Emotional Intelligence precedes a systems-thinking approach to decision-making. Listen up!!

Cooperation has a strong evolutionary payoff - but you would still be surprised at the level of non-collaboration in the workplace.

Encouraging social, emotional, and evolutionary development in work and society involves creating environments that promote growth, learning, and well-being. In large organizations especially - we need to instil psychological safety so that intuition can play a crucial part in developing strategies.

What does this mean?

It means simply that if we don't create the climate for reciprocal collaboration we decrease profitability and performance. I know from my own experience as an Innovation Consultant for Innovation Managers across the world.

The problem for most organizations is that do not understand the importance of systems, system thinking and Leadership that is both aware and awake to how traditional logical thinking plays havoc with one ability to understand intuition and manage emotions. Like it's an afterthought.

It is as if, sometimes, logic trumps a personal or group sense of injustice or unfairness for some workers, students or nurses. Logic is dismissive of 'emotional' thinking - even though it can give rise to critical thought.

In the world of scenario planning, the question isn't whether intuition is better than logic, but how their union forms an unbeatable strategy.

I am invited in - to help companies where there is usually a higher-than-normal turnover of staff - or where there are blockages in the capacity for innovation growth or in the decision-making process itself.

As is sadly, the migration of staff - as evidenced in the teaching and healthcare professions where they look at the problems purely through a critical and linear focus without an understanding of underlying and interconnected issues - it is as if their propensity for emotional entanglements or perhaps intuition has been temporarily switched off.

These are both symptoms of wider frustrations in society.

What do Leaders do in complex environments?

They interview a series of consultants who promise to change the 'stagnating culture' of the company. These tend to be Accountancy Consultants who are just as far removed from collaborative qualities as the clients that they are meant to serve and change.

That is ok though, because the consultants carry the can at the end of the day - Not the Leaders.

So you may ask - what is going on?

How do we implement, measure and support a culture change programme if no one wants to cooperate?

The answer is we cannot. It is only by creating the environment for psychological safety - creating space for personal and communal growth (which includes spiritual and physical well-being) that we shift the balance towards company dynamics and profitable development.

Emotional Intelligence Preceeds Systems Thinking.

We promote the understanding and management of emotions in the workplace and educational settings. This includes teaching empathy, self-awareness, and effective communication skills. Emotional intelligence implementation and awareness can lead to healthier workplace environments and more dynamic resilient communities that trust one another.

In Education and in Healthcare we can Incorporate project-based learning, critical thinking exercises, and emotional well-being topics into the education systems. This approach prepares students, nurses and doctors with an understanding of how systems thinking can play its role in how we might overcome conflict or disagreements by incorporating psychological safety.

Emotional Intelligence is the capacity to be aware of, control, express one's emotions, and to be able to handle interpersonal relationships empathetically. It's a concept, encompassing several key skill sets and attributes that allow individuals to recognize, understand, and manage their own emotions as well as those of others. Then, as in a Garden, we can see shoots of optimism, confidence, reliability, intuition and responsibility as they grow together with measurable cooperation.

These methodologies have come about through some heavyweight exercises where culture transformation has been an important aspect of a company's innovation and decision-making. It involves a higher level of sensitivity (Emotional Intelligence) and a higher level of intelligence that understands the role of intuition in decision-making.

Our process rewrites the role of intuition (as a higher form of cognition) in decision-making with powerful results endorsed by Business leaders and governments throughout the world because it creates the understanding (that is normally missed) in competitive advantage.

"John's systemic thinking can be combined with critical analysis to disembed us from the constructs of normal instruction of cognition and learning - this leads to scientific and evolutionary breakthroughs. A compelling narrative of the future." Christopher Thorpe. Research Scientist and Science Editor.

"The Innovation Matrix process helped enormously with our Ambitious Business Challenges & launch of Shell Global Solutions, the process is genius & provokes new solutions, previously unseen," Dr Allan Samuel. Shell." Chief Science Officer.

John ran the Entrepreneurship MBA course. His Innovation (Matrix) for Competitive Advantage course was mandatory for All of our MBA students, John gave an excellent presentation at the GEM Summit." Jonathan Michie, Former Director for the University of Birmingham Business School. Currently, Professor of Innovation & Knowledge Exchange at the University of Oxford.

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