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Example Case Studies

Learn valuable lessons from these organisations:

U.S Maricopa Association of Governments (MAG)

Coaching benefits staff.

Maricopa Association of Governments (MAG), recognised that many of its personnel required high components of EI to effectively fulfil their roles within the organisation. Developing partnerships, collaboration, and working with elected officials/citizens required empathy, flexibility, impulse control, and non-confrontational relationships. MAG implemented an EI assessment, training, and coaching program that was made available to all staff on a voluntary basis. The comprehensive programme had six phases:

  • Organisational Assessment
  • Implementation Planning
  • Individual Assessment
  • Development
  • Integration
  • Evaluation

360-degree assessments involving interviews with employees' managers, peers, and subordinates as well as selected internal and external customers were conducted. Follow up and ongoing support was also offered. MAG reported enhanced staff morale, commitment, job satisfaction, and employee retention as benefits associated with the EI coaching programme.

The U.S Air Force

EQ saves $3M in recruitment costs.

Recruitment costs in the US Air Force (USAF) were cut by a minimum of $3M annually due to its practice of choosing recruiters based on EQ-I criteria. The USAF found that the EQ-I areas of Assertiveness, Empathy, Happiness, and Emotional Self Awareness were the most significant in the most successful recruiters and using the EQ-I enabled them to become three times better at predicting successful recruiters. This approach was so effective that it prompted a report to be made to Congress suggesting that the all US Forces should adopt it.

L'Oreal

L'Oreal saves $91,370 annually.

Salespeople at L'Oreal selected based on EI criteria proved more successful than others. This success gap translated into $91,370 annually. L'Oreal salespeople selected via emotional competence criteria were also more likely to stay longer at the company having 63% less turnover during the first year after training.

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