Everything DiSC Workplace

Psychology Behind Agility of Emotional Quotient for Your Organization

The more unpredictable, uncertain, complicated, and ambiguous our work environments grow, the more important it is to have a truly agile team. Every day, we’re challenged to make quicker progress while turning on a dime. To stand steadfast in our opinions while remaining open to new perspectives. Staying agile demands the development and application of our emotional intelligence (EQ)—a degree of sophistication that was never demanded previously.

What are the Agility and Psychology behind the Agile Worker?

Emotional intelligence is defined as the ability to recognize, use, and control one’s emotions in a constructive way. It helps in reducing stress, communicating effectively, empathizing with others, overcoming obstacles, and defusing conflicts. It is beneficial to the development of stronger relationships, academic and professional success, and the achievement of career and personal goals. It also assists you in connecting with your emotions, putting your intentions into action, and making educated decisions based on your priorities.

New competitors come into an industry easily, changing the role and expectations overnight and threatening the existence of an organization. And when an organization is at risk of becoming irrelevant, it demands from its workforce to change direction quickly, communicate efficiently and even push back when faced with resistance from upper management, and some of the social and emotional skills that go along with those needs are things like showing results or being receptive and taking risks, when the time calls for it. 

With the evolving mix of workers from the gig economy to a wider range of generations and cultural backgrounds representing an organization, an agile worker needs to have the social and emotional skills to understand when to emphasize or to step back from the biases and change their assumptions, or even when to push-back and stand for themselves. 

Developing Emotional Intelligence eventually builds an agile organization.

In the survey we conducted for 2500 professionals, we saw that 97% of the leaders (managers or above) agreed that developing Emotional Intelligence is crucial for building an Agile Workforce. and Agility might be the key competency of the 21st century that organizations are trying to develop. CEOs and Senior Executives aren’t the only ones who need emotional intelligence. It’s a skill that’s valued at all stages of a person’s career, from college students searching for internships to seasoned professionals trying to advance to a management position. Emotional intelligence is important to your success in the job and advancement up the career ladder. The upside is, Researchers believe that this skill can be improved with training and practice. 

This is why we are super excited to introduce the newest edition to Wiley Everything DiSC Tree- Wiley Everything DiSC Agile EQ. It’s a learning experience in which you learn to recognize the emotional and reciprocity needs of a variety of situations and respond appropriately. This would be the first step in your self-empowerment to become more quick-witted. 

Participants find an agile approach to professional interactions and learn to navigate outside their comfort zone by integrating DiSC® customized insights with active emotional intelligence development, allowing them to handle the demands of every circumstance. Participants will discover their EQ strengths. They will also recognize their EQ potential. And to commit to structured techniques for increasing agility during this half-day workshop, you will learn from the subject matter experts. As a consequence, you’ll have an emotionally intelligent workforce that can help you maintain a thriving agile culture.

This flexible and fluent journey to becoming Agile begins with a DiSC Assessment, to which participants have to respond spontaneously without premeditation. This is an adaptive test that eliminates any chance of manipulation even if an individual tries to play upon it. Based on this assessment, would come a 26-page personalized MyEverythingDiSC Profile divided into three sections. It begins with some Cornerstone principles which tell that neither a DiSC Style nor an EQ mindset is more valuable than the other. Participants will learn about the innate attitudes that affect their behaviors and interactions in the first portion. It also gives you information about your DiSC Style based on the DiSC Model’s foundation. The participant is asked to recognize chances to extend beyond what comes easily to them in the second half of the report and to take action to become more agile in their response to social and emotional circumstances in the third area. 

What are we measuring in the Wiley Everything DiSC Agile EQ Learning program?


We measure the comfort stretching to a given mindset. But how we measure that comfort level is a little different and elaborative. Every EQ mindset, other than the ones that come naturally to you, contains an Effort Meter in a combination of three colors- Green, Amber, and Red. It gives the participant a rough starting point in knowing where to put their efforts to begin their journey to ultimately completely adapting a particular EQ mindset. 


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