3.3 Implement Identified Opportunities and Tasks in the Workplace According to Organisational Policy and Procedures

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3.3 Implement Identified Opportunities and Tasks in the Workplace According to Organisational Policy and Procedures

Before implementing any tasks or strategies to develop your team members’ emotional intelligence, be sure to check if your organisation has any policies or procedures. There may be an existing policy that can guide you in developing a strategy or a procedure that can give you specific instructions. You may also need to submit a formal proposal for the relevant authorities in your organisation to review and approve or make sure that you have proper documentation of the tasks you plan to implement.

As an example, you can refer to policies and procedures on Bounce Fitness. Bounce Fitness is a premier provider of health and wellness in Australia and is a simulated business for you to use if you currently have no access to an existing one. A document you can use as a guide in case conflict arises between your co-workers is the Mediation Policy and Procedures (file provided along with this learner guide). This document outlines guidelines that should be followed if you act as a mediator for conflict resolution. Regardless of what tasks you want to implement, always check with your organisation for rules you need to follow.

As a leader, you can help your team members learn to recognise and understand their own and others’ emotions, express their feelings and concerns, negotiate, and work out their problems and handle frustrations productively using the tasks that you identified previously. 

Identify where and when these tasks can be implemented. If you want your team members to do mindfulness exercises together, set a time after work or during breaks when everyone is free. You can also have them do certain tasks as a part of their regular work tasks. If you think that they can benefit from interacting more with others, set a goal for them, such as greeting and talking to each team member at least once a day. 

Facilitating social relationships in the workplace like this is often associated with positive achievement. In addition, team members who develop social skills become team players and team builders, which is important both inside and outside of the workplace. You can facilitate positive relationships and effective group relationships by encouraging a commitment to work as a group, valuing each other’s participation, being mindful of others and showing appreciation for each other. You can also model ways to have team members work together in groups, including taking different roles, sharing responsibility, active listening, developing consensus and reflecting on one’s own and the group’s work.

You can foster positive relationships modelling behaviour for everyone to follow. You can start by conveying respect and compassion for team members, listening to them carefully and responding to their needs and feelings. You can also provide specific, positive feedback on successful elements of work, along with suggestions for improvement. Positive workplaces have many ways of acknowledging team members’ capabilities. High expectations of team members, combined with support, encouragement, and opportunities for success, help affirm team members’ accomplishments in non-competitive ways.