The Neuro-Link model, that I will be using in this study, draws significantly from the Intentional Change Theory and the Social-EmotionalLearning Model. The model incorporates innate traits as well as learned skills and focusses predominantly on the neuroscience of learning. The Neuro-Link EI programis discussed in Chapter 3.
We can thus see that EI does not only develop passively with age through experience within individuals but enhances and further develops through
professional training programs. A research article by Clarke (2006) indicates the need to develop workplace interventions that target employees’ EI – opening a new avenue for understanding behaviour and performance in the workplace. As an empirical study in actual time organisational settings with actual participants, investigating their real-life experiences, I intend (or hope) to provide some insight into the development and application of workplace EI programs with my study. 2.6 Conclusion
Success in the professional world of work depends largely on EI to supplement cognitive and trade knowledge. As the pace of change increases and the world of work makes ever greater demands on a person’s cognitive, emotional, and
physical resources, this particular set of abilities become increasingly important. Goleman (1998)indeed noted that employees are no longer being judged by how smart they are or by their training expertise, but rather how well they handle
themselves and others. This yardstick increasingly applies in choosing who will be hired and who will not, who will be let go or be retained, who will be passed over and who will be promoted.
Moursund quoted Perkins who said: “Being proactive, we can become more intelligent through study and practice, through access to appropriate tools, and through learning to make effective use of these tools” (Moursund, 1996, p. 38). EI training provides these tools.
This chapter discussed the relevant literature concerning EI theories, models, and training in the workplace. The presented models suggest that EI is foundational to an individual’s ability to function at a more productive and successful level. Given increasing evidence that EI abilities are associated with many of the key skills and competencies required for operating successfully in today’s organizations, the focus of this research study is to assess whether training of employees in EI skills, can result in measurable improvement, higher productivity, happier dedicated employees, and a socially balanced organization. Moreover, to assess if employees/participants show increased growth in areas of EI, specifically addressed in the Neuro-Link EI program namely self-awareness, self-
management, social awareness, and social management, and to determine how successful the program is in achieving this.
CHAPTER 3
Method:
Exploring the Impact of the Neuro-Link Emotional Intelligence High Achievers Development Program
3.1 Introduction
In this chapter I will present a brief discussion on the Neuro-Link Emotional
Intelligence High Achievers Development Program – also referred to as the Neuro- Link EI program. A discussion of the method that I will use to achieve my purpose, namely by exploring the impact that this training program has on the working individual, will then follow.
The Neuro-Link EI program aims to empower people by developing their
intrapersonal and interpersonal EI skills through training. The main purpose is to improve performance, create team effectiveness and develop emotionally
intelligent leaders. The framework applies to workers, managers, and leaders who want to improve their performance at work and be happy, effective, and successful while maintaining healthy relationships with others.
Dr André Vermeulen, who developed this program, is the founding member and CEO of Neuro-Link, an international consultancy firm. He obtained his PhD in Interdisciplinary Studies at Therapon University, USA. He gained credibility as an international motivational trainer and speaker and contributes through the talks and workshops he presents on platforms such as TEDx (Technology,
Entertainment, and Design), The Conference and Exposition Association for Talent Development (ATD),and International Alliance for Learning conferences in several countries worldwide. The Golden Key InternationalHonour Society recognised him as an honorary member and keynote speaker. The program he developed is currently being used in organisations locally and internationally, as well as in universities such as the University of Pretoria and Stellenbosch University.
believe that everyone can personally benefit from EI skills, I regard the education thereof a necessity. As explained in Chapter 1, I gained great personal insight in, and improvement on my own EI skills after undergoing training in this specific program and observing the value it adds to the lives of others, it motivated me to undertake the present study. This particular program appeals to me because it is comprehensive yet practical. Workshops are presented in a fun and interesting, yet meaningful way and skills learned can be easily applied in a practical way. The companies that will be investigated in my study, have already completed this nine-module program. Through the interviews that I will be conducting, I hope to explore the impact that the program has had on some of the participants.
I will now give a brief description of the program. A more detailed description is presented in Appendix D.