The Synergy of AI and EQ: Five Emotional Intelligence Strategies Every Leader Should Implement

The Synergy of AI and EQ: Five Emotional Intelligence Strategies Every Leader Should Implement

This On-Demand event was originally presented on September 13, 2023 (60 min)


In the wake of the Fourth Industrial Revolution, Artificial Intelligence (AI) is no longer a distant future concept but a vital component of our daily lives. Yet, while AI is changing the business landscape, Emotional Intelligence (EQ) remains the cornerstone of effective leadership.

Welcome to an innovative and exciting journey where we’ll reveal the power of AI and EQ! Over the course of an hour, our webinar, “The Synergy of AI and EQ: Five Emotional Intelligence Strategies Every Leader Should Implement” will illuminate how the harmonious merger of AI and EQ is crucial to successful leadership.

You’ll join our lively panel of thought leaders, AI experts, and executive coaches as they delve into an engaging exploration of these two seemingly disparate areas. We’ll look at case studies, discuss real-world applications, and reveal the five pivotal strategies every leader needs in this AI-driven era.

You’re in for a fun and informative ride that promises to be as engaging as it is enlightening. We will have quizzes, interactive Q&A sessions, and some surprise elements to ensure that your learning journey is never dull.

This webinar is more than a presentation—it’s a clarion call for innovators, leaders, and trailblazers like you. It’s time to redefine your leadership blueprint, harness the power of AI while leveraging EQ, and lead the charge in this brave new world.

As leaders, we cannot afford to be complacent. Now is the time to enhance our skills and capabilities. To succeed in this new world order, we need to create a balanced amalgamation of AI and EQ. Join us to take the first step in revolutionizing your leadership strategy.

Attendees will learn

  • Understand the Intersection of AI and EQ: Learn how to use AI without losing the human touch, fostering a workplace culture where technology and emotions work in harmony.
  • Master Five EQ Strategies: Discover and implement five essential emotional intelligence strategies to boost your leadership effectiveness in the AI era.
  • Innovate with AI and EQ: Learn how to foster critical thinking, promote social intelligence, and spur innovation in your team amidst the rise of AI.

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Judith Cardenas, Ph.D., is the President and CEO of Strategies By Design ⇗, a consulting firm specializing in behavior design and innovation. She holds a Doctorate in education administration and training and leadership development from Harvard. With certifications in corporate coaching, ROI, innovation, and service design, she has served clients such as the UN, US Navy, and MIT.

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Strategies by Design Group

Strategies by Design specializes in supporting Leaders and Organizations that are ready to innovate faster and more successfully – and want to design better solutions, or experiences for their customers and employees. We help foster the culture of innovation needed to stay competitive in today’s modern, ever-changing market, apply innovative techniques and approaches to achieve immediate engagement and growth, and enhance the connection between behavior design and human centric design.

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On-Demand Webinar Recording
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Everyone, and welcome to today’s webinar: The Synergy of AI and EQ, five Emotional Intelligence Strategies: Every Leader Should Implement … and presented by doctor Judith …. My name is Sarah, and I will moderate today’s webinar. The webinar will last around one hour.
If you have any questions or comments, please type them into the Questions box on your GoToWebinar control panel, And today’s webinar is sponsored by Strategies by Design an HR DQ store. Strategies by Design helps foster the culture of innovation needed to stay competitive in today’s modern and ever changing market.
The Strategies by Design group applies innovative techniques and approaches to achieve immediate engagement and growth, and enhances the connection between behavior design and human centric design. You can learn more at Strategies by design group dot com.
And HRD Hughes Store has provided research based off the shelf soft skills, training resources for Classroom, virtual, an online training for over 45 years, resentments, and workshops to experiential hands-on games. HRD, Q helps organizations it Pre-performance, increased job satisfaction and more. You can learn more at … Store that path.
And now I’d like to welcome our presenter today, doctor Judith …, President and CEO of Strategies by Design.
Judith has spent the last 10 plus years, empowering leaders and organizations to execute their vision and reach their goals through processes focused on innovation change and co creation. Her academic background includes a Doctorate in Education Administration, as well as a doctor in training and Performance Improvement.
She has completed a variety of postdoctoral training, including Leadership Development at Harvard University’s John F Kennedy School of Government Professional for Return on Investment from Villanova University. Class She holds a number of certifications in innovation and design thinking.
Judith has created and delivered training to organizations and agencies, such as the World Bank, United Nations, QVC, US, Navy, US, Army, and many more. I thank you so much for joining us today today.
Thank you, Sarah, and thank you everyone for joining us today. I am thrilled to be with all of you, and would just love to dive into Milly, talk about why I think this topic is so important, and how it came about.
So, ah, as you know, and for those of you who don’t know me, or have seen some of our past webinars, we really delve into the world of innovation and design, and, more specifically, in the parts of AI design.
And now, you, There’s not a conversation, that you cannot have our poll, or question that you may ask an organization about, what’s top of mind, without AI popping up as one of the topics or subjects.
And so, as we started working with coaches, the leaders inside organizations, we were constantly amazed at their, and thankful and grateful at their dedication to building their leaders up. Especially in the areas of emotional intelligence. And to really keep that ability, for leader to be empathetic, and to have curiosity, and to be able to connect to clients.
But with AI, it just seemed almost counter-intuitive, like an AI app could do something for me.
Don’t really need to build these EQ skillsets, so that is where the topic actually came from about AI and EQ, and how they can coexist and how you can really utilize AI tools that are out on the market to build emotional intelligence capability.
So, before we dive into how do we actually do that, let me just kind of briefly define, or how we define EQ inside our organization.
You know, as many of you know, the power of the EQ and Social intelligence goes way beyond just an understanding of self self-awareness, but really understanding imad gene.
Not only our emotions, but the ability to influence the emotion of others.
Now that particular part really intrigued us as a team.
Because when you look at AI, you get everything from people who are terrified of AI.
And you get other people are just delving in and downloading every AI, no app that’s that’s out there.
And so we started thinking, well, how can we help organizations build this culture that enhances creativity and innovation in the AI space, but also enhances a person’s emotional intelligence, capability, competencies, skill sets.
So as you all know, EQ really has a beautiful balance of self-awareness and self regulation, as well as to help people and leaders understand their influence and emotion of others.
We know that the importance of EQ in the workplace, it’s been documented, we’ve read books and articles about it, about how it’s just crucial for workplace success.
We know that employees and teams, in particular, with high EQ just have a stronger relationships with each other.
They’re more agile. They have the ability to respond quicker, to change them more empathetic.
And we know that they have a really different definition of courage and agility.
These types of competencies are also really, really needed in a world now that we’re really talking about AI taking over some workplace jobs, and maybe taking over some skills and competencies of jobs that employees are currently doing, and how does that work?
You know, how do we embrace the need to show more empathy, to be more courageous, and agile, and, at the same time, build capabilities, so that they can adopt AI in a way that’s emotionally intelligent, And, hence, that is really where the passion has come for strategies by design.
How do we help these leaders adopt AI utilizing an emotional intelligence framework?
Because the two go hand in hand beautifully if you know how to use them together.
As many of you all know, and I think y’all are a great, you know, Promoter of EQ, we know that EQ can promote empathy, both from a cognitive, as well as from our emotional perspective to understand what someone’s going through from a mindset.
And to understand from an emotional perspective, that’s key. Especially when you start talking about things like automation.
Can a bot really understand? no person and can share and build relationships?
I don’t think so.
So when we start talking about these vast types of adoption, of AI, and how AI can automate so many processes, we really caution leaders to take a step back, to really look at what’s going to happen to the EQ of the organization.
How do you improve communication and promote empathy, increase creativity?
while adopting automation?
It’s a different discussion to have, but I think it’s one of the most important discussions that we need to have as a team and as an organization and a world.
Merging EQ in AI in a digital world is very different, I would say that the majority of the team members we work with outside our organization, we have some, they’re very tech for tech oriented, and then we have others that are very culture oriented, and want to really focus on those skill sets that build cultural competencies would not be cute.
So, we started thinking and working as a team. What if we could combine the two?
What if we could combine training in which we can actually work with organizations to build EQ and AI so that leaders can leverage technology in an ethical and compassionate way?
I think there’s no doubt in this world that the whole idea of AI and ethics is something that’s critical important to too.
Many of us, we’re worried about the type of content that’s created by AI, who owns the IP.
Is it bias? What’s happening with my privacy?
We have a lot of ethical implications with AI.
So if we can combine how to ask those questions in a curiosity and empathetic manner, then we can average actually leverage technology in a very ethical uncompassionate way.
Here’s a quick quote, quote that really resonates with our philosophy and what we believe the future of AI, has for all of us, is that this is really not about AI versus humans.
It’s about AI and humans, and often times, we work with organizations who tend to actually look at us versus them, or, even when you talk about AI, people go, Should I use this tool or this tool?
And many times, the tools are a bit different, sometimes, the powers and the combination of the tool, but it’s not AI versus humans.
It’s about AI and humans, and how we can collaboratively create that space that we’re actually building AI capabilities, but not to the detriment of breaking down a culture or EQ capabilities of leaders.
So, we’d like to take our first poll. And, Sarah, if you could help me with this poll. We’d love to know how many of you are re skilling your workforce on AI.
Just have a simple yes or no or that yet but I’m working on the plan and would love to see what your results are for those people on the call today.
So, Sarah.
Great, so we have that on line, face the responses streaming in already, so I’ll give you a few moments here to submit your answer before we get the results up on the screen.
I’m excited to see what they are.
Let’s see, OK, so we have about 70% of you have voted so far. We’ll give you 10 more seconds to submit your answer.
OK, great so let’s get those results up on the screen. Do you see those on your side, Judith?
No, I don’t Yet. OK, so we have 18% saying yes, 59% saying no, and 23% said, Not yet. But I’m working on a plan.
Wow. These numbers intrigue me.
When you look at the amount of reskilling lead to lean upskilling in the AI space, it’s going to be a massive undertaking that all of us on this call need to find a way to collaborate and hold each other up.
I love the fact that people are working on a plan. And, I would say, it’s not an easy fix.
When we have started working with organizations, are working on their plan, You know, we’ve really tried to look at, like, we’re just AI really fit. And where does it enhance that culture that you want to create?
Very different discussions, than just, let’s add these AI tools inside my organizational box. But very interesting data, and a lot more to come and share with the community as we grow new strategies on actually how to upskill.
So, thank you so much for sharing that.
As many of you know, we’re in the fourth Industrial Revolution, and we know AI is transforming businesses.
We will say that more than two thirds of the companies we work with right now, either thinking about AI, or they’re actually starting to implement AI somewhere in their business processes, Or they’re actually trying to automate.
Now, at the exact same time, we’re starting to almost experience, not only the fourth, industrial revolution, but we’re experiences some rapid disruption in the workplace.
We don’t have enough employees.
Are we have poised employees that move around, who don’t stay in the job long enough?
And then you add on an additional skill set of AI, It almost becomes the perfect storm, But we do know that the fourth revolution is just not about AI.
But it’s really also about building trust, motivating, making informed decisions around strategy.
Which requires emotional intelligence.
Well, AI brings automation, EQ brings to human touch that needed for thoughtful leadership.
We want to continue to grow our organization, so that they, they are actually scalable, and that they grow into the future.
We don’t necessarily believe that companies will disappear, or, you know, organizations will disappear.
But they will transform in this fourth, industrial revolution.
Here’s a quick slide that talks about AI adoption rate, and depending on the week of the back end, the month, we will have different sets of data coming in from different sources. But as you can see, AI adoption vary significantly by business function inside the organization.
We’re seeing new data that shows that even on top of what you’re seeing right now, even from an AR functionality, 41% of AR Option, H, R, operations can be optimized that automated and even augmented by AI.
So when you think of that, 41%, that is a big chunk of work that a group of people that’s critical to our organizations actually does and how AI is going to influence what that looks like in the future.
He’s really going to be up to us on how we redesign the future of work.
Current to LinkedIn or our AI work report, it showed that AI was used primarily to automate routine tasks and to augment human capabilities.
I wanted that one sentence as part of this slide, because it was very important to us that we help leaders across your organization to understand that AI’s really, there, to augment human capability, to make our lives easier and better. So it frees us up to do things at a more strategic level.
It helps us deal with more critical all aspects of the business processes, and not necessarily just do routine kinds of work.
Uh, that also, in turn, requires many of us then, to look at our job descriptions, and our functionality, and time on task.
And what are, you know, the business processes that are going to be impacted the most by AI.
But automating routine tasks is probably one of the number one capabilities we’re seeing AI actually adopt inside organizations.
The synergy of AI and EQ really has been, I would say, growing and moving at a pace that’s equivalent to what is happening in the job market.
We know that at about 2015, we would call like, 2050, so far away, when I think about how far was the band, Derek. I think this is like, Wow.
The jobs require advanced technical skills made up about 25% in 2015.
And then covert hitt and all of a sudden, we needed to help Oregon people to actually build there digital skill set, digital transformation.
We also saw huge and drastic shifts in specific industry sectors that they couldn’t find people to to function in the ways that they did before coven. And Automation became pretty important.
We believe by 2025. And if you think about it, And actually Sarah and I were just talking about, we’re coming to the end of 2023, We’re going to start 2024.
So we’re seeing in one year, the jobs require an advanced technical skills, will make up 50% of all the jobs.
So, out there, of all of you that are listening to this webinar, and you’re thinking about that, AI, Upskilling.
How many of those job families within your organization will AI actually impact and influence? Is? it up to 50% of all the jobs?
A huge shift.
And then by 2030, which is only a few years away, when you think about it, jobs required at best. Technical skills will make up 65% of all the jobs.
So you’re starting to see some things, and, you know, you’re starting to see some postings on LinkedIn and other articles that are coming out of Gartner and Microsoft, and about how certain job functions.
They can be done by an AI element, an AI bot, an AI app, Then that particular skillset is no longer necessarily needed or enhanced inside an organization to we’re watching organizations either decide to decide not to those specific jobs.
And wait to see what happens with AI, or upskilling pretty rapidly, people across the globe, on their technical skills, to try to make up that 50% of all the jobs that are going to be impacted by 2025.
Well, we’re talking about less than five years, so those of you who are working on your plan, keep working on a plan, test it out. You know, reach out.
Start having these discussions with, yeah, with all of us in this call to see, what are those best practices on.
How to implement and integrate advanced technical skills into the jobs.
Generative AI is the type of AI that is most talked about in the workplace.
It’s, it’s what you hear the most about on LinkedIn and other social media platforms, and, yeah, I think its popularity came primarily because of the release of chat GVT, But what it also did is it changed in stone to transform work.
So generative AI, like Chat GCT, Actually, we have 21% more job postings mentioning *** chat GBT inside their job descriptions than in 20 22, So we’re seeing job descriptions change.
We’re seeing job requirements change. We’re seeing even changes of jobs, you know, like, you know, the need to have a prompt engineering, or someone who knows how to do AI operations inside of the organization.
It’s happening fast, it’s happening within, you know, a number of months.
We’re starting to see job postings, mentioned things like Chat …
and other generative AI skill sets, whereas a little bit less than nine months ago, there was no mention of that.
So you can already start to see how genitive AI is transforming, how we work, and how we actually look for talent to be connected to our organizations.
This is a slide that came out of the LinkedIn data.
There, really, you could just see the gradual changes in job postings, and how the AI job postings are increasing pretty rapidly, and this, and it stops at 2018. I can assume that when you keep adding the data in 22, 23, you will see that incrementally go higher and higher and higher.
Now, that does a couple of things for all of us, and in the workspace. Not only is it required us to take a step back and redesign the world of work.
It’s also causing us to take a step back and identify what skill sets are missing are needed in our workplace today, and in the future, and then how.
I think it also helps us kinda really think about how we’re preparing our future students for the world of work.
I’ve talked to a lot of college students the last couple months, and I’ve have college students who say that there’s no mention of AI in most of their jobs, and their fears that within four years of graduation, that job may look so different than what they’re being prepared for today.
So these job postings don’t only represent, to me a shift in the language we’re using in the job posting.
It’s representing so much more.
How world of work is changing. How we’re going to look for talent and how we are preparing people for the future.
But there’s a lot of synergies between AI and EQ as exciting as AIS.
When used together, AI and EQ can offer complementary strengths for greater progress with humanity.
So it not only can improve decision making, but it can also create organizations that can adopt more innovative solutions and increase productivity.
If you can balance the AI with the EQ, the ability to enhance culture alongside a skill set goes hand in hand.
But I would say that this is not something that is just like a great thought to have, or hoped to have.
You have to have a strategy behind how you create that intersection, and how you build upon both domains in order to get the best result.
For us, strategies by design, we are a human centered design company.
We really focus on designing for the person that will, you know, have the most impact on the service or product. We’re helping organizations design.
But what we know is that AI systems are just that, the technology, they are a tech tool, they don’t have emotion, they don’t have reason, they don’t rationalize, and they don’t have context.
So, how do we make sure that the AI element that we are so excited about, and want to adopt and adapt, How do we do that to preserve our humanity at the exact same time?
How do we keep that human touch so that even though I may be using a bot to add your question off my website, but my client still can experience a sense of empathy and understanding and maintains a human touch, even as technology advances.
That last sentence, I think, is pretty critical, because you’re just at the beginning of the AI conversations in our world.
It’s going to be very exciting to see what these conversations are going to look like a year from now, two years from now.
How do we keep that human empathetic value driven culture that we also want to need to be connected with?
How do we maintain that?
Even as technology advances, and that’s our challenge as leaders, that’s our challenge as human beings, in this space that we’re actually all living in right now.
There’s lots of benefits of technology and emotions to coexist just like there were benefits or just having EQ.
We will have similar benefits if we can mix the technology and emotions, bringing the best of both together, so that the workplace can become more productive, innovative, and enjoyable for all.
But there’s also lots of challenges at the exact same time.
Blending, anni, EQ requires a lot of thought, a lot of strategy.
You have to understand whether or not the data that you’re using and the data that you you’re gathering through these AI tools.
Whether, you know, it’s giving you the right type of data, Whether the algorithm that was used to design this particular AI, it really represents the type of data that you can use to serve your clients.
We all know that the algorithms that are used in our large language models, and AI today have a bias.
They were, they’re all based on data elements that were human, created, which are naturally biased, so how do we adopt it without perpetuating the biased And being able to recognize the bias and know then how to work with that tool.
This particular, the third point, is the most intriguing to me.
I have met with a number of teams the last couple of weeks, and they’re actually angry at …. They actually have an emotional reaction to say, hey, I tool like, it doesn’t know what it’s doing. But it doesn’t have to be. It doesn’t have a motion.
These tools are not meant to be emotional beings, or beans that put things into context.
There are algorithms that help create an output based on an input of an inquiry we asked by.
So, data in of itself can lack a lot of empathy, can a lack.
A lot of EQ, and there’s mistrust, people will mistrust AI, people will mistrust tech tool.
People will mistrusts how data is being used. The privacy of the data, who owns the data.
And that does have a way of eroding emotional intelligence as well.
So even though we have a lot of pros, we do have a lot of challenges to overcome.
For all of you who are working on your strategy to upskill individuals, these four elements need to really be talked about inside your organization, to understand how you train up a team, to understand how to recognize the bias.
How to question the data, how to make sure that the human voice and the empathy is still very visible in the decision making inside the organization, And how you really adress privacy and other ethical implications of AI.
So now, we’re up to our second poll, And, Sarah, if you could help me out with this coal.
For you to lead the integration of AI into the workplace, what skill set do you need to develop?
And you can check all that apply.
Do you need a better understanding of AI strategy, or understand the ethical implications, or all of the above, or something else? So, syrupy could help me out with this poll.
Great. The poll is launched and yes, you can check all that apply, and then we will share the results on the screen.
Let’s say give you some time here to submit your vote.
And while folks are completing the poll, Judith, we had a question come through from Craig, who would just like to know how you’re defining AI and in the context, and what and what qualifies.
So, I’m defining artificial intelligence.
I would say most of our work right now is more of the generative AI right now.
It’s just larch language models that are being utilized, either to predict outcomes inside an organization, as well as those that are just interacting to give us information like the chat, GBT or Perplexity, or another type of tool.
I know there are a lot of different large language models that are being used right now.
Everything from models that can generate art, music.
As well as other types of models that can actually help with, you know, writhing and things of that nature.
So, when I’m defining artificial intelligence, you know, we’ve had artificial intelligence in our workplaces for a long time.
I’m talking more, probably about the AI generative generative AI right now, and the tools are currently being tested and used inside the marketplace at this time.
Does that answer your question?
Let’s see up here or apply if Craig replies through. But in the meantime, we will get the results up on the screen in front of the arm.
So, we have 72% saying, they have a better understanding of AI, 79% saying, Strategy of how to best integrate AI into my workplace, 60% a better understanding of the ethical compliance aspects, and 12% saying something else.
Awesome, What wonderful results.
So, what the opportunity right now, for this better understanding of AI, and even Greg, your question right now, there’s so many different, different definitions of AI, and how it’s integrated in the workplace, at this point.
You know, it’s a great time to bring people together to start having those discussions and redesigning workplaces as these new AI elements are coming out.
And I would say, in addition to that, strategy is going to be different from organization to organization, but there are about 4 or 5 common strategic pillars that can be used to really understand where it could be integrated into the workplace. So this is great data. Thank you. Thank you so much, Sarah, for your help.
Let’s see. OK, so we want to talk really about, now, we’ve talked about the importance of EQ.
We’ve talked about the importance of AI, and when I started working on this presentation, as you know, EQ has a lot of different competencies, but I wanted to hone in on a couple of them and really show you how we can actually use AI tools.
two co exist with EQ, in a way that it can actually build capability with both sets of competencies.
So for the sake of this presentation, we’re going to focus on self-awareness, self regulation, motivation, empathy, and social skills.
Self-awareness just is being aware of one’s own emotions, and thoughts and values.
Self regulation is madgie, one’s emotions and impulses.
Motivation is having passion, drive and optimism to achieve goals.
Empathy is understanding and caring about others perspectives and social skills to build rapport and networking and managing relationships.
There are a lot more EQ competencies but for the sake of this particular webinar, we want to focus on these five and it will show you what we’re thinking as we move forward.
So, we’re going to start with self-awareness.
Now, how do you really enhance self-awareness In a, you know, a mystic AI influence, How can you really determine whether you’re recognizing your own thoughts and values, but you’re trying to also make wiser decisions and communicate more effectively using AI tools?
Oftentimes, we find people saying, you can’t have both, like an AI tool. How do you actually use an AI tool to build your own self-awareness?
But, what we have found is that, first, we help organizations define self-awareness so accurately perceiving your own emotions.
And then, we say, clearly, there’s some actual AI tools out there that are used on a day-to-day basis that can help someone build their own emotional awareness.
So, for example, the automated reminders via AI can actually be guided to also be asked to have added on a self reflection.
So, now, when I’m actually doing my automatic reminders of my meetings and webinars and follow ups, I actually add a self-awareness reminder.
That’s a quick way for me to think of, OK, where am I today? What is going on? What’s going on in my world? Really having a little bit of time to self regulate, selfhood sweat, sorry, to self reflect?
We do have AI assisted emotional analysis, We have a number of tools. We have some AI apps that you can actually use that will actually record your voice to determine the emotions.
We have key words that we can actually use on some of our software, that telesis, you know, people’s no emotion that, you know, are they happy? Are they engaged? You know, what is happening, the sentiment, what is happening with that?
We do have a lot of AI tools right now that can help measure sentiment feedback.
We can use AI driven surveys to collect anonymous feedback from your team about leadership style.
Use a key word, feedback, again, that feedback is going to be directly connected to self-awareness.
And then time management.
There are a lot of algorithms or learn new AI apps that are out there that can actually, you identify where your priorities are, your time commitments. And they will have algorithms to analyze where most of your time is going and what it’s saying about your priorities.
So even just using these four different types of apps or these four types of AIs that are connected to some of these systems, you can actually connect and create Synergy between that AI tool and building self-awareness.
So this is one example that we’ve actually tested out.
Our favorite is the self reflection, you know, on our calendars.
But also even just, you know, constant feedback, having shorter feedback loops with our team and the people we serve, just to get data on an ongoing basis.
And then we do use a lot of emotional sentiment to measure people, sentiment on training, or maybe inside surveys. There are some other AI tools that can actually measure people’s sentiment.
By combining AI and EQ strategies, you can enhance self-awareness and strengthen the relationship with oneself, So that’s just one example of the how to.
So for us for today, we really wanted to focus not only saying how great AI is, not leaving how great the EQ is, but how can you actually blend the two together.
Strategy: number two: cultivating empathy.
Now empathy evolves so many things, active listening, seeking to understand, others perspective, validating emotions.
No, empathy is really important, whether it’s cognitive or emotional empathy, having the empathetic leader is a key to success.
So, how do you foster empathy when you have an increasingly digital world, when we’re so, like, stuck on our phones and sending text messages, and we feel like there’s no one else around the world.
How did we create that sense of connection using digital, a digital platform?
So, we do have some apps that can actually, again, measure sentiment or even, there’s some new Apps that actually do meeting minutes for meetings inside Zoom and other types of platforms.
And you can actually measure sentiment, thumbs up, thumbs down, and see how people are doing, so that you can keep an eye on that emotional human connection.
We do have AI that can actually flag potential sensitive issues. We actually are using one tool right now as a collaborations system.
And, if we use words that they perceive to be considered sensitive, it will flag the word and will not allow us to move forward until we addressed that.
Again, what that causes our team to do is to take a step back and say like, yep, that might be offensive to somebody, or it may create a sensitive issue.
We need to address active listening tools. We actually have use transcription tools that transcribes maybe even meetings to pick up emotional cues.
Remote team building, using AI to help schedule and plan virtual team building activities, can promote emotional understanding.
Again, understand that we all live in a very highly digital whorl of making sure that we’re not losing the opportunity to foster empathy during our digital, you know, during the launching and fostering of our digital environments.
So that’s a second.
Oh, set up how tos, social awareness, this skill cannot be overstated.
Having strong social skills is essential for maintaining meaningful connections.
It helps us with conflict resolution and collaboration and communication. And it allows us really to build more positive interactions, especially during this time of disruption and change.
So, the synergy of how we can build social awareness in the AI era is that, let’s look at some of the data, looks, You know, ask the right questions during surveys that we’re using, that use AI to really help us identify whether we are building those connections.
Whether we are socially aware of the changes and the needs of who we’re serving, anonymous feedback, it’s very quick to design a quick AI survey.
With some AI tools just to understand mood’s, perspectives, agreements, disagreements before any type of cultural disagreements really start building up and tearing up a culture.
Using emotion recognition, AI.
It’s used as cautiously, but you can understand team sentiment, but that particular element also has a lot of biases that could be connected to it.
I would say that we’re starting to see some teams use, whether it’s a whiteboard or another collaboration tool. Even just for some easy emoji cons, you know, thumbs up, thumbs down, smiley face.
Even if it’s anonymous, you have a quick sense of your social world, your network, how they’re feeling, and how they’re grasping these changes.
Network analysis. We have a couple of tools where we’re actually mapping informal networks to optimized communities.
Some communication, Sometimes we realized that there are silos that are built on, that are actually built, Stronger silos may oftentimes be gold stronger, during the integration of AI, and do we want to keep in front of us, you know, how do we use AI to actually break down silos.
So now work analysis, and then cultural sensitivity.
Understanding that every tool, every question, every approach, can be adapted to different leadership styles.
And those, as I was telling the team yesterday, each one of these tools, you want to be able to, they need to be adaptable.
They need to be, they need to be presented in a way that you really gather, that just in time data to make you a better leader and make your organization stronger.
Strategy for self regulation, remember, that’s just that self monitoring and understanding. Your own strengths and challenges and how you reward yourself.
It’s very important to have the ability to control one’s emotions and behaviors, know, it helps you grow as a leader, and grow your team and organization, but it also just, you know, it does reduce stress and promote some level of well-being.
So, self regulation, speidel for success, both personally and professionally.
And it allows you to really manage your emotions. And again, we started thinking, but if I’m on my phone all the time, I’m on an app, or I’m playing a game, or I do, how do I build my own sense of self regulation using AI?
So, pause and review.
When we look at data, when we look at surveys, we get, when we look at AI tools that we use to create something, we always tell people, Sleep on it.
Take a step back, look and determine whether or not this is what you wanted to represent.
Just don’t use the tool, because it’s speed, creates up the fast, and you know, you let it out the door.
You still have a responsibility, as an individual and as a leader to review, to pause, review, and look at those elements that are generated by AI to determine what it’s really saying.
And it’s really the right message that you want to create.
Again, there’s AI supported mindfulness there.
Tons of mindfulness apps now that are out, that helps you breathe. take a moment. You can even play music for you. There’s just so many cool things out there that, again, it just helps you like getting stressed out. I need to take some level control.
Let me open this AI functionality, or this AI tool to create some form of mindfulness.
AI really can help you simulate different types of action, even things like looking at Chat GCT.
I can ask Chat GBT one question in seven different ways, and it just helps me take my emotion image.
My way that I’m looking at this question answered, and really helped me look at it from the perspective of who I’m serving, the perspective of the stakeholder, the perspective of the person who’s paying, you know, for some kind of product or service.
There’s lots of ways that you can actually build your own emotional agility using AI tools, and then, finally, motivation, which really referring to our tendency to help us guide to reach goals.
And staying motivated in AI integrated environment can be quite challenging.
Because many times, Google from one tool to another or feels like it’s a novelty or shiny object.
But what we’re using, or how we’re using AI integration in our workplaces, that we use it for goal setting and tracking.
Again, that reminder of checking in with ourselves or even just a few minutes to meditate. And where are we with our goals and tracking. These AI tools can help us quickly visualize where we are in reaching our goals.
We can automate our own affirmations, we can create competency mapping and we can even augment our own learning. We can create small, no mini courses in less than a couple of minutes.
That just helps us, de.
Bresse helps us remember those important things, and helps us move forward in a very fluid way, bringing AI and EQ together.
It’s just really powerful.
But, again, our focus today was really to show you some of the how to’s.
How can I take this AI tool, mesh the EQ aspects together and really create the most powerful AI, EQ, future? Or for our leadership?
We believe that the future leadership is going to require balance, and wisdom, and knowledge, intuition, and data, and things that don’t maybe come natural to people are competencies that maybe have not been built consistently within an organization.
Understanding, cues and understanding different perspectives and how you interpret data. So it’s just not one spreadsheet.
one way, one direction, really asking the right questions, helps us build and blend our hard skills and our soft skills.
For us, we say, right at EQ, you know, combos, in every organization will have a different AI, EQ combination.
And I think that’s the most exciting thing to me about the future of what this is really going to look like in the workplace.
So, I want to thank you. This is the end of the formal presentation and would just love to take any questions. So, Sarah, any questions that have popped up during the last few minutes?
Yes. We’ve had some questions come through, some time to get through those today. And if you do have any additional questions, please type them into the Washes Panel there and we’ll get through as many as we can with the timing time that we have remaining together today.
And we had a question come through from Julia who said, With more advanced AI since cov it, what do you think will it be necessary to have on location jobs being a large percentage?
So, that’s an interesting question, um, I mean, I think we’re seeing a lot of pushback on, on location job. You know, people are having to go back to the workplace.
I think that AI should help augment jobs that are in the, you know, like face-to-face or inside a specific geographical location.
And at the same time, with AI can really help, is maybe in the customization and the personalization of those services we’re providing, Whether it’s your app, workplace, or whether you’re remote, I have no magic, no, no vision of the future. I’m excited about it, but there’s still a lot of unknowns.
I would say that the combination of AI and EQ, specifically, if it’s built on purposefully, then when you do have people at an on-site location, there’s a reason and a purpose, to have them on site, not just to have two days a week for someone to be there.
There’s, there’s a lot of data also that’s showing that some of the younger generations are different types of generations also are seeking different things since Colbert balance, sense of purpose, mission driven.
Uh, everything has changed.
So I think we need to keep a I don’t think we’re out of covert from a workplace redesign at all.
I think we’ve gone from being home completely, two now and maybe slowly transitioning to now, we’re seeing companies that are just saying: You’re coming in, or, you’re you’re out, and I think that we still haven’t transitioned well.
So, I guess, I wanted to say that I’m hopeful for the future, but I don’t think it’s going to be a all or none type of world that we’re going to create.
And this next question coming from … and it was when you were talking about, you know, the trust and people have fearing to trust AI and and all of this new technology?
Who would like to know if you could share a little bit more about on the fact that they don’t have trust for the fear of? Deep fakes.
Yep. So there is alarm mistrusts, deep fakes as one misinformation.
You know, how can you tell whether someone’s pictures will leave their picture? There’s just lots of questions that are out there.
Here’s what I will say for sure, AI’s going anywhere, air is going to continue to grow and mature inside our world. How we coexist with it, it’s going to be really up.
Up to us, I will say that we’re seeing a lot of these companies that have designed larch language models are trying to find a way to address the deep fakes.
But, as you know, we have culprits out there. We have people who can hack systems.
But that was happening even before AI.
So, one of the questions?
You know, this is really connected to the ethical implications of AI and ethical implications.
Also, not only are about biased, but they’re about information that is not true.
It is information that’s distorted.
And basically, the need for all of us to be trained in AI and ethics. And I know that was one of the things that were on the, you know, what would you need to move forward.
Knowing, to ask the right question. Knowing what questions to ask.
Helping the future workers that come in, understanding what’s acceptable and not acceptable, understanding the elements that they need to look at, to determine whether it’s fake or not and how to deal with it inside your organization. So, if I do get something that, I’m really not sure it’s correct.
It’s no different than how we deal with e-mail that’s spammed out different discussion. Different policy, different approach.
but it is something that we need to talk about as an organization and as a community of, of HR and learning and development professionals.
This next question we have is coming from Lisa, who would like to know if you could share some of the name of the tools that you currently use within your organization.
So we do use we use Jasper as one of our tools that we use to create our marketing materials and try to create brand voice and try to create elements of blogs. We look at those elements that are created to make sure that they are light, that they are cited correctly, that they represent the culture of the company correctly.
You know, when we use a tool, we use it for multiple reasons, or multiple ways of designing.
Oh, we use seven taps as a way of creating these micro courses. We also use Mini Course Generator as well.
We’re using both those platforms, but we’re finding, as we need to reinforce learning inside organizations, we want to reinforce the need of understanding self-awareness, self appreciation, and those mini courses, just look like small, little Instagram posts that are just easily accessible. People can look at them and like, oh, yeah, remember that they don’t have to go into an LMS or login to something.
This is just a link that they receive of a course that they could easily just grab information and go.
Of course, we do use chat GBT, four, chat. Chat … five will be coming out, hopefully in the near future.
But, chat GBT for, we really use that also to challenge our own biases, to ask questions, and multiple ways to prop up a problem, or challenge inside an organization, or with the team are working with.
Again, it’s the power the prob and how you prop it, and how you really work with the tool, but we do use that as well.
We do use our auto generator for our calendars to help us remind to self reflect, take time to breathe.
That is very good. We use a collaboration learning management system called How space.
And how space helps us measure sentiment.
It helps us measure engagement in a just in time way.
It has a number of AI elements that it can measure, that helps us as the facilitators and individuals who are actually designing the content, to understand how we might need to modify it or change it or move it around.
So those are just a number of examples, again, if you’d like to reach out to me and I’m more than happy to share what we use or or even show you how we use them.
But those are a few that we do use.
And this next question is coming from Zelda. Who says, there’s a lot of employee buzz around AI replacing people and how people are going to lose their job as this has created a fear of loss. What can leaders say to change the perception and ease the stress and in silence and uncertainty, increasing psychological safety around this topic?
Great question. Great, great question.
So we always start off, when we’re training leaders and working with leaders about AI, about the power of augmentation.
AI should augment how I work. It should help me take the grudge and treachery out of my work. That slows me down. So, there are times where I’ve asked teams and organizations, make a list of these pain points inside your workplace. You know, what takes you eight hours to do? What takes you a long time to do? Because you’re trying to work on a paper and pencil? That trying to put it on a tech tool? Whatever it may be.
When you start identifying those pain points and understanding where strategically you can add AI, it becomes a different discussion versus the discussion of AI is going to take my job away.
What we really are promoting with organizations is everyone needs an AI strategy.
And, again, you know, we’d love to have that discussion with any and all of you, AI strategies, critical, work in AI, optimize the business process.
What can fix a business process? And what can it hinder a business process?
Sometimes AI can be at hinderance if it’s in the wrong place, at the wrong time.
So, it’s really important for leaders to start having these discussions, how can they augment what we do?
So that what you can do, you can do better or differently, or at a higher level?
What skill sets can we pick up from certain job descriptions, move over to automate them? And what does that create? in regards to new types of competencies and responsibilities, that we may need to add on.
If you can imagine, 50 to 65% different types of technical skills that need to be integrated into jobs, you can imagine what it’s going to be like to rewrite some of these job descriptions.
So, it’s these discussions that need to be had, how can AI augment? How can it optimize?
How can we fix something? What can it hurt us? And why?
What skill sets can we lift and shift? That’s what we call it.
Lift off, job description.
Shift them in a place where they can be automated.
An automated doesn’t have to be AI. You can have automation without AI, but you need to be very clear of how to automate it.
I think those discussions create a different kind of conversation that builds different kinds of psychological safety. This isn’t about, I’m going to take your job away.
It’s about, I need to have cost savings, and effectiveness. And customer experience is different for my customers.
This may require AI to be integrated.
What happens to all of my employees?
How did they need to be upscaled now in order to be prepared for this future of work?
And those are the types of discussions that we need to bring people into the fold, to have these discussions. And I will say the next few years, there’s going to be a lot of discussions and redesign of work happening.
And we have a few more minutes here today, and three more questions that I’d like to get through this next one here coming from Sangeeta, who would like to know, how can you use AI for remote team building, especially when no one on the team has never seen each other?
Great question.
So there are a couple of AI tools that we use that will actually enhance collaboration. So, you know, we use Miro, or sometimes we use whimsical, or some other types of AI tools to design.
But those tools also help people understand people if they’re designed in such a way.
So, for example, we will have lots of pulses during the training, or even during our meetings to check.
We always start our check in with our meetings with somethin’. Uplifting and personal. We just don’t know, get to business at hand right away. We try to find commonalities.
So we do a lot of pinning of maps and putting the PDS understanding PDFs, understanding what there’s some commonality of law, people’s excitement, about holidays, or foods, or culture, or whatever it may be.
We always try to create some type of common celebration using AI tools.
What the AI tools help us do is brainstorm faster, collaborate, faster, measures, sentiment faster.
So if you can get clear of how you want these teens, even though they may be remote to function differently, where do you want them to build their agility?
Then we can actually then work to figure out which is the best AI tools. we can start testing out with the team and I would say testing is like key.
Not every AI tool is for every year, for every organization. So you gotta pick and choose the ones that really makes sense for you and have quick uptake with your, with your team members.
Next, final two questions here kind of go hand in hand and they’re coming from Lloyd and Cynthia who want to know, you know, with AI, becoming, you know, increasing in the workplace, and, you know, we’re essentially kind of losing empathy and compassion or creativity.
And, you know, and how, know, are we relying too much on these acts and no longer using our own wisdom and rationale ability?
That’s a great question. So I would say that when you rely solely on the NAEP or solely on a technology, then, yes.
So it’s about changing the discussions and the dialog there, your leaders are having with their teams.
These AI apps are really intended to help augment and help things move easier and faster.
They’re not there to substitute the need for leadership and the adopters to substitute the need for strong collaboration and creativity.
But how you create the environment for collaboration and creativity is, what changes.
So when we say change in the workplace, we’re really talking about change. That is happening between team members, among teams, across an organization.
So if you’re relying only on the Tech tool, Yes, you’re missing the opportunity.
And I think that was like the power of this webinar, is that EQ and AI, how can you really design and integrate AI in a way that really builds in, you know, the ability to be agile and creative and innovative together as a team?
So don’t rely solely on the technology. And because that’s easy, in very many ways.
Here’s a tool, you know, just use a tool.
Give us a update on your projects and move on.
We’re missing the essence of building the people on the emotional intelligence of our leaders.
Great. Thank you, Judith. That does bring us here to the end of our session today, and our audience had really great questions. Thank you so much for your time today today.
Thank you, Thank you Sarah, and thank you. Everyone. Would love to connect anytime via LinkedIn, and I’m looking forward to 20 24 with many more webinars.
Yes, to End, today’s webinar was sponsored by Strategies by Design Group. Make sure that you check out your e-mail inbox, We will be following up with a really great offer coming from Strategies by Design. So make sure that you check that out. And join me next week or for our webinar on Cultural Transformation: Creating an Inclusive Workplace that Enhances Performance. and also make to make sure to check out our new podcast, … DQ you in Review what we will be having a follow-up with Judith on this topic, in the coming weeks. So make sure you keep your eyes peeled for that in your inbox as well. And with that, we will let you all thank you all for participating in today’s webinar and for the great questions. And thank you, Judith, again for your time today. Thank you. Thank you. Have a great day.

Listen to the podcast

In this episode, Dr. Judith Cardenas discusses the changes she continues to see in the learning and development space since her last appearance on the HRDQ-U in Review Podcast in June. We discuss the rapid evolution of personalization, the influx of new tools, and the growing importance of legal and ethical considerations of artificial intelligence. Judith shares her insights on how the AI landscape has shifted, with a particular focus on generative AI like Chat GPT and its transformative impact on content creation and engagement.
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