BUILD CRITICAL THINKING

IN OTHERS
WITH EMOTIONAL INTELLIGENCE
 Emotional Intelligence (El) involves our ability to understand,
express, and manage emotions effectively, relates to the capacity
to understand, interact with others, and take consideration to the
feelings of others. As team leaders, it is necessary to identify their
emotional strengths and weaknesses. If they are aware of their
strengths and weaknesses, they help them to make better
decisions, and what the changes they are going to do to cope up
with their weaknesses. They become more confident & effective
leaders to lead their members, promote having a better & positive
work environment while increasing their critical and creative
thinking skills at the same time. This is important especially in
their role as to lead, with the help of this they can enhance more
their interpersonal skills and relationships amongst team
members & co-workers, both personally and professionally. In
addition, team leaders have to be aware of their strengths and
weaknesses further to develop their careers and to get close to
being able to meet their goals and succeed at work. They are
capable of improving their emotional intelligence abilities in the
workplace, and ability to stay calm in a crisis.

 INTRODUCTION
The team leader could determine whether this one of the employees or teams requires
extra support through assessing & evaluating team members’ skills individually, and
they are asking them some questions to determine what they know about critical
thinking and how they should apply it in different scenarios. Because if this person
knows how to apply critical thinking not only into the organization but to our daily life,
they don't hesitate to trust their gut feeling without depending on their decision with
other people. Since we can't control this, critical thinking is here to help us deal with
everyday problems and smoothly handle them without affecting us. It also includes
determining if they need extra support, within asking them to make a reflection on
themselves and self-assess their skills to define what require support they might need.
OVERCOME CONSTRAINTS, LIMITATIONS OR BARRIERS

Make logical inferences and judgments to help easily define whether the
limitations can be eliminated or removed in ways that contribute to continuous
improvement. To ensure that personnel would be able to use critical thinking,
systems or cultural change plus a change in mindset might be needed, so
organizations could pursue toward goal achievement.

In order, to help team members overcome limitations, barriers, or gaps, analyze

first any limitations to determine exactly;

What is happening What the short & long term effects are

Why it is happening
How barriers, or gaps can be controlled

RECOMMENDATIONS FOR FUTURE LEARNING

ARRANGEMENTS/PROGRAMS

1. Constructing more effectively & efficiently procedures for adult learners to have a basis and they
can follow it so they can engage in exploratory dialogue in a learning environment, developing ideas
or translating & summary the importance or substance of their insights & pieces of evidence into
reflective thought, to help you understand more on something, including all of its possible
consequences.
2. Providing more or more helpful or practical opportunities for individuals to;
- Identify, examine & question assumptions.
- Collect all evidence and evaluate it carefully, should’ve got this evidence will be helpful to raise
solid arguments.
- Make inferences, conclusions reached that are used based on this evidence.
- Discuss & share with others any conclusions, claims, or insights & evidence they have.
- Identify the implications of any action without providing evidence or not a clear statement, that
should be taken as a result of criticality.
3. Ensure that the learner has access to relevant sources of internal & external information sources, to
help them to construct more than superficial knowledge. This will be considered as their guidelines
with the development of critical & creative thinking.
CONSIDER THE EMOTIONS OF OTHERS WHEN MAKING
DECISIONS.

When constructing decisions, it is important to take into

consideration the emotions of others because this will serve as
Two heads are better than one. It means that members who are
guidelines for every decision that we’ve made. If this organization
working together, are more likely to get close to the best solution
supports or prioritizes emotion not only from them but also from
to solve a problem, than the only person doing it alone. Although,
others, they can make others feel part of others with their new ideas,
the leaders still have a right to make the final decision, since not
create a positive environment & establish trust among them.
consolidating suggestions will be viable. But don’t forget to talk to
your employees regarding why you can’t use their ideas. So,
A range of decision-making styles is often to take into account the
employees think their suggestions and complaints are still part of
emotions of others. The emotional principles and strategies I might
the decision-making process. Asking employees and gathering
use would be Collective/participative Decision Making. This strategy
their different ideas, perspectives, skills, and minds, in a solution
is giving the power to employees participating in making a
to construct better results in making a decision. The employees
company’s decision. They allow them to submit their ideas,
become happier by giving them a voice and making them involved
perceptions, and comments. This is one of the bases of being a good
through the journey of the company's success. It will lessen the
leader, being transparent and open-minded when it comes to other
emotional stress, and workers, and put their best & effort in their
ideas. They ask employees or staff about their suggestions and
jobs if they feel heard and appreciated.
opinions or feelings about a decision that needs to be made.

 ORGANISING AND FACILITATING RELEVANT

LEARNING OPPORTUNITIES FOR YOUR TEAM

In an organization where learning is appropriately supported &

necessary for all companies, it all reflects & transfers knowledge
throughout the structure & system that will result in a more
powerful organization as a whole. They aim to motivate the
learning capacity of employees with changing ideas & teaching
practices or principles. When a company values the difference in
learning from employees, it makes it easier to define their
capacities and capabilities. Also, it will contribute to promoting a
competent workforce and betterment of learning organizations in
which learning & skills are shared for the benefit of each & every
employee. Organizations put a lot of time into improving learning
culture and enacting learning organizations, they become more
competitive within other organizations. This results in an increase
in employee job satisfaction, reduced attrition & absenteeism, and
higher company loyalty are just some of the reasons why learning
environment and learning organization are important.
 PROCESS TO COMMUNICATE WITH THE TEAM FOR
FEEDBACK ABOUT THEIR THOUGHTS AND FEELINGS?

One of the fundamental opportunities to make sure that

people in the workforce know it is OK to express their
thoughts and feelings is to maintain an open-door policy.
Leaders should not only focus on the goals of the organization,
but also they must invest their time by taking into
consideration the feelings & emotions of their employees.
Also, leaders should not be too busy, too tired, stressed, or
uninterested, and they have to show them that they’re willing
to hear their concerns and to listen to employees, especially
those who need someone to talk to. To make workers feel
heard by promoting open-ended discussions &
communication that allows employees a chance to voice out
their opinion regarding the stepping stones of having a better
outcome that suits the specific situation. Assembling
meetings with individual workers as intended to check &
monitor their emotional state, and their levels of satisfaction
as well can be helpful.

Consultation with relevant stakeholders involves using methods usually worked by market &
Consult with academic researchers. The consultation must have depth or breadth of knowledge (or a
combination of the two).
relevant The former calls for largely qualitative research approaches. These are approaches that
use open styles of discussion & debate. The job of the facilitator is to tease out views &
stakeholders perceptions which are truly held by the stakeholder. The focus group, individual depth

interviews, and observation are the most common methods used.
Analyzing the critical thinking skills of team members is
necessary, because the more the employees are curious, ask more
questions, and point out interesting suggestions, the more they
will engage or be wiser to decide certain issues. Critical thinking
tends teams members by becoming problem solvers, or even
mastery their skills more in solving specific problems.

But the problem is, finding an efficient & effective method to

assess the critical skills of team members is something difficult.
It is not easy in terms of observing each of the team members
with their thinking skills & processes. To mitigate this problem,
from here it is possible to give feedback. Giving feedback
according to the decision they made and the outcomes, so by
doing that you can easily define and analyze their critical
thinking skills.

You can give them a comment on how they can distinguish

between facts and opinions. Also, give them suggestions on what
they need to improve as requirements in characteristics of a
critical thinker. They are more motivated to improve among
their thinking styles, and also to be achieved by the employees to
become an intelligent one on how to deal in problems, and also to
think critically.

 Critical thinking helps you to understand and analyze accurate information clearly so that
you have a basis for evaluating and making better decisions and judgments. In addition,

CRITICAL THINKING
critical thinking helps employees formulate ideas and explore new possibilities and give
power to others to draw conclusions that help them to understand things better. Critical
thinking is considered crucial to organizational success. This is one of the reasons why
decision-making is one of the necessary skills of employees that they can improve as long
as needed.

Existing work systems, workplace structures & objectives, processes & resources should
be examined to identify any barriers or gaps that can impact critical thinking. To assess
what will be your weakness, you already know what you need to improve, to become
effectively a critical thinker. Where they can be reviewed to make sure that team leaders
and their members are using their learning skills & teaching practices to solve a problem
and develop new things & knowledge.

The result of the examination and the requirement for critical thinking might determine
that the old workplace, objectives, mission & vision, and processes or resources have to
be improved or changed with the new one for having a better result that will be helpful to
effectively meet organizational goals. Current workplace objectives, procedures, and
resources should be flexible & acceptable to adopt new practices and improve them
resulting in a direct better outcome for the organization. Also, managers & employees
enable them to better express their perceptions or perspectives, opinions, and beliefs.