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Developing Emotional Intelligence in Teams

Better team working through winning the hearts and minds of others.
Robin Hills
2,870 students enrolled
Identify how team working through emotional intelligence can lead to better outcomes
Recognize why some conflict is to be expected and why it is a part of healthy relationships
Understand behavioral styles with a focus on your style and how to work with others with different styles
Work to build the hearts and minds of your team
Develop and build your social skills and your emotional intelligence
  • How effective are you at working with other people in small groups or in larger teams?

  • How good are you at communicating and building effective relationships?

The increasing complexity of teamwork in the 21st century means that teams are unlikely to achieve superior performance through chance or the skills of an effective team leader.  What matters is how the team manages the emotional climate under which they are working.

This course is about proactively working together with others in ways that will help you to communicate more efficiently as you engage with each other to bring value to your company and your customers. In addition, the skills, processes and tools taught in this course can bring value to other aspects of your life.

Good team working means that you can understand how each other works together. It means that you can have an understanding of other people’s strengths and limitations through the way in which they use they prefer to approach situations, their focus and their behaviour.  

The course, also, covers working with the emotions experienced during change and ways to develop resilience in individuals, teams and organisations.

Some disagreement and conflict will be inevitable as this is where learning, creativity and understanding occurs.  It is not that conflict occurs that is the issue, it is how it is managed by the individuals involved, the team and the leader. 

The course is based around the outer world component of emotional intelligence focusing on empathy and social skills.

This course is a standalone course for anyone interested in understanding how to work more effectively with others within teams.  It compliments other courses that explore emotional intelligence in more depth.

The course covers the DISC model looking at the behaviours of Dominance, Influence, Steadiness and Compliance and how these work together in teams. You get the opportunity to look at the four behavioral styles and how you can work better with others who have a different style to your own.

You’ll receive all the information that you need and will be coached using loads of practical hints that you can use straight away.

The course is made up of a series of lectures and contains comprehensive course notes. There are a series of interactive exercises that involve some activity with other people and some reflection.

The course material makes up a one to two day workshop so is equivalent to 8 -12 hour’s training. It forms part of our advanced emotional intelligence course endorsed by the Institute of Leadership and Management.

PLEASE NOTE – This course is NOT for you if you are not prepared to work through the practical activities that make up a fundamental part of the course.  Team working cannot be developed just by watching the video lectures.  It requires you to do some reflective thinking, to get some feedback and to discuss your development with others.  I’m afraid that you won’t get the best from the course unless you are prepared to do this.

There are FOUR practical activities included within the course that are designed to help you and your team to develop your team working capabilities. 

These are

  • Assessing the Dynamics of your Team

  • Team Emotional Intelligence Checklist

  • Assessing your Behavioural Style

  • Your Least Preferred Style

All of these practical activities require you to engage with your team and do some work outside of the course. 

This course is being continually refined and updated to ensure it remains current and relevant.

Full grammatically-correct English captions available.

Latest update – April 2019

Introduction to Emotionally Intelligent Team Working

Introduction to the Course

This lesson introduces the course.

About this Course on Udemy

Details about this course on the Udemy platform and details of a competition to encourage you to complete the course.

Objectives of the Course

This short video gives you some details about the aims and learning objectives of this course on developing emotional intelligence in teams.

Team Working

Some people have certain views about working in a team whilst others see things from a different perspective.

The Ideal Team Player

This lecture looks at the three virtues of an ideal team player and how these work together.  It, also, covers those team players that are radiators and those that are drains.

High Performing Teams

This lecture looks at what being a high performing team means and provides a framework to work to that will help turn your teams into high performing teams.

Giving and Receiving Feedback In Teams

This lesson looks at giving and receiving feedback within teams and how it is linked with emotional intelligence. 

Practical Activities - Assessing your Team

Assessing the Dynamics of your Team

High performing teams engage in a series of team activities and behaviours.

This is a practical activity that will help you to think about how many of these activities / behaviours are currently adopted by the team that you work with.

If you are going to get the best out of this course, it is important that you complete this practical activity!  

(I know that it is very easy to ignore this but you will not develop your self awareness from just watching the video lectures!)

Team Emotional Intelligence Checklist

How emotionally intelligent is your team?  Use this checklist to find out and to highlight some areas to work on.

What is Emotional Intelligence?

Defining Emotional Intelligence

An overview of emotional intelligence giving you a definition and the meaning of emotional intelligence.

Frequently Asked Questions (FAQs)

Some frequently asked questions (and some answers) about emotional intelligence.

An Insight into Emotions

A broad look at emotions and why they are important to consider.

Emotions at Work

Some examples of when you experience emotions at work and how emotions can be used intelligently.

Working with the Emotional Climate

This lecture looks at how to work with the emotional climate by assessing the level of emotional engagement and the level of emotional management.

The Advantages and Disadvantages of Emotional Intelligence

A review of some of the advantages and some of the disadvantages when working with emotional intelligence.

Exploring Emotional Hot Buttons

It is important to be aware of your hot buttons when you are interacting with other people and then to take steps to prevent these from causing you problems.

This practical activity will help you to determine your hot buttons.  It can be used as a team activity to look at each others hot buttons to gain a better understanding of how you can work together with a greater understanding of each other.

Emotional Intelligence in Teams Quiz

Change Management

Change and Emotions

Change is the only constant!

This is a phrase that is often repeated so let's look at what it means and the emotions that we all go through as we work with change.

Personal Transition through Change

This the change curve that was developed by business psychologist John M Fisher.  It is similar to many other change curves but this curve has been researched and developed with a business focus.

A link to download a large high resolution copy of this curve is provided in the Bonus Lecture.

The Emotional Transition through Change

This lecture covers the emotions that we all go through as we experience change.  We look at what happens, the reasons for the emotions so that you can get a better understanding of why you have these feelings, what you can do and how you can help other team members as they experience these emotions.

Moving from Setback to Comeback

This lecture covers how to move on from a setback recognising the emotions involved and how to work with others and their emotions as you progress through change.

Conflict in Teamwork

The Benefits of Conflict

This lecture looks at defining what conflict is and how it supports team working.

Conflict and Trust in Teams

This lecture looks at conflict and trust in teams.  It covers the factors that you need to consider that will impact upon the conflict and developing trust.


This lesson covers trust as a component of building healthy relationships and its role in building teams.

Working with Conflict

This lecture covers the best way of working with conflict in order to get the best outcomes for everyone.

Working with Others in a Team

Working with Others - Objectives

This part of the course looks at behavioural styles.  It will give you an overview of the four working styles so that you can determine yours and those of other people.

This lecture covers the learning objectives for this section on working with others. 

Practical Activity - Assessing your Behavioural Style


Before you continue with any more of this course, please complete this short questionnaire.  It is designed to give you some insights around your preferred DISC behavioural style. 

Behavioural Flexibility

This lecture looks at how my attitude and behaviour influences your attitude and behaviour and the cycle of behaviour that follows. It also looks at communication.

Marston's Model

American psychologist and writer William Moulton Marston, in his 1928 book Emotions of Normal People introduced the prototype of the DISC profiling technique: a pair of axes producing a set of four interconnected factors. Marston originally called these four factors Dominance, Inducement, Submission and Compliance, though 'Inducement' and 'Submission' now carry the more meaningful modernised names of Influence and Steadiness.

It was during the 1940's that Marston's profiling technique came to prominence, when it was adopted by the U.S. military to help in recruitment during the Second World War. Over the following decades its simplicity and flexibility meant that it became more and more widely used across the world as a way of understanding behaviour.  It is particularly useful in team settings.

High Dominance

High Dominance has a clear idea of their ambitions and goals, as well as the directness and forcefulness to achieve those goals.  It also means that people like this will tend to have a competitive attitude, and they will generally follow their own ideas rather than work cooperatively with others.

This lecture reviews the High Dominance behavioural style with particular reference to team working with some do's and don'ts when working with this style.

This lecture includes a summary booklet of this style for you to download, print off and use for reference.

High Influence

High Influence thrives on the attention and approval of other people, and they're more motivated by praise and appreciation than most other types.  Despite their outgoing attitude, they're often unwilling to risk causing offence, and they'll often avoid possible confrontations. In other words, while High Influence is socially confident, they tend not to be particularly assertive or forceful.

This lecture reviews the High Influence behavioural style with particular reference to team working with some do's and don'ts when working with this style.

This lecture includes a summary booklet of this style for you to download, print off and use for reference.

High Steadiness

High Steadiness is consistent and reliable in their approach.   They prefer to operate in situations that follow established patterns, and to avoid unplanned developments.   Because of this, people with High Steadiness tend to be quite resistant to change, and will take time to adapt to new situations.

This lecture reviews the High Steadiness behavioural style with particular reference to team working with some do's and don'ts when working with this style.

This lecture includes a summary booklet of this style for you to download, print off and use for reference.

High Compliance

High Compliance likes to have a clear idea of their role, and what's expected of them, so they are far more motivated in situations that are clearly regulated and planned. In general, High Compliance is not independent by nature, and will prefer not to be left to make decisions or take actions without the support of others.

This lecture reviews the High Compliance behavioural style with particular reference to team working with some do's and don'ts when working with this style.

This lecture includes a summary booklet of this style for you to download, print off and use for reference.

Ideal Behaviour for Ideal Interactions

DISC works by measuring four fundamental factors in a person's behaviour, and using those four factors to describe their personality.  It can, also, be used to determine the behaviours experienced within a team.  

This lecture looks at how you can adapt your behaviour in more valid and reliable ways.  It, also, covers the ideal behaviours for you to demonstrate at work irrespective of your preferred style.

The lecture includes a document reviewing the main points and the do's and don'ts of the DISC behavioural styles.

Working with Others - Review

This lecture reviews the learning objectives for this part of the course looking at behavioural styles.

Practical Activity - Your Least Preferred Style

Working with your preferred behavioural style(s) is easy. Working with people who have your least preferred behavioural style can be challenging.

This practical activity is designed to get you to think about how to adapt your style to work more effectively with people who have your least preferred behavioural style.

If you are going to get the best out of this course, it is important that you complete this practical activity!  

(I know that it is very easy to ignore this but you will not develop your team working and your understanding of working with other behavioural styles from just watching the video lectures!)


A Quiz about the Four Behavioural Styles

This quiz will help to develop your understanding of the four behavioural styles.

Emotional Resilience

The Definition of Resilience

Resilience is often defined as recovering or bouncing back from adversity and is a definition taken from Material Science. This definition is rather limited and doesn't really explain the complexity of resilience in human behaviour. This lecture looks at what resilience is in more detail and gives a definition of resilience that truly works.

Why, When and How Resilience is Useful

This lecture covers why resilience is useful, when resilience is important and the benefits of being resilient.

Developing Resilience in Others

This lecture looks at some ideas and strategies for developing resilience in other people -  team members, friends, colleagues, direct reports, family members, etc.

Team Resilience

Resilience in teams  is different from resilience in individuals.  It involves looking at how the team thinks (mapping minds) and how it feels (mapping hearts).

Three Phrases that Drain Resilience

There are a number of commonly used phrases that are used when working with resilience that may drain people's resilience rather than help build it.

These phrases are used so often that you probably use them yourself every day without even thinking about them.

Developing Emotional Intelligence in Teams - Review

This short lecture reviews the course objectives and stresses the importance of working through the exercises with your team to develop everyone's emotional intelligence.

Further Resources and Special Offers

Bonus Lecture - More Resources and Special Offers

Free stuff, special offers and a link to download the Personal Transition through Change curve.

You can view and review the lecture materials indefinitely, like an on-demand channel.
Definitely! If you have an internet connection, courses on Udemy are available on any device at any time. If you don't have an internet connection, some instructors also let their students download course lectures. That's up to the instructor though, so make sure you get on their good side!
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