Professional Development Program Proposal

Professional Development Program Proposal

Strayer Unviersity

Executive Summary

The program proposal has been prepared for the sole puporse of Emotional Intelligence Application to the professional development program in the organization. The challenge that organizations face is coming up with an approach that harmonizes the stimulation of staff performance and the motivations. In coming up with a solution, I will consider the theories of emotional intelligence and motivation. The system’s design is meant to ensure that a reward system influencing employees positively is created and the staff engages in activities that build their social skills as well as decision-making ability (Films Media Group 2016).

Emotional intelligence acts as a guiding concept that penetrates across all the organization’s aspects on development and improvement. There are various EI competencies namely: connection between management and self-management. These competencies affect the ability of the management to influence the performance of staff as well as boost the staff motivation. Therefore, a task force leader is required to ensure that all the social needs of the staff are met as well as their desires to grow professionally and gain recognition from their colleagues. The components of the Emotional Intelligence lead to a clear demonstration of the social skills and greater decision making skills. The components include mentorship, inspirational leadership, and achievement orientation and conflict management skills (Goleman, D. 2006).

For employees to work effectively and efficiently, they should have the following characteristics: a small team, follow a common objective, have an inspiring leader, invest in constructive criticism and ensure that every member in the team contributes and participates in the team’s activities and discussions. There is a need to have special strategies in place to influence: communication, commitment, and collaboration among the team members. The reward system used should adopt a system that motivates the staffs and impact on the actions positively. The system should be aimed at rewarding active employees while encouraging passive staff to improve their performance at work. Employees will definitely be motivated if the organization adopts a strategy that includes all employees constantly in achieving success (Films Media Group 2016).

Professional Development Program Proposal

The program proposal depends on Emotional Intelligence as the key driver in personal growth and professional development for task-orienced leaders. The business should invest more in the provision on new rewards and incentive systems. Based on the proposal, it is evident that the EI based approach focuses on teamwork through coordination of the interpersonal relationships, enhancement of communication process and improving the organizational performance and improvement of the inter-level coordination in the staff motivation strategies. The main target of this program will be job satisfaction, teamwork output and strategies of staff motivation. The desired output o personal advancement and growth is obtained by using proper Emotional Intelligence and individual motivation methods (Latham, G. 2016).

EI and Motivation

An employee’s ability to establish healthy relationship, organize their work, and interact with their colleagues will increase the level of output. It can be strengthened by the inclusion of Emotional Intelligence in the proposal. EI is mainly defined by a leader’s ability to recognize his/her emotions as well as those of his/her subordinates and know how to best deal with them. Not only does EI highlight the necessary qualities of an employee that would help in building teamwork, but also prepares individuals for leadership roles and it should, therefore, be included in the professional development program’s toolkit. Participants of the development program will be able to understand their colleagues as well as inspire confidence in their actions helping them inspire productivity in teamwork and also enabling effective communication as well as the ability to motivate and inspire others (Goleman, D. 2006).

Emotional Intelligence is an organized and multifaceted design made of building blocks. The block are used to differentiate between the various competencies in the development program. Self and relationship management mainly influence employee performance and job satisfaction and as a result, enhance efficiency within the organization. Comprehensible teamwork at all levels of the organization can be achieved by motivating the staff to improve their relationship and belonging in a group. Also, it will prevent any conflict or mistrust among the team members. Encouraging interaactions between the supervisors and the subordinates. The task force leader is charged with the responsibility of uniting teams to resolve conflicts, motivating employees through the creation of an informal communication system between the staff and their supervisors, meeting with the leaders in the organization and relying on employees in the customer relations to improve customer services. The task leader will encourage the employees and ensure that they know the role they play in the organization is valued and their input in the organization is appreciated.

EI and Social Skills and Decision Making

Any team member’s motivational leverage is in accepting everyone’s opinion in the team as well as fully participating in the team’s activities. Leaders can encourage their workers to participate in collective discussions aimed at resolving various issues in an attempt to influence them positively. By doing this, the leader makes the employees feel valued in the organization as they know that their opinion is important and their role in the team is accepted and respected. As a result, the quality of relational management quality will be improved especially the ability of employees to shape major decisions within the organization as well as developing social skills that will enable them to confidently interact with the supervisors and improve mechanisms of conflict resolution through better mastering of EI (Films Media Group 2016).

A taskforce leader should identify the social and decision making skills in workers that make them leaders. The activation of the EI skills in potential leader will ensure that the organization can get more solutions and incentive for its workforce. EI also helps employees realize self-actualization and remain satisfied with the imposed authority. To provide a social efficient communication for the team, the new leaders will explore the competencies in the proposal. The top management should motivate and mentor the supervisors and new employees. The actions will increase the team efficacy by showing empathy and increasing teamwork with all staff. Supervisors also have the responsibility of ensuring that employees in any team solve any arising issues collectively and there is equal participation in making key decisions (Goleman, D. 2006).

The team leader can act as the lead in an effort to improve the motivation and employee commitment. The decision making process will be dynamic and adaptive to allow adaption to the employees’ needs. When leaders work towards realizing personal and job fulfillment of their subordinates, the end results are usually objective decisions, increased commitment, and efficiency of employees, diversity in the workforce and inclusion of different levels of management in the decisionmaking process (Latham, G. 2016).

Effective Teams

An effective team will be a achieved through team dynamics and EI competencies. There is a need for every team member to work towards achieving inspirational leadership, teamwork and conflict management. An effective team is characterized by a leader who has the ability to inspire the team and push them into achieving the results set by the management. In each team, the leader should be emotionally intelligence and competent. The environment should encourage mutual respect and solve conflict through training and team work. The characteristics of an effective team include:

The team should be lead by a purpose which every team member is well conversant with.

Reward System

  1. The team should encourage freedom of expression.
  2. Equality in contribution to any issue among the team members
  3. Encouraging constructive criticism meant to build members of the team as opposed to downplaying other members’ opinions.
  4. Embracing shifted leadership in order to dynamize teamwork and give all members an opportunity to build themselves.
  5. The teams should follow a strategy encouraging commitment. This helps in creating n environment of trust, inclusive participation as well as comprehensive listening(Goleman, D. 2006).
  6. Encouraging an open communication policy: this allows the organization get different ideas and solutions that they can implement to improve service delivery as well as eliminate internal conflicts which mainly accelerate due to poor communication. Communication also helps in building a deep relationship at different levels of management and facilitates the exchange of knowledge among colleagues.
  7. Having a collaboration strategy in place. This mainly helps in better alignment of both organizational and personal goals as well as maintaining openness to unfamiliar solutions.

It is important for the organization to have in place a system that fairly satisfies active employees while encouraging passive members to be more aggressive and active. A system that rates staff based on various quantitative and qualitative indicators of their activities facilitates transparency as well as detailed and accurate evaluation of each member’s performance within the team. The reward system should be designed to exclude penalties while including incentive measures and bonuses in order to motivate employees. Instead of penalties, the system should attempt to discover reasons for employees’ dissatisfaction and failure and come up with ways to address those reasons.

The rating system will definitely impact on the staff positively and it will show the monthly performance of all teams as well as appreciate the success of the team in order to maintain transparency. Passive employees will be motivated by this system to work hard in order to lead in any rating and achieve personal and career growth. The active members will be motivated to keep on being better at what they do by the ratings as well as the fulfillment they derive from personal and career growth and advancement. As a result, the company will receive valuable human potential; receive competent leaders and growing professionalism (Goleman, D. 2006).

A reward system aims at promoting skills and employees collaboration. The task force leader and the supervisors will help in the strengthening of the employees with capabilities and professional competencies. Such traits will complement them with a training and the alignment with the EI competence (Films Media Group 2016).

In conclusion, the professional development program is mainly dependent on motivational and EI theories as for the background of employees’ reinforcement. EI helps employees to be aware of their emotions as well as those of their colleagues helping in reducing unnecessary conflicts and enhancing teamwork. Employees in an organization are better motivated through self and relationship management. When employees are motivated, the end result is usually: improved job performance, higher job satisfaction, and improved efficiency. A taskforce leader is therefore responsible for ensuring that trustful and respectable relationships are built both inside and outside the organization. An effective team should be oriented on every member’s EI competencies, small, result oriented, purposeful and coherent (Latham, G. 2016).


Films Media Group,, & TV Choice Productions. (2016). Motivation Theories and Employee Participation. (Films on Demand.

Goleman, D. (2006). Emotional intelligence.

Latham, G. P. (2016). Work motivation: History, theory, research, and practice. Los Angeles: SAGE.