Emotional Intelligence – Very Poor

Emotional Intelligence – Very Poor

A- Introduction: Understanding the Focus

Before diving into the action plan, it’s crucial to identify the core areas that need improvement. The Personal Development Plan (PDP) aims to enhance emotional intelligence, interpersonal effectiveness, and overall workplace harmony. The key themes identified are:

  • Managing Emotions Effectively with Colleagues: Developing skills to identify, understand, and manage personal emotions while interacting with others in a professional setting.
  • Showing Empathy and Understanding Team Members’ Needs: Cultivating the ability to perceive and relate to the feelings and perspectives of others, fostering a supportive work environment.
  • Building Positive Relationships within the Team: Strengthening interpersonal skills to create trust and collaboration among team members.

Incorporating the Key Themes:
These key themes will guide the action steps and goals, ensuring that each part of the PDP addresses these areas effectively.
Short-Term and Long-Term Goals: The identified themes—managing emotions, showing empathy, and building relationships—will be addressed through achievable goals set over the next 6 months and 1 year.

B - Action Steps

  • Managing Emotions Effectively with Colleagues:
    • Conduct Emotional Awareness Assessments:
      Regularly assess personal emotional responses in various workplace situations to identify patterns and triggers.
    • Engage in Basic Emotional Regulation Training:
      Participate in training sessions that focus on techniques for managing emotions, such as deep breathing and self-soothing methods.
    • Practice Real-Time Emotion Sharing:
      Encourage sharing feelings during team meetings to foster open communication and reduce emotional suppression.


  • Showing Empathy and Understanding Team Members’ Needs:
    • Active Listening Exercises:
      Engage in exercises that promote active listening skills, ensuring team members feel heard and valued during discussions.
    • Identify Team Members’ Emotional Cues:
      Practice recognizing non-verbal cues from colleagues to enhance awareness of their emotional states and needs.
    • Create a Safe Space for Sharing:
      Develop an environment where team members can share their feelings without judgment, encouraging open and honest communication.


  • Building Positive Relationships within the Team:
    • Initiate Team-Building Activities:
      Organize simple team-building exercises that focus on fostering connections and trust among colleagues.
    • Regular One-on-One Check-Ins:
      Schedule regular informal meetings with team members to strengthen relationships and understand individual perspectives better.
    • Feedback Mechanism Implementation:
      Establish a system for providing constructive feedback within the team to promote growth and mutual understanding.

C - Goals

  • Short-Term Goals (6 Months):
    • Increase Emotional Awareness:
      Aim for a 50% improvement in recognizing and managing emotions effectively in workplace interactions.
    • Enhance Empathy Skills:
      Actively practice empathy in at least 3 team interactions per week, with a goal of improving team cohesion.
    • Foster Positive Relationships:
      Develop at least two meaningful connections with team members through regular one-on-one check-ins.


  • Milestones (Short-Term):
    • Month 1-2:
      Complete initial emotional awareness assessments and attend training sessions on emotional regulation.
    • Month 3-4:
      Implement active listening exercises and conduct team-building activities to enhance relationships.
    • Month 5-6:
      Review progress on emotional intelligence skills with a mentor and adjust strategies as necessary.


  • Long-Term Goals (1 Year):
    • Achieve Consistent Emotional Management:
      Demonstrate an ability to manage emotions effectively in 80% of workplace interactions.
    • Cultivate Strong Empathy Skills:
      Show significant improvement in understanding team members’ needs, as reflected in peer feedback.
    • Establish a Positive Team Culture:
      Create a work environment characterized by strong relationships and open communication.


  • Milestones (Long-Term):
    • Month 7-9:
      Evaluate emotional intelligence progress with a supervisor and refine techniques based on feedback.
    • Month 10-12:
      Participate in a team project that highlights the benefits of emotional intelligence in achieving collective goals.

D- Evaluation Metrics

  • Key Performance Indicators (KPIs):
    • Emotional Awareness Improvement:
      Achieve a 50% increase in the ability to recognize and manage emotions effectively within 6 months.
    • Empathy Engagement Rate:
      Measure engagement in empathy exercises, targeting at least 3 instances per week.
    • Relationship Development Success:
      Establish meaningful connections with at least two colleagues by the end of the evaluation period.

E- Support and Resources

  • Mentorship:
    Access to a mentor with expertise in emotional intelligence to provide guidance and support.
  • Training Programs:
    Participation in workshops focused on emotional intelligence strategies and interpersonal effectiveness.
  • Self-Help Resources:
    Utilize books and materials on emotional intelligence, such as “Emotional Intelligence 2.0” by Travis Bradberry and Jean Greaves.
  • Online Courses:
    Access to online courses that cover topics related to emotional intelligence and effective communication.

F - Documentation & Evaluation

  • Regular Feedback Sessions:
    • Purpose:
      To provide structured opportunities to discuss progress, challenges, and areas for growth in emotional intelligence with a mentor or supervisor.
    • Process:
      Schedule monthly meetings with a mentor to evaluate the effectiveness of emotional intelligence strategies and overall growth.


  • Emotional Intelligence Journal:
    • Purpose:
      To maintain a personal record of emotional responses, reflections, and progress in developing emotional intelligence skills.
    • Process:
      Document instances of emotional awareness, empathetic interactions, and the outcomes achieved, aiding in the assessment of progress and adaptation of techniques.