WELCOME | Tieko Nejon

BUILDING BETTER WORKPLACES,
SOLVING YOUR
PEOPLE-PROBLEMS

ABOUT EI/EQ
EMOTIONAL INTELLIGENCE

92
%

92% of employers feel their organization is empathetic but less than half of their employees agree.

-The State of Workplace Empathy Study

MEET
TIEKO

HI, I AM TIEKO, AN EMOTIONAL INTELLIGENCE PRACTIONER AND CORPORATE TRAINER and I partner with organizations to (re)set the company culture. In my work, over the last decade, I have observed that organizations prioritize putting power, hours, and dollars into recruiting the best talent for their teams. However, the highest hurdles are not mounted because of talent or technical skills. The problems that most teams face, all magnified in 2020, are what I call people-problems–trust, communication, conflict, bias, flexibility, engagement, and retention.

People-problems require a different set of skills; emotional and social skills that are rarely taught and often assumed. Together, I want to help shift the workplace, starting with the people in it.

WHAT IS EI

Emotional Intelligence (EI), also referred to as EQ (Emotional Quotient) is a set of emotional and social skills that influence the way we perceive and express ourselves, engage socially, and navigate challenges.

EI is not a basis for being “emotional” but rather our ability to effectively identify and manage our emotions and the emotions of others as a means to favorable outcomes.

WHY EI MATTERS

Talents, skills, strategies, and operations matter but the thing that influences our behaviors and fuel our actions also matter. That “thing”? Emotions–instinctual to all of us. We are hard-wired to attach emotional meaning to everything we do, including our thoughts, beliefs, and behaviors.

We have to get deliberate about shifting the environment from a results-driven culture to a people-driven culture if we want to encourage better thinkers, broader beliefs, new behaviors, and ultimately, consistent results.

However smart, talented, savvy, or creative, team members are expected to serve one vision. We forfeit opportunities at true “teamwork” and risk pushing micro visions when the focus is the development of processes and not the development of the process-pushers; the people.

Optimum teamwork is a result of every member being emotionally capable of self-regulating, communicating, interacting socially, and managing challenges. EI/EQ is a measurable indicator of this potential.

EI & TEAMS

FAQ

WORK-
PLACE
L&D

TEAM L&D

Team L&D includes education that addresses the behaviors that stall success like internal conflict, unpredictable staff retention, fractured communication, cultural angst, personal biases, and sub-par productivity.

Objectives for trainings/coaching include:

encouraging self-reflection and self-regulation
establishing practices to (re)build trust
understanding the employee's perspective of work
facilitating commitment to team engagement
promoting efforts of employee retention
identifying both obvious and masked internal conflict
encouraging mindfulness of interpersonal biases
examining effective efforts for support
incorporating competencies of EI

All learning formats are designed for measurable progress of the collective team, fostering intentional personal and collective growth. Current learning formats include:

intensives
3-6 month learning cohorts
EQ assessments and debriefs

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LEADERSHIP L&D

Leadership L&D includes education to support leaders who desire to reimagine leadership, pivot leadership styles, and develop progressive strategies post-2020.

The objectives are the same as teams (see above) because leaders ARE a part of the whole and include:

intensives
3-6 month learning cohorts
EQ assessments and debriefs
1:1 coaching

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What is EQ?

and more FAQ, here

THE MISSION

Building better workplaces

THE METHODOLOGY

Researched-based theories

of Emotional Intelligence

THE MODALITY

A people-centric

approach to change

SPEAKING

Let's talk beyond the limited characters and filtered squares on a hand-held screen. -Tieko

As a speaker, narrating the ideas of what makes us human and the common thread of emotions that drive our actions, I want to invite the members of the audience to reflect on their personal beliefs about themselves and others, engage their unique capabilities, and become active advocates for the trajectories of their own professional and personal lives.

Leaning into my most comfortable zone of speaking, I have opted to only participate in conversational/interview style formats. This means the host and I will engage in a thoughtfully targeted conversation. All formats that are not done in interview form will be considered and billed as a training/workshop.