The more work automates, the more human skills decide who thrives.
Emotional intelligence is the meta-skill underneath every human skill. Most leaders overrate their own, and the cost of low-EQ management is landing on managers now.
The good news: the best predictor of a great people leader is learnable.
Day one turns EQ inward. Day two turns it outward.
Every participant brings their EQ-i 2.0 report. The program turns that score into daily leadership practice their team can see.
Leading yourself
The business case, the EQ-i map, then self-awareness, self-regulation and presence. The inner work that makes the outer work possible.
About six and a half hours of practice. None of it compressible.
Every module reads the same way in the guide: an objective, talking points tied to slides, a timed activity and a leader note. Pick a module to see it.
Three practices a team can see.
Empathy is the mindset. These are the methods. Every manager designs and rehearses each one in the room. Pick a practice.
Three practices on the calendar. Not a binder for the shelf.
First thirty days
Reinstate or redesign one-to-ones, on the seven-point agenda.
By sixty days
SBI feedback as a weekly habit: one recognition and one developmental note.
By ninety days
Introduce psychological safety and schedule the three norms conversations.
Five worksheets for the weeks after
Each fires at a different moment. Hand them out as a pack at the close, or email them on a schedule.
14 files. Five folders. One theme.
Eight files read from a single document theme. Set your colors, fonts and logo once and the deck, workbook, worksheets and feedback form all follow.
Your colors, fonts and logo across all eight themed files, step by step.
EQ is a skill, not a trait. It can be upgraded at any point in life.
By the end of the two days, participants can:
Make the business case for emotional intelligence as a top five workplace skill, with current data.
Read their EQ-i 2.0 results across the five composites, and choose where to grow.
Name their own triggers, and apply a repeatable method to self-regulate under pressure.
Manage presence and expression, so what they intend is what their team experiences.
Practice empathy and active listening, attuned to others without being consumed.
Run one-to-ones, give SBI feedback, and build psychological safety through team norms.
Lead human-centered teams through AI-driven change, with a 30, 60, 90 day plan.
People managers, and the partners who develop them.
Anyone with direct reports, from first-time managers to experienced leaders.
Round tables of five or six, mixed by function and tenure.
The people who develop managers and design leadership programs.
In person, virtual or hybrid
One restriction. Everything else is permission.
Whoever buys the kit can run it, with any of their own facilitators, as often as they like.
Run it as often as you like, with no cap on sessions or participants.
Charge your own clients and keep all of it. C3 takes no share.
Put your brand on the deck, workbook, worksheets and feedback form. Nothing has to credit C3.
Two days or the one-day version, shaped to your audience.
Any quantity, for the people attending your session.
You may not resell, redistribute or pass on the kit files themselves.