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Contents Ce 3 Mebossiogy Dead Resa srimayFadings ‘Nombvies Findings 6 6 6 Conclusions 7. Big Picture and Nex Steps 8 Appendix A Research Questionnaire 12. Appendix B formation given to respondents A Shortcut to Motivated and Adaptive Workforces June 2000 ‘Yu say hat your organisation needs people Whos earn and 9555 quickly, who can solve problems witbo being tl 0, who can come up wih erste jdeab and not wait for others veado i for them, People with «posive, responsible atinde, ‘You als say ht you ned a eliblerezua on he ie and money YO sTe 8 OE people Too much money's already invested in sills 8. post of the expected emir hee, So, wba s misting? The Talent Foundton bless today’s training Tne re sopinicated and well-hought trough, bur iy base & critical blind spot—the Jeamer’s motivation to lear, “ithou appropriate rides Tear, taining iverents ae ese 1 fail ‘ver the last fw months, Te Talent Foundation engazed sve SAY and oe etc in researching te ise of motvaon to eam. We saracd several factors that aaa cio and found arcing resus fo the area of emotions] ESS ED. Ia see er ndviduas who have developed El were icantly ore POS rowards He end bad Bigher‘eadints’ towards adaptation than thse fom 8 control group. “hs lave orgnisatios wit wo options Ether recut oly peopl BT evels of Fe cop tbe workfoe they already Bave, Can peopl be mained in emotional ipweligence? Fasc? What difference will it make? Cur research shows that workers trained in emationlineligen advantages in techaiques have significant ‘9 “Cando” atitude ~ eonfdence in the contin hey can rake at Work. attitude towards finding opportunities 1 use their sills at work © Wilingness to learn — postive aside towards learning ‘© Confidence on what and how to lear ‘© Winewin aniude regarding taining provided by employers ‘Tis esearch compared 100 people who tended a hszandaall ds OO ith 100 people from a demegraptcally similar contol sos wo iid not. The fesulis are attaches Prue bihlphed the Key elements to lp you skim hove Over the next months we will extend this esearch ootber PoP, ‘identifying the ones Cer eure elas. Also, we wderand that ean! 9 BA not vercleat Competence to lea and "big pice thinking’ we ase STA6 skills for ‘Mapuve organisations. We will oon pilot a comrebensivs SSE) atacall cents, nee sah’ Geaties, competence to Tear. and bg picture skin) S52 and will aoe ey performance indicators to test he value ofthe solulon asi, I want to acknowledge Astute Soltions (for condueng sucha professional piece of aan a eandark Eden (Cor leg us ‘halla’ kr prodet) and the 200 reetiguls who gave xr me and honest answer fortis work ‘am delight to sare the fist past of our research en motason wi O08 It is my hope aaa wil tings bt that wil encourage sion a Welk Let's keep in touch, Kind regards, 1 weBele, Javier Baer Chief Executive ‘The Talent Foundation Background and Hypothesis In today’s evonemy, individual and organisational ability to leara and adapt is ley for success. Ongscizations are focussing their effors in ereating good learning for their employees, using best possible strategies including web-based ‘Justin-sime’ delivery of waining Consistently we see that good intentions get topped atthe receiving end ofthe lessing equation, People cannot be forced (or bribed) to leam and, in most case, raring is peresived asa threat or atleast as an inconvenience, not allowing the natural learning ‘engines’ do their jo. Our belief is that individual's emotional {ntelligence isthe major driver for that ability. Werkforces where individuals share ‘his ability will be far more adaptive and responsive to continuous change. They will lear easily and faster than others. They ‘will not need the ‘push’, but will “pul for Jeeming and development opporsunitis. So the question is two-fold: first, whether emotional ineligence makes diffrence for leaming ‘readiness’ and second, whether these skills ean be developed in people or is a condition from natuce. Methodology In this sudy we compared two similar groups of people (manly) in employment Group A was randomly selected froma atabase of individuals who have atended an Et / motivational course over the last 2 year'. Some af these people have gose on to undenake other courses, elthough exactly how many were taken did not form patt of this enquiry. Individuals in the control group (B), have rot experienced any similar taining. This group was matched up tothe condition froup in order to allow valid comparisons ‘between them (this required a significantly larger control group). However, only the 100 respondents which most closely matched the demographics from those in group A went forward ino the researc shown below. Researchers conducted one hundred telephone interviews per group. All samples were UK based. “The subset chosen were participants whose sumames began withthe eter S and lived in London, The control group was taken from a series of London telephone rectris, all of whor also have sur ‘beginning with the lemer S and who have either an 0208 or 0207 telephone number. (a some cases only » mobil telephone snamber was led, in which ease the address was used as coroboration) NOIGHL \-FOUNDATION re ene ef isin ut ech eT URES TRS ity ote supe ees ica snc Ci tedatianmme Seen Fore ein a ni