Law Union And Rock Insurance Plc ( 2012 Annual Report

first_imgLaw Union And Rock Insurance Plc ( listed on the Nigerian Stock Exchange under the Insurance sector has released it’s 2012 annual report.For more information about Law Union And Rock Insurance Plc ( reports, abridged reports, interim earnings results and earnings presentations, visit the Law Union And Rock Insurance Plc ( company page on AfricanFinancials.Document: Law Union And Rock Insurance Plc (  2012 annual report.Company ProfileLaw Union & Rock Insurance Plc is an insurance company in Nigeria licensed to underwrite all classes of insurance business. The company provides non-life insurance policies which includes cover for motor, fire, burglary, general household and home owners comprehensive, group personal accident, all risks, workmen’s compensation, general third party liability, marine, professional indemnity, goods-in-transit, money, fidelity guarantee, engineering, oil and gas, cargo, onshore property, legal liability, construction erection, business interruption, and bonds insurance policies. The company was founded in 1951. Its head office is in Lagos, Nigeria. Law Union & Rock Insurance Plc is listed on the Nigerian Stock Exchangelast_img read more

3 shares to buy for 2021

first_img Kevin Godbold | Thursday, 4th February, 2021 | More on: BDEV Simply click below to discover how you can take advantage of this. Are you on the lookout for UK growth stocks?If so, get this FREE no-strings report now.While it’s available: you’ll discover what we think is a top growth stock for the decade ahead.And the performance of this company really is stunning.In 2019, it returned £150million to shareholders through buybacks and dividends.We believe its financial position is about as solid as anything we’ve seen.Since 2016, annual revenues increased 31%In March 2020, one of its senior directors LOADED UP on 25,000 shares – a position worth £90,259Operating cash flow is up 47%. (Even its operating margins are rising every year!)Quite simply, we believe it’s a fantastic Foolish growth pick.What’s more, it deserves your attention today.So please don’t wait another moment. Kevin Godbold has no position in any share mentioned. The Motley Fool UK has recommended GlaxoSmithKline. Views expressed on the companies mentioned in this article are those of the writer and therefore may differ from the official recommendations we make in our subscription services such as Share Advisor, Hidden Winners and Pro. Here at The Motley Fool we believe that considering a diverse range of insights makes us better investors. Get the full details on this £5 stock now – while your report is free. I’m considering three shares for my own portfolio right now. And if I buy them, they’ll be constituents of a wider portfolio of holdings diversified across various industries and sectors.One investing theme that interests me is housebuilding. With interest rates at record lows, there’s a tailwind driving the housing market in the UK.5G is here – and shares of this ‘sleeping giant’ could be a great way for you to potentially profit!According to one leading industry firm, the 5G boom could create a global industry worth US$12.3 TRILLION out of thin air…And if you click here we’ll show you something that could be key to unlocking 5G’s full potential…I reckon the housebuilders are shares to buyThe London-listed housebuilding companies have been trading well for years. However, most of them suffered a setback in 2020 when the pandemic arrived. And their share prices plunged along with those of many other companies last spring. But housebuilding stocks have been clawing their way back up because of recovery in their underlying businesses. I reckon there’s still time to invest in the sector.For example, I like the look of FTSE 100 constituent Barratt Developments (LSE: BDEV). Today’s half-year results report covers the six-month period to 31 December 2020 and contains some encouraging figures. For example, compared to the year before, completed homes rose by just over 9%. Revenue increased a little over 10% and there was a 1.5% advance in earnings per share.A strong cash performance backed those figures. Net cash on the balance sheet increased by just over 155% to a little under £1,107m, up from just under £434m a year earlier. And the directors reinstated shareholder dividends by declaring an interim payment worth 7.5p per share.Chief executive David Thomas said the fundamentals of the housing market are attractive and the outlook for the full year is “in line with expectations.” And City analysts predict a rebound in earnings in the current trading year of around 26% with a further advance of 10% the following year. That figure isn’t guaranteed, of course.Meanwhile, with the share price near 684p, the forward-looking earnings multiple is just above 10 for the trading year to June 2022. And the anticipated dividend yield is around 4.6%. That valuation looks undemanding, so what could go wrong with my investment? The answer to that question is… plenty! There’s always risk involved when investing in shares.Diversification to balance cyclicalityOne danger is that the inherent cyclicality of the industry could lead to volatility in the company’s earnings, dividends, and share price. It’s possible that a five-to-10-year investment could lead to a flat investment outcome. I could even lose money on my investment rather than making gains, and that outcome could occur despite apparent growth in the underlying business.So I’d diversify into other sectors and stocks too. For example, I’m keen on the strong and consistent cash flow recorded over several years by pharmaceutical giant GlaxoSmithKline and meat-focused food producer Cranswick. However, growth in earnings has been elusive for GlaxoSmithKline, dividends have been flat, and the share price has been weak.And Cranswick sports a rich-looking valuation and a low dividend yield. However, I think the firm looks well placed to raise the shareholder dividend incrementally in the years ahead. On balance, I like the defensive cash-generating qualities of these two and see them as a good contrast and diversification compared to the cyclicality of Barratt Developments. I’m tempted to buy shares in all three of these companies right now, despite the risks. FREE REPORT: Why this £5 stock could be set to surge Image source: Getty Images. center_img I would like to receive emails from you about product information and offers from The Fool and its business partners. Each of these emails will provide a link to unsubscribe from future emails. More information about how The Fool collects, stores, and handles personal data is available in its Privacy Statement. Enter Your Email Address 3 shares to buy for 2021 Renowned stock-picker Mark Rogers and his analyst team at The Motley Fool UK have named 6 shares that they believe UK investors should consider buying NOW.So if you’re looking for more stock ideas to try and best position your portfolio today, then it might be a good day for you. Because we’re offering a full 33% off your first year of membership to our flagship share-tipping service, backed by our ‘no quibbles’ 30-day subscription fee refund guarantee. See all posts by Kevin Godbold Our 6 ‘Best Buys Now’ Shareslast_img read more

Apopka Burglary Report

first_img LEAVE A REPLY Cancel reply 5/15/2018 11:37 Business 3300 BLOCK OF W ORANGE BLOSSOM TRL  5/19/2018 7:11 Vehicle 1800 BLOCK OF KIMBERLY JEANNE CIR  Share on Facebook Tweet on Twitter 5/15/2018 18:01 Vehicle 200 BLOCK OF E MAIN ST  5/15/2018 8:13 Business 300 BLOCK OF W 1ST ST  5/20/2018 12:39 Vehicle 100 BLOCK OF SEMORAN COMMERCE PL 5/14/2018 17:12 Business 1100 BLOCK OF E 8TH ST  Please enter your comment! 5/17/2018 8:27 Vehicle 1000 BLOCK OF BENT WAY CT  You have entered an incorrect email address! Please enter your email address here 5/16/2018 7:32 Business 300 BLOCK OF W 1ST ST  5/19/2018 16:40 Vehicle 700 BLOCK OF S ORANGE BLOSSOM TRL  Free webinar for job seekers on best interview answers, hosted by Goodwill June 11 The Anatomy of Fear 5/14/2018 14:36 Vehicle 500 BLOCK OF JOHNS RD  Support conservation and fish with NEW Florida specialty license plate 5/14/2018 14:20 Residential 1900 BLOCK OF ALAMBRA CIR  TAGSApopka Burglary ReportApopka Police DepartmentBusiness Burglary ReportResidential Burglary ReportVehicle Burglary Report Previous article5 ways to celebrate National EMS WeekNext articleImproving school climate, not just security, is key to violence prevention Denise Connell RELATED ARTICLESMORE FROM AUTHOR Apopka Burglary Report: Week Ending – 5/21/2018The Apopka Burglary Report for the week ending May 21st shows 12 burglaries reported in the City of Apopka.Chief Michael McKinley of the Apopka Police Department tells us that many vehicle burglaries could have been prevented if everyone remembers to do just two things:Remove all valuables from your vehicleLock your car doorsThe breakdown of the burglaries reported to the Apopka Police Department last week:5 – Business1 – Residential6 – VehicleHere is a list of the burglaries, along with their date, time, type, and location: Please enter your name here Save my name, email, and website in this browser for the next time I comment. 5/17/2018 9:47 Business 800 BLOCK OF PANICAL DR last_img read more

Dry Stretches in the Forecast for First Half of April

first_imgHome Indiana Agriculture News Dry Stretches in the Forecast for First Half of April SHARE Leave this field empty if you’re human: Facebook Twitter Dry Stretches in the Forecast for First Half of AprilHoosier Ag Today Chief Meteorologist Ryan Martin maintains that spring 2020 will look better than spring 2019 (thank goodness). Martin says that across the country, “We’re hearing a lot of stories out there, a lot of folks promoting flooding as being an issue and a lot of gloom and doom. Honestly, right now, I’m not seeing that.”Here in the Eastern Corn Belt, “I think we’re going to see a lot more variability in temperature than we are precipitation,” says Martin. “We’re in the midst of a situation right now, for example, it’s been dry. We haven’t had any moisture since this past Saturday night/Sunday. Problem is, we haven’t seen sunshine in a lot of areas. So, how can we evaporate?”Martin thinks we could see three, four, or maybe even five day stretches of dry conditions between rain events here in the near term.“What we have to watch for then is what kind of moisture comes with the rain events that do come through. What I’m seeing here for the first half of April is a setup that lends itself to rain events that are moderate at the worst. So, we don’t see big thunderstorms developing right now which means I think between now and April 15 or April 20, we have a pretty good shot at seeing some net drying.”Martin says the second half of April could see more thunderstorm activity.There is one area that Martin is concerned might get more moisture than most over the next month.“Southern Indiana, down near the Ohio River, southwestern parts of Ohio, even back into Southern Illinois. If there is an area that I’m concerned about more moisture over this next month, it’s those areas.”You can see Martin’s Indiana Farm Forecast daily here and you can have it sent directly to your inbox weekdays by subscribing to receive our e-newsletter (see below). You can also hear his forecast each weekday in the HAT Morning Edition Podcast by clicking the play button below.Subscribe to our free daily newsletter Dry Stretches in the Forecast for First Half of Aprilcenter_img By Eric Pfeiffer – Apr 1, 2020 Facebook Twitter SHARE Previous articleThis Unusual 2020 Will Require More Financial Prep and PlanningNext articleUnusual 2020 Requires More Financial Prep and Planning and Dry Stretches for First Half of April on the HAT Thursday Morning Edition Eric Pfeifferlast_img read more

Man dies in road accident

first_imgTwitter Advertisement WhatsApp Email Previous articleCaution advsed by CouncilNext articleMcGahan commits to Munster for a further two years admin NewsLocal NewsMan dies in road accidentBy admin – November 30, 2009 672 center_img Linkedin A MAN has died in a road traffic crash in Co Kerry this morning. The 19 year old, who has been named as Mark Flaherty from Glin, was pronounced dead at the scene. It is understood he was the only occupant of the car.Sign up for the weekly Limerick Post newsletter Sign Up The collision occurred at Dunard Upper on the Tarbert to Ballylongford Road at around 5.40am.Gardai want anyone who may have been in the area at the time of the crash to contact them on 086 50820. Print Facebooklast_img

Titan Medical Announces Closing of US $23M Bought Deal Offering Including Full Exercise of…

first_img Previous articleOfficial injured after buzzer of Rutgers-Michigan State gameNext articleSyracuse hires Mike Schmidt as offensive line coach Digital AIM Web Support Twitter WhatsApp TORONTO–(BUSINESS WIRE)–Feb 24, 2021– Titan Medical Inc. (“ Titan ” or the “ Company ”) ( TSX: TMD ) ( Nasdaq: TMDI ), a medical device company focused on the design and development of surgical technologies for robotic single access surgery, announced today that it closed its previously announced offering of 8,335,000 units of the Company (“ Units ”) sold on a “bought deal” basis for gross proceeds of US $20,004,000 (the “ Offering ”). Bloom Burton Securities Inc. acted as underwriter for the Offering and exercised its over-allotment option in full on the date hereof for an additional 1,250,250 Units and additional gross proceeds to the Company of US $3,000,600. The aggregate gross proceeds to the Company under the Offering were US $23,004,600. Each Unit was issued at a price of US $2.40 per Unit and consisted of one common share in the capital of the Company (each a “ Common Share ”) and one half (1/2) of one Common Share purchase warrant (each whole warrant, a “ Warrant ”). Each Warrant is exercisable to acquire one Common Share at an exercise price of US $3.00 per share until February 24, 2023. The net proceeds of the Offering will be used to fund the development of the Company’s robotic surgical technologies and for general working capital. The Units were offered by way of a short form prospectus in each of the provinces of British Columbia, Alberta, and Ontario pursuant to National Instrument 44-101 – Short Form Prospectus Distributions, and by way of private placement in the United States and to, or for the account or benefit of, “U.S. persons” (as defined in Regulation S under the United States Securities Act of 1933, as amended (the “ 1933 Act ”)) pursuant to exemptions from the registration requirements under the 1933 Act, and pursuant to the applicable securities laws of any state of the United States. The securities referred to in this news release have not been, nor will they be, registered under the 1933 Act and may not be offered or sold within the United States or to, or for the account or benefit of, U.S. persons absent U.S. registration or an applicable exemption from the U.S. registration requirements. This press release does not constitute an offer for sale of securities, nor a solicitation for offers to buy any securities in the United States, nor in any other jurisdiction in which such offer, solicitation or sale would be unlawful. About Titan Medical Titan Medical Inc., a medical device company headquartered in Toronto, is focused on developing robotic assisted technologies for application in single access surgery. The Enos™ system, by Titan Medical, is being developed with dual 3D and 2D high-definition vision systems, multi-articulating instruments, and an ergonomic surgeon workstation. With the Enos system, Titan intends to initially pursue gynecologic surgical indications. Certain of Titan’s robotic assisted surgical technologies and related intellectual property have been licensed to Medtronic plc, while retaining world-wide rights to commercialize the technologies for use with the Enos system. Enos™ is a trademark of Titan Medical Inc. For more information, visit Forward-Looking Statements of Titan Medical This news release contains “forward-looking statements” within the meaning of applicable Canadian and U.S. securities laws. Such statements reflect the current expectations of management of the Company’s future growth, results of operations, performance and business prospects and opportunities. Wherever possible, words such as “may”, “would”, “could”, “will”, “anticipate”, “believe”, “plan”, “expect”, “intend”, “estimate”, “potential for” and similar expressions have been used to identify these forward-looking statements, including, without limitation, references to: the Company’s focus on the design and development of surgical technologies for robotic single access surgery, the use of proceeds from the Offering, that the Enos system is being developed with dual 3D and 2D high-definition vision systems, multi-articulating instruments and an ergonomic surgeon workstation and that Titan intends to initially pursue gynecologic surgical indications. These statements reflect management’s current beliefs with respect to future events and are based on information currently available to management. Forward-looking statements involve significant risks, uncertainties and assumptions. Many factors could cause the Company’s actual results, performance or achievements to be materially different from any future results, performance or achievements that may be expressed or implied by such forward-looking statements, including, without limitation, those listed in the “Risk Factors” section of the Company’s Annual Report on Form 20-F for the fiscal year ended December 31, 2019 (which may be viewed at and at ) and in the “Risk Factors” section of the Company’s prospectus related to the Offering (which may be viewed at ). Should one or more of these risks or uncertainties materialize, or should assumptions underlying the forward-looking statements prove incorrect, actual results, performance, or achievements may vary materially from those expressed or implied by the forward-looking statements contained in this news release. These factors should be considered carefully, and prospective investors should not place undue reliance on the forward-looking statements. Although the forward-looking statements contained in the news release are based upon what management currently believes to be reasonable assumptions, the Company cannot assure prospective investors that actual results, performance or achievements will be consistent with these forward-looking statements. Except as required by law, the Company expressly disclaims any intention or obligation to update or revise any forward-looking statements whether as a result of new information, future events or otherwise. View source version on CONTACT: Monique L. Delorme Chief Financial Officer +1-416-548-7522 [email protected] KEYWORD: UNITED STATES NORTH AMERICA CANADA INDUSTRY KEYWORD: BIOTECHNOLOGY FINANCE SURGERY HEALTH MEDICAL DEVICES PROFESSIONAL SERVICES TECHNOLOGY OTHER TECHNOLOGY SOURCE: Titan Medical Inc. Copyright Business Wire 2021. PUB: 02/24/2021 09:22 AM/DISC: 02/24/2021 09:22 AM Twitter Pinterest Titan Medical Announces Closing of US $23M Bought Deal Offering Including Full Exercise of Over-Allotment Option Facebookcenter_img TAGS  WhatsApp Local NewsBusiness By Digital AIM Web Support – April 6, 2021 Facebook Pinterestlast_img read more

Irish Blood Transfusion Service Urge People of Donegal to Give Blood

first_img Main Evening News, Sport and Obituaries Tuesday May 25th Irish Blood Transfusion Service Urge People of Donegal to Give Blood Google+ Twitter Facebook Further drop in people receiving PUP in Donegal Twitter WhatsApp Previous articleWeather Warning in place for Co. DonegalNext articleMilford United bow out of FAI Junior Cup News Highland Pinterest 365 additional cases of Covid-19 in Republic RELATED ARTICLESMORE FROM AUTHORcenter_img Pinterest Google+ The IBTS is concerned that blood supplies will be difficult between now and Christmas – New Year period and is urging donors to make a special effort to give blood during this time.The IBTS needs 15,000 donations over the coming weeks to maintain the blood supply.They will be based in Trinity Hall, Letterkenny this coming week Monday – Friday from 6.30 pm – 9.30 pm.Operations Director Paddy Bowler is appealing to the people of Donegal to give blood:Audio Player Up/Down Arrow keys to increase or decrease volume. Gardai continue to investigate Kilmacrennan fire WhatsApp Facebook Man arrested on suspicion of drugs and criminal property offences in Derry By News Highland – December 7, 2014 75 positive cases of Covid confirmed in North Homepage BannerNewslast_img read more

Pressure on Government to call emergency meeting on Mica progress

first_img Journey home will be easier – Paul Hegarty By News Highland – August 17, 2018 Facebook Facebook Twitter Google+ FT Report: Derry City 2 St Pats 2 Pressure on Government to call emergency meeting on Mica progress Harps come back to win in Waterford AudioHomepage BannerNews Twitter Google+center_img WhatsApp The Government has been urged to call an emergency meeting after the expert panel report on Mica affected homes in Donegal was brought under the spotlight this week. The National Standards Authority of Ireland identified the publication of the report as a significant event in its 2017 calendar.Cllr. Martin McDermott believes this national attention should push the Government into action.He says affected homeowners in the county are simply fed up with getting the same answers and little to no progress:Audio Player Up/Down Arrow keys to increase or decrease volume. RELATED ARTICLESMORE FROM AUTHOR Previous articleSharkey urges President to release medical records to the publicNext articleIllies Celtic wrap up a second North West Women’s Super League title News Highland WhatsApp Pinterest Derry draw with Pats: Higgins & Thomson Reaction Pinterest DL Debate – 24/05/21 News, Sport and Obituaries on Monday May 24thlast_img read more

Internet admin network helps spare HR’s blushes

first_img Ford Europe’s global Internet HR system has ironed out embarrassing mistakes caused by administration errors, according to its head of HR systems and planning.Bob Blenkinsop, Ford Europe head of HR systems planning, said that under the traditional system employees had been registered as living at the wrong address or even as being the wrong gender.HR Online provides employees with summaries of company policy, forms for general administration and a pension estimator, and is now considered the single authoritative source for HR information and services in the company. “The system allowed people to e-mail us directly and sort out these problems,” he said.The company uses a Peoplesoft system, and Ford claims it now reaches 100 per cent of its global car production business. He said the system now has 10,000 users each week and conducted over 25,000 self service transactions, with 77 per cent of customers claiming the site was their first point of contact with HR within the company.Blenkinsop told delegates at the Business Intelligence organised conference that it was considering extending its Internet- enabled HR system to Ford’s newly-acquired subsidiary companies Volvo and Landrover.“We do not want the brand of those organisations to be changed, but there are some obvious synergies to be gained from having the same back office systems,” he said.The system operates around secure intranet links to Ford’s main system, which is password protected and uses codenames to identify people logging on.It was launched in January 1999 in the US and introduced to Europe that summer. The system is personalised to each employee and will be constantly reviewed via customer surveys, phone and e-mail feedback and focus groups. Related posts:No related photos. Internet admin network helps spare HR’s blushesOn 3 Oct 2000 in Personnel Today Comments are closed. Previous Article Next Articlelast_img read more

Heart to heart

first_imgHeart to heartOn 10 Apr 2001 in Personnel Today Previous Article Next Article The concept of emotionalintelligence and its impact on a firm’s efficiency has fast gained recognition.Caroline Horn offers a guide to converting emotion into action Personal qualities andpeople skills such as empathy and self-knowledge – otherwise known as emotionalintelligence – are increasingly being seen as good for business. Colin Selby,director of business psychology consultancy Selby MillSmith, des-cribesemotional intelligence as “the capacity for self-awareness and thecapability to sympathise, which is linked to how a person manages theirbehaviour and skills they use at work.” Since US psychologist DanielGoleman applied the term to the workplace in 1996 (Emotional Intelligence – whyit can matter more than IQ), interest in the concept has grown with a number ofstudies into its positive effect on areas such as leadership skills, managingchange and staff retention.Tim Sparrow, coursedirector at the Centre for Applied Emotional Intelligence, says, “Therehas been a distinct change in the approach to emotional intelligence over thepast 18 months. To begin with, after people found it was measurable, they wereinterested in simply developing it and it was seen as the answer to everyone’sprayers. Now, people are more interested in what you can do, how you can useemotional intelligence and how you can intervene to do something about it. Atsenior levels, it is correlated with effective performance and, because it isrecognised it is can be developed, that you can get a long-term effect.”He adds, “Peopleare also now more aware that emotional intelligence is not one thing – it ismade up of lots of related things. Early tests tended to give you a figure ofyour “EQ” which was unhelpful have different strengths in differentareas and what is important is that shape, rather than “you are good atthis or that.’” Goleman believes thatemotional intelligence covers a number of aspects of personality, includingself-awareness, emotional management, self-motivation, empathy, relationshipmanagement, communication skills and personal style.A number of studiesare also under way to show how such skills can affect an organisation’s growthand how companies can develop their own “emotional capital”. DrMalcolm Higgs of Henley Management College is examining the extent to whichcreating the right environment can effect the development of emotionalintelligence in an organisation. His research, still at an early stage,involves looking at the measure to which a particular culture can support orinhibit emotional intelligence.He has studied 180people across 11 organisations. “We found that the more a culture isassociated with emotional intelligence, the more it attracts and retainspeople,” says Dr Higgs. “This links in with other studies showing alink between emotional intelligence in an organisation – its emotional capital– and an individual’s morale and levels of stress. The higher the emotionalintelligence, the lower the levels of stress.”There are a number ofdifferent ways to look at emotional intelligence, says James Park, managingdirector of consultancy Antidote. “What we try to do is enable anorganisation to look at the interaction between the individuals andorganisational structure and culture in an ongoing way. We describe this as emotionalliteracy – how individuals’ skills and abilities manifest themselves comes downto the way in which they respond to an organisation.”There are a range ofissues involved in building emotional capital, from assessing emotionalintelligence and defining which areas to develop, to deciding where a company’spriorities lie in terms of developing competencies. Dr Higgs comments, “Ihave been involved in projects where emotional intelligence is becoming asignificant part of coaching leaders. That is increasingly coming down tocoaching-based interventions.” There is, he adds, noquick fix. “You hear quite a lot of people talking about developingemotional intelligence but it is not something you can deliver through atwo-day course – there is no quick fix.”And emotional capitalis taking on increasingly global perspectives. Peter Melrose, partner of HayManagement Consultants, says, “In the past couple of years we have beenworking increasingly with the HR departments of large organisations to address theissue of emotional intelligence. Organisations are becoming very interested incomparing their levels of emotional intelligence against internationalbenchmarks.”There are a number ofareas a company needs to consider once it has decided to develop their “emotionalcapital”. A five-point plan towards developing emotional capital in yourorganisation follows. Assess and developemotional competenciesInitially, says DrHiggs, it is important that the organisation spends time explaining whatemotional intelligence is and exploring the issues. That will help”kick-start” it in the development process. “You have to findout which people are good at using assessment, preferably on a 360-degreebasis, then give careful feedback,” he says. “Coaching can be on alengthy one-to-one basis or part of a development programme.”Once the assessmentshave been completed and people understand where their strengths and weaknesseslie, it is important to find out what they are interested in changing. Dr Higgsadds, “It is very clear that, unless someone is motivated to change, theywon’t put in the effort to do it. If they don’t buy into the result, they won’tcommit to it”.This, says Dr Higgs,is where 360-degree feedback is important in self-assessment. “If yousimply sit people through tests and give them the results, people canrationalise it and you can get more denial. With 360-degree feedback, thedifference between how people see themselves and how others see them is veryclear. Individuals then need to consider the different areas and decide whatthey will work on.”You also need todecide what is the most appropriate way to develop those areas, says Sparrow.”There are some people you can test, explain the results, and they willpick it up and run with it. Others are not so good at doing that and they needsupport from a person outside the organisation. Different people need differentinterventions.”Enable teams to learnon the jobLearning on the job iswhere most learning takes place, but for it to be effective, a very specificagenda is required, says Dr Higgs. “Prioritise. Get members to work on onearea of emotional intelligence at a time, not all seven areas. Generally, youare looking at six-to-nine months to see a noticeable change in one area,although it speeds up after that.” Since a team willoften include counterbalancing strengths and techniques, individuals can learnto work with the skills of others, rather than competing against them. Dr Higgsadds, “Individuals need to recognise the strengths they have. If they arein a team and have to deal with a complex decision but don’t have all theinformation, and there is one member who is strong on intuition, then theylearn to listen to that person.” Teamwork is alsoimportant because members can give each other constant feedback – an importantpart of the learning process. Dr Higgs comments, “To some extent, itseffectiveness depends on the organisation’s culture and whether it is an openculture where people can give and receive feedback. If so, development will bemuch better.”Team work has alsobecome more sophisticated, adds Sparrow. “When emotional intelligencestarted hitting the headlines, a lot of HR professionals said they wanted towork with it, and asked for team tests. There weren’t any available specificallyfor teams, so companies applied individual tests to teams.”But that is missingthe point, he says. “We all behave differently in different teams orgroups. In some, you have to watch your backs while others are supportive. Theemotional intelligence of a team is not just a fraction of the individuals onthe team – some teams foster emotional intelligence behaviour, some do not. Soyou need to use a measure, like the one we have developed, that tests groupemotional intelligence.”And there are alwaysindividuals who will do all they can to avoid the challenges of team work,warns Selby. “While team work is very effective in enhancing awareness,people will change their work or team rather than their behaviour in order tointegrate effectively into a team.” He adds that other forms of”training” such as psychotherapy “can help an individual resolveconflicts that are causing them pain in their emotional behaviours”.Enhance individuals’and groups’ ability to self-developThere is growinginterest in self-directed learning, says Melrose. “The principle is thatan individual has to own their own learning process. Because of that, as muchof the learning needs as possible need to be in the workplace rather than atraining room.” The elements of emotional intelligence are best developedon a sustained basis, agrees Dr Higgs, but adds that while the elements providea useful framework for people developing themselves, that needs to be supportedby coaching, mentoring and peer mentoring – which also helps draw emotionalintelligence further down the organisation. He points out that it is alsoimportant that individuals attend an initial workshop on the development offeedback skills – how to give feedback and how to listen to it.Selby also recommendsa series of training modules followed by coaching at the place of work sopeople can continuously learn what they have achieved, and where they need todo more work. But while self-learning is important, he comments, “Withoutcoaching, it’s a waste of time, and the coaching has to be continuous.”Organisations can usevarious appr-oaches to self-development, says Dr Higgs. “One organisationwe worked with looked into emotional intelligence and aspects concerning itssalespeople. Each of the sales team identified areas they needed to focus onand set up what were called ‘development clubs’ focusing on different areas.”They meet everycouple of months and work together as a group or pairs and act as coachestogether. The group is given a lot of autonomy so, if they identify a problem,they can bring someone in to work with them on that topic. That comes back tothe culture in the organisation – it is recognised that that development isimportant, and they are supported.”Develop a new breed ofleaders to transform a firms’ cultureSome people claimemotional intelligence is more important the higher you go in an organisation,says Dr Higgs. “We looked at people’s competencies in terms of change andtheir ability to lead change. The assessment was competency-based, using360-degree measures for leadership capability and then using a 360-degreemeasure of emotional intelligence. We found that six of the seven elements wehave identified for emotional intelligence were related to five areas ofleadership capabilities. I have since been using the two together in my‘developing leadership’ training programmes.”Any organisationlooking to introduce emotional intelligence alongside leadership training needsto clarify the purpose of its leadership training, says Selby. “You needto consider if your organisation is looking at succession planning or aperson’s competencies within a job context; 360-degree feedback is good for thelatter, while emotional intelligence measures will give you a good indicationof someone’s potential and how that person can be developed in terms of theirleadership capability.”He adds, “Thereare different types of leaders. Those who have displayed early promise ofleadership promise by taking on responsibilities will benefit from emotionalintelligence training because they have shown potential and motivation. Theywill be good at influencing people, so will take the workforce with them,whereas a crisis leader won’t take other people forward with them – they wouldexpect people simply to follow them.”And even leaders mightneed persuading that they need to change, says Sparrow. “You might have aleader who is a difficult person to work with in a team situation. Theimportant thing is to realise that you can’t make people change; you have topersuade them that it is worth changing. That is, help them to realise that theway they are is getting in the way of what they need to get done, and this canbe quite a challenge for people.Build new skills forHR professionalsDr Higgs argues thatHR people should themselves have high levels of emotional intelligence. Hesays, “The techniques of HR tend to be quite fixed, for example in termsof reward, and HR people really need to understand how this plays into theculture of the organisation. They might find there are other things they needto develop – they might need to address management leadership issues, forexample – so they can create the climate in an organisation where emotionalintelligence will flourish.”Sparrow’s organisationruns a nine-month action learning course for professionals, called theCertificate in Applied Emotional Intelligence. He says, “Peopleare beginning to realise that emotional intelligence is not something you canlearn about. It’s very difficult to help people develop emotional intelligenceunless you have emotional intelligence yourself.”Short of undertakingextensive courses, there is plenty of professional help available for diagnosisand a suggested course of action, although, as Higgs warns, in purely technicalterms HR departments need to be clear about the material they are using toimplement emotional intelligence. “The challenge is to get good quality –what is clearly and soundly proven or demonstrated. A lot of people are re-badgingstuff as emotional intelligence. You need a deep understanding of the subjectto know what is useful and what is not.”Above all, says Selby,”HR professionals need to move away from the ethic which produces safedecisions towards focusing on profitable decisions – guiding and influencing –that will help to drive a company forward.” Comments are closed. Related posts:No related photos.last_img read more