The Value of Emotional Training Among HR Professionals

Often, the dynamic of the constant search for short-term profitability makes companies function like mere machines for generating monetary profits; as if all the processes that take place there were aimed at this sole end.

However, this leads to multiple problems. Among them are the inability to function through anything other than “official” working protocols (which reduces the flexibility and adaptability of the company), and problems in providing a satisfactory working environment in the place where company members want to stay and apply and develop his talent.

But there is always the possibility of that HR professionals and those who work hand-in-hand with them in middle and higher positions on the organizational chart are trained in managing emotions. We will see here why this type of learning is essential for a business to be viable and adapt to the needs of those who spend a good part of the hours of the week there.

    Why is it important to manage your emotions at work?

    The simple fact of negotiating compensation for services rendered does not guarantee that employees will be motivated to put their potential to work for the services of the company, nor that it will be able to provide them with all the sources of motivation that they need. This is why managing emotions at work is important. This set of knowledge and skills can be divided into the following areas:

    • Recognition and identification of emotional states in oneself and in others.
    • Anticipation of the consequences of one or another way of expressing emotions and feelings.
    • Ability to deliberately create contexts that cause certain emotions and feelings to arise.
    • A greater ability to understand the emotional states of others based on the keys of non-verbal communication.

    Fortunately these types of skills can be trained and improved both in its application in itself and in its use on groups and teams, and even use them to make strategic decisions at the level of business management.

      What does emotional training bring to HR professionals?

      We’ve already seen generally the kind of soft skills and abilities that go hand in hand with managing emotions well at work. Now let’s look at the type of specific advantages that this type of learning brings in the field of human resources.

      1. Helps create medium and long-term incentives

      Learn the individual and collective aspects of managing emotions it provides a greater ability to create incentive systems that really workbased on an understanding of what motivates others.

        2. Improves ease of conflict resolution

        Learning this gives you better conflict resolution skills without giving in to impulses or short-term goals. This not only does it serve at times when conflicts arise, but it also has a permanent effect in producing a better organizational climate. and prevent people from being afraid to voice their discontent until it builds up to the point that the situation blows up. That is to say, it encourages assertiveness.

          3. Give more flexibility to HR policies

          It is often a mistake to assume that all changes that put pressure on the way we work and interact in the company will “fit” into the protocols established in advance for this, as if the reality had to adapt to what we planned. and not the reverse. Therefore, the management of emotions is essential because it offers a more flexible and humane way of detecting needs and problems and, once done, to act and not leave everything in the realm of intentions that never materialize.

            4. Generates a greater ability to retain talent

            Relying on selecting and hiring new workers over and over again is a very inefficient way of working, as it not only creates instability, but also prevents the accumulation of valuable knowledge and experience in the business. It is necessary to know how to detect the interests and inclinations of workers in order to be able to offer them suitable training and promotion plans. to what they know and love to do, and once that’s done, generate the work context that makes them happy to stay with the company.

              Do you want to know more about emotional management at work?

              If you want to learn both the theory and the practice of dealing with emotions in the professional context, you might be interested in the training program. Coaching certification exclusively for HR professionals, offered by European Coaching School (EEC). This online training begins in March and is specifically aimed at managers, team leaders and department heads, and HR technicians; it provides strategies and keys to enhance the soft skills relevant to contact with people at work and bring out leadership and communication dynamics adapted to the context. To find out more, contact the European Coaching School.

              Bibliographic references

              • Armstrong, M. (2006). Human capital management. A practice manual for human resource management. London: Kogan Page Editors.
              • Bohlander, G.; Sherman, A., & Snell, S. (2001). Human Resource Management. And more: Cengage Learning Publishers.
              • Goleman, D. (1996): Emotional Intelligence. Barcelona, ​​Cairo.
              • Palaci Descals, FJ (2004). Organizational psychology. Madrid: Editorial Pearson Prentice Hall.
              • Vallès, A., and Vallès, C. (2000): Emotional intelligence: educational applications. Madrid, Editorial EOS.

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