We offer high-impact, interactive, online training workshops in the following areas:

Emotions impact our effectiveness both positively as well as negatively. Emotional agility is about being flexible with thoughts and emotions in a manner that moves us towards, rather than away, from goals. It leads to enhanced productivity, team-working, stress-immunity, and excellence in leadership & execution. In times of uncertainty and challenge, or when faced with unfavourable outcomes, emotional agility enables us to think rationally without getting entangled in negative emotions.

This workshop helps participants to identify their own emotions and feelings, distinguish between functional and dysfunctional feelings and de-intensify negative emotions. The workshop is based on the “The ABC Model” propounded by Dr. Albert Ellis in Rational Emotive Behavior Therapy (REBT).

In practical terms, Emotional Intelligence is the ability that helps a person to work with others collaboratively to achieve bigger goals without getting overwhelmed with negative, dysfunctional emotions when situations are unfavourable. There are six important skills in our model of emotional intelligence. These are the four inter-personal skills of Empathy, Assertiveness, Goal-orientation, Impulse control, and the two intra-personal skills of Self-awareness and Self-alignment.

This workshop helps participants to understand emotional intelligence in terms of the interpersonal and intra-personal skills. The workshop leaves the participant with simple, practical, step-by-step guide on how to enhance their emotional quotient on a day-to-day basis and also a easy-to-understand, easy-to-relate measure of their own emotional quotient.

This workshop provides first-time managers with much-needed perspectives on leadership and management. It exposes participants to different types of leadership models and theories, in discovery mode rather than lecture mode, so that they develop a rounded perspective of what a manager needs to be to their team and to their organisation. It leaves the participant with a working model which they can immediately start using at the end of the workshop to make their team a high-performance one.

The role of a Manager, supervisor or team-leader is to get the best performance from each member in their team. Team-members differ in their experience, skill, and will to accomplish the tasks assigned to them. Hence the manager must be equipped to develop team members. This requires the ability to coach. We provide workshops to train managers to become fabulous coaches. The workshop leaves the participants with 2 different methods of coaching: one for team-members who want to do required tasks but are unable to do and another for those team-members who are not doing the tasks they are supposed to do or doing things they are not supposed to do.

Each of the above is based on well-established, proven models and theories, yet the focus is on practical usage of the model rather than simply on knowledge disemination.

A classroom training session provides opportunties to gain knowledge and some practice related to some skill of the other. However, participants may have difficulty in practically following the learning in real-life situations. At this point, in the absence of any support mechanism, there is a tendency on their part to just give up trying to practice altogether. We provide after-training support to participants of our training program in one or more of the following ways:

Individuals - right from entry level to the seniormost - within the organisation sometimes face challenges and difficulties in achieving their goals and objectives. They are conscious of these challenges but may not be in a position to share and discuss these with anyone within the organisations for various personal reasons. An external coach, guranteeing confidentiality, acts as a sounding board to which ideas can be bounced. A coach also acts as a provoker of thoughts and ideas through unintrusive, exploratory questioning and empathic listening without judgement, and sometimes with gentle, non-threatening, trustful confrontation. We provide certified coaches who can help in this manner.

Executive Coaching works because the coach comes as a neutral outsider without any vested interest or bias or prejudice that may come while interacting with someone from within the organisation. An important condition for Executive Coaching to work is that the Coach succeeds in forging a trustful alliance with the Corporate Executive, without which the Coaching is not likely to be effective.

At growEQ, we have devised a system to ensure immediate feedback after every session which gives the Coachee an opportunity to express the impact of the coaching session, and whether or not he would like to continue the alliance. This feedback also helps the Coach to fine-tune his approach and style.

Although it is desirable that every manager, Supervisor or Team-leader plays the role of a coach to their team, it may not always be possible. The challenges of balancing the demands of supervisory role with that of a coach may be insurmountable for some in the normal course of work. The teams of such managers will suffer the lack of coaching within the organisation. Customised Interventions are designed to enable coaching to be available to such teams. Customised Interventions could involve one or more of the following: