant to rate you. This is a simple measurement system and if you ever heard of Hawthorne Theory, you would know that “the moment you begin to measure a thing, the behavior of the thing changes”. For example if I announce that I will start measuring the way you all use water in your office from a particular day, there is a high likelihood that the way you use water will change slightly. What this means is that the driver in an Uber Taxi has a ready-made reason to behave and drive well because they know the passenger would rate them after the trip; and the passenger in turn also have reasons to behave well because the driver would rate him or her after the trip.

Uber and Performance Management System

What we do not realize is that Uber is managing the performance of drivers and passengers in the most unnoticed way possible. As simple as the system is with no Human Resource Manager shoving the process down the parties, the Uber system is encompassed with all the variables of a proper performance management system which includes the following stages:

1: Setting Smart Goals and Objectives;

Without doubt, before any car gets registered with Uber, several rules are given on how they would perform during driving and the objectives are so smart that you even know the reasons why you can be deactivated from Uber. Their driver policy is very clear.

https://www.uber.com/legal/other/driver-deactivation- us-english/ . On the other hand, passengers have a natural human performance goals, we should all naturally behave well as humans.

More importantly, both the driver and the passenger know that at the end of the trip there would be a rating for both parties by both parties, more like a 360 degree feedback system. In your organization are performance objectives very clear, do people know what they must do, how they must do it, do people have Key Performance Indicators (KPIs) and most importantly do people know they would be measured (rated ) after performance. As a Human Resource Consulting company , we can tell you categorically that eight out of 10 companies either do not have smart objectives set, or started it in the past but do not use it again.

Uber and Performance Management System

2. Monitoring;

When objectives are set, the next most important stage in any performance management system is “monitoring performance”. This means after setting the performance goals, performance must be monitored. Uber’s system also has this covered. Simply because you know you would rate the driver you unconsciously watch out for his behavior, driving style and professionalism; in turn the driver watches out for your communication style and attitude in the course of the trip. In your organization, do leaders take time to monitor performance of their subordinates with the intention to rate them afterwards? do they set goals and simply wait for results, rather that carry out some kind of observation in the course of performance so as to rate objectively? are there periodic reports that should be sent so they would be aware of the process of performance.

3: Assessment;

This is a very popular stage of performance management system, people call it performance appraisal, some companies run performance appraisal once in a year, others twice in a year; it’s important for you to know that there is a difference between performance management and performance appraisal;; performance management is the entire system while performance appraisal is only one stage in the performance management system. I must quickly say here that when you appraise people once or twice in a year you appraisal system is already vulnerable to different forms of bias, leaders can forget what has happened in January when appraising in June or December, leaders might use the incident of last month to judge the performance of last six months and several other forms of bias exists. In fact we have heard Human Resource Managers say to us that they do not want to appraise staff because they don’t want to promote anybody since the company is not making money; this is another huge error, you don’t appraise people for the sake of promoting them or increasing their salary, you appraise people because you want to know how they are performing and what you must do to their performance if it does not meet expectation; increase in salary and promotion are options, and several other options are available; performance would grow worse in you don’t appraise at all.

Uber and Performance Management System

Uber also understand this principle; they ensure appraisal is deployed at the end of the trip, it is recorded and it can be used to make decisions. What is more important after performance measurement is what you do with the measurement, we can categorically tell you that the average Nigerian firm do nothing to those whose performance are not up to expectation, and the companies where management penalizes or reprimands low performance according to agreement made at the beginning of the period, the average staff feels bad, the environment is not exciting, and the management is seen as wicked; this is an anomaly to say the least; as a people we must change our mentality; if the performance measurement system says you would not be paid full salary or you would not get a loan if your performance is low; you don’t go around feeling bad or getting the environment toxic; this is a national challenge in Nigeria and we must all begin to work at fixing this mentality. However, goals must be agreed and resources to perform must be put in place.

Uber also have this covered, so an Uber driver would be deactivated if the driver’s performance falls below 4.6 out of 5, http://therideshareguy.com/10-things- that-can- get-you- deactivated-as- an-uber-driver/ What this does is that drivers now look for ways to satisfy their passengers so as to get good ratings. Imagine your employees all looking for ways to perform excellently. Some of the Uber drivers offer water, mints, ensure the car is very clean, dress well, help passengers with their luggage, are professional etc. they do all this without any Human Resource Department watching them; it’s so incredible. What is also interesting is that passengers too can be deactivated if their rating drops to a certain level. More importantly Uber also introduced the VIP Status with several benefits, you attain VIP when you sustain excellent rating over a period of time; this is a way of celebrating excellent performance and you must celebrate the performance of your high achieving staff.

If a cab system can deploy a workable performance management system, why can’t you; the main goal of performance management is not to witch hunt people, it is to manage performance for continuous growth. If you want your people to perform better continuously then you do not have a choice.

If you want to improve performance in your organization through performance management system where people earn their pay through what they bring to the table, then send a mail to hr@simeonspivot.com and one of our consultants will get in touch with you.

PERFORMANCE MANAGEMENT Part 2

Hopefully you have read the Part 1 of our discussion on Performance Management which is the Planning Stage where we introduced this course.

STAGE 2: MONITORING

The Second part is the Monitoring Stage, logically, once performance is in progress Monitoring must be deployed. Monitoring simply means observing and checking the progress or quality of a particular task over a period of time; keeping it under systematic review. Truth is; no matter how well your subordinate has shown capacity, you must still deploy some level of monitoring, even if it’s progress report.

Like I said in part one you must have your pointers or trackers, which are the things you come to check or things you see when monitoring, so in a bakery for example, you probably want to see the texture of the dough, or you want to see the compliance sheet for each production or for a consulting firm a superior might want to see the ticking of the checklist in preparing for a forth coming training program.

There are different ways you can monitor performance of your subordinate.

You can observe; this simply means you actually watch to see what is being done.
You can ask your subs to give account of what they are doing or have done over a certain period; this can take a form of one-on-one conversation with a subordinate.
You can also monitor performance by asking employees to use self-monitoring tools to help you keep track of their actions. They can use project plans, checklists, and activity logs, online collaboration tools etc.
Another way to monitor performance is to review work in progress on a regular basis. That means you need to check your employees’ work carefully in process along the way.
Finally you can monitor performance by gathering information from other people. Ask customers, vendors, coworkers, ask other managers about the interactions they’re having with your employees. Always ask questions about your employee’s work, never about the person. Don’t ask for evaluations, but ask for descriptions. Don’t ask for impressions, but ask for details. And don’t believe everything you hear; the more you keep your ear to the ground, the more you’ll know which sources can be trusted.
It’s very important to ensure your subordinates know that you are monitoring; the fact that you are measuring a thing changes the way the thing is the being used. Now in Performance Management, you don’t monitor for the sake of monitoring, you do it to take corrective measures and to measure. This brings us to the third part of the Performance Management Cycle which is Assessment.

STAGE 3: PERFORMANCE ASSESSMENT

Performance Assessment is that part that is generally known as Performance Appraisal, and it is the third part Basically when you appraise you are assessing. It’s very important for me to state here that there are two types of Performance Appraisal. There is the Informal Appraisal and Formal Appraisal.

The formal appraisal is the type we all know which is the appraisal that is carried out periodically like once in a year or once every six months. Now I believe I can safely assume you are aware of that type of Appraisal, where your superior fills a form of questionnaire about you answering different questions about your performance, behavior and any other attribute that is being assessed. Now there are several disadvantages that comes with this form of Appraisal which makes it less potent than expected.

They include

Prejudice and Bias: Where a superior for whatever reason have issues with the subordinate, there is a tendency to score the person low. Another form of bias could come from the relationship of the superior and subordinate; if it has been smooth for a substantial part of the Performance Period and it goes sour close to the appraisal period, there is every tendency that the superior will appraise the sub with the bias from the relationship.

Forgetfulness: If an appraisal period covers a span of six months or even one year, there is a possibility of forgetting all the high points of a subordinate because it happened a long time ago. What is likely to be fresh in the mind of the superior are the recent happenings. If a subordinate is appraised based on recent happenings whether the recent happenings are good or bad it does not reveal a true picture of the subordinate’s performance.

Sustenance of Poor Performance: If a superior have to wait till the end of the period before making a subordinate aware of wrong doings whether in behavior or performance, then the strategic goal of the organization cannot be achieved.

With the above challenges that is associated with Formal Appraisal, every decision made based on the appraisal will also be wrong; for example concluding that a subordinate needs training in a particular area might just be a wrong course of action because that decision is pivoted on a biased appraisal…eventually a large part of the organization gets into the wrong direction.

The solution to this is Informal Appraisal. Informal Appraisal unlike the Formal Appraisal comes up more frequently; like weekly, or monthly. The informal appraisal keeps everyone at alert, subordinate knows that their performance is under continuous check, superiors have the opportunity to identify deviations and poor performance and quickly make corrective actions. With corrective action comes better performance and then improved performance.

This is the only way you can measure, manage and the grow continuously. This is our forte and we can help you.

For more enquires on Performance Management and how we can help you set up a Performance Management System in your organization please contact us on [email]hr@simeonspivot.com[/email] or call +234 8096303933 You always visit www.simeonspivot.com/blog-post/ for more.

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PERFORMANCE MANAGEMENT

About 3 years ago, Simeon’s Pivot Resources carried out a research on Performance Management and we are now using the knowledge we gained and the research to help our clients.

The research revealed that there is actually a considerable knowledge about the term Performance Management amongst Human Resource personnel but only a few actually practice Performance Management as they usually mistaken it for Performance Appraisal. So let us take the next few lines to tell you about performance management in its simplest form, why you need it and how you can deploy it in your organization.

Why do you need Performance Management? You need it because “what does not get measured does not get managed and what does not get managed does not grow and obviously what does not grow eventually dies”. So how come it is not generally used to grow performance in businesses? It’s simply because it sounds complex. In this article we will demystify it and you will see how simple it can be.

Performance Management in its simplest form is about managing the performance of an employee in such a way that results in continuous improved performance. By definition Performance Management (PM) can be described as a process of planning, monitoring and reviewing employee performance. (3 Simple Stages)

When you practice Performance Management, you will be able to identify what each person is supposed to achieve well beyond job descriptions, the performance of each person, also measure what each person is doing and eventually make necessary corrections.

There are three stages in Performance Management and we will discuss it below.

STAGE 1: PLANNING

In the planning stage, a superior must have a meeting with a subordinate at the beginning of an operational period and discuss expectations with the sub. In that meeting, the superior must state in clear terms what is expected to be achieved by the sub, we can call this the Goal. That goal must align with the Strategic Goal of the organization, it must align with the role, ability and job descriptions of the sub. The goals must be S.M.A.R.T. meaning it must be Specific, Measurable, Achievable, Realistic and Time-Bound. If possible each task expected to be carried out by the sub must be clearly written out with the step by step processes that will lead to the successful deployment of such task.

In this stage, the Key Performance Indicators (KPI) must be identified. Key performance Indicators are simply those activities, reports, and or results you will see daily, weekly, monthly to determine whether an employee is performing or not. The KPIs must not only be identified, it must also be shared with the sub, understood and accepted by the Sub. An example of KPI for an Admin staff can be “Prompt repayment of DSTV subscription”.

Now every KPI must have a “pointer”, the pointer is what shows you that a KPI is achieved or not, so the pointer in this case will be “scrambled channels”. (I’m sure you know this can be embarrassing in an office). It means that once you see the channels are scrambled then the Admin staff has underperformed.

Another important attribute of the planning stage is to identify “Metrics” for measurement. Metrics are forms of measuring the performance. So in this case we can use percentages, meaning the payment of DSTV or all monthly reoccurring payments can take up 10 per-cent of an employees’ overall performance for a month; and so if DSTV is not paid for, then it’s 0 percent for that task.

This can be repeated for every task required to be performed by that employee to make up 100 percent. With the planning stage concluded it means we have identified what an employee is meant to do, how we will know if it has been done and how to measure the performance in order to place the employee on a rating. The result of this after a while can lead to training, promotion, termination, transfer, increase in Salary, demotion etc.

In the next stage in Performance Management which is MONITORING would be discussed in the Part 2. Without this stage the first stage is a waste of time.

For more enquires on Performance Management and how we can help you set up a Performance Management System in your organization please contact us on [email]hr@simeonspivot.com[/email] or call +2348096303933 or visit www.simeonspivot.com/blog-post/ for more.

Over View:
This training is titled "[size=16pt]Leveraging Emotional Intelligence for Business Success and Life[/size]"

Our Unique Emotional Intelligence Training is a one day Life Transforming and Personality Make-Over Course flagged by our subsidiary “Emotional Intelligence Academy”

The importance of the emotional stability of any employee or employer to the organisation and employee cannot be over-emphasized. Harvard University and Carnegie Foundation’s extensive research has established like several other researches that, 15% of the work we do are technical and 85% are based on our emotions and relationship; that’s why the one time world most richest man, Warren Buffet said “The secret to my wealth is Emotional Stability”.

Today’s worker needs:

Capacity to overcome procrastination.
Capacity to control Impulsive Spending.
Power to channel focus to preferred direction.
Capacity to subdue anger and malice.
Power to love and countless emotional issues.

All these do not come through academic qualifications but through Emotional Intelligence. The world knowledge bodies are unanimous about the fact that Emotional Quotient (EQ) is more important and productive than Intelligence Quotient (IQ). Attached herewith is a flyer for the forthcoming Emotional Intelligence Program

AREAS OF IMPACT

Relationship
Marriage
Finance
Decision Making
Work Place
Goal Setting and Achievement

COURSE OUTLINE

1. WHO ARE YOU? (DEFINITION OF SELF):

6 Circle Personality Analysis

2. EMOTIONAL INTELLIGENCE ASSESSMENT:

The World acclaimed S.P.E.A.R Test

3. CONGNISING EMOTIONS:

What exactly is Emotion?, Why do you feel what you feel?, Levels of Emotion competence

4. THOUGHT SEQUENCE AND CONSEQUENTIAL THINKING

5. EMOTIONAL TRANSMUTATION:

The “HOW” to Emotional Mastery


VALUE PROPOSITION

After completing this training, participants will:

Be able to Identify the relationship between your Emotions and Change, People, Things, Events, Spouse, Stress etc.
Identify the root cause of negative and positive emotions.
Identify the secret to sustaining positive feelings constantly.
Take back your life from Emotional High-jacks.
Develop powerful Assertiveness skills.
Instantaneously grow in maturity.

Enquires:

Call: 08097374698, 08090873207
Email: [email]trainings@eiacademy.com.ng[/email] | [email]trainings@simeonspivot.com[/email]
Visit: www.simeonspivot.com | www.eiacademy.com.ng
Who can attend: Married, Single and Business owners.
Duration: 1 day 23 March, 2016
Training Fee: 40,000 (Discount Available) Please Call 08096303933

This event is powered by Simeons Pivot in collaboration with Emotional Intelligence Academy and the training is facilitated by Certified Six Seconds Emotional Intelligence Practitioner.

[img][/img]
[center]“YOU ARE WHAT YOU SELL” is not a cliché; it is a fact.[/center]

Beyond the technicalities of Selling, it is clear that from Lead Generation to Closing the Sale, everything a Sales Person is doing is simply “relational.
The real selling skills is the ability to manage prospects towards purchase and the distance between Prospecting and “Closing a deal” is filled with several Emotional Bullets; any sales person who lacks Emotional Intelligence will not be able to sell successfully.
How Prospects or Customers “feel” about a Sales person goes a long way to determine their purchase or repeat purchase.
This course will equip your people with key Emotional Intelligence Skill as it relates to every stage of the Sales Process

COURSE OUTLINE

Status Revealing E.Q Assessment S.P.E.A.R. Test

Module 1

The “6 Circles People Analysis™ ”

Who are you?
Why you act the way you do
3 Variable that lead to others’ perspective of you
Ironical fact about your Environment

Module 2

Defining and Analyzing “EMOTIONS”

Emotion as a process
The Equation of Emotion
Levels of Emotional Competence
The Cycle of Emotions
The Cognition of Emotional Intelligence

Module 3

Building Blocks of Emotional Intelligence

Module 4

Self-Awareness in Prospecting
The Self-Management in Prospecting
The Social Awareness in Prospecting
Relation Management in Prospecting

Module 5

The Power of EQ in Sales Meeting
The Power of EQ in Presentation
The Power of EQ in Negotiation
The Power of EQ in Handling Objections

Module 6

“You are What You Sell”

EQ Action Point



VALUE PROPOSITION

After completing this training, participants will:

Recognize and understand their personality, what informed who they have become, how it influences their sales success and the effect on prospects and customers.
Become aware of their Emotional Quotient, how it affects their day to day sales result and further more begin to increase it.
Begin to effectively manage and regulate their emotions to make sure they don’t disrupt their behavior and vastly increase their productivity.
Understand prospect’s feelings when interacting with them and become a trusted person in their network for a more healthy business relationship.
Understand prospects and customers’’ needs systematically and respond accordingly to get maximum results in their interactions with them.
Establish rapport with prospects and customers to improve the effectiveness of their communication
Become aware of the Emotional Bullets that flies when relating with customers and become equipped to deal with them.

Enquires: Call: 08097374698, 08090873207 | Email: trainings@simeonspivot.com | Website: www.simeonspivot.com

Who can attend: Sales People, Business Development Officers, Marketers, Sales Team, Managing Directors and everyone saddles with the responsibility of earning money for their company.

Duration: 2 days | Training Fee: 50000 (Discount Available) Please Call 08096303933

This training is facilitated by Certified Six Seconds Emotional Intelligence Practitioner.
Powered By [/color]Simeons Pivot Resources