GENOS Emotional Culture Index
For Teams and Organizations
Why do feelings matter?
We all experience a wide range of pleasant and unpleasant feelings at work as we interact with colleagues, customers, suppliers and others. These feelings influence our decisions, behaviour and performance and our health.
Pleasant feelings have a 'broaden and build' effect causing us to think more broadly, engage more deeply and perform better.
Unpleasant emotions tend to have a 'narrow and limiting' effect, causing us to be more closed-minded, less engaging and poorer at performing. Collectively, these emotions impact the bottom line for better or worse.
Research shows that people in high performing organisations experience more positive emotions and fewer negative emotions than those in low performing organisations (Boedker et al. 2011)
When you know how your people are feeling you can better plan where to focus your energy to optimise engagement, productivity, retention and resilience.
What can a leader and any team member do within their own scope to support colleague retention and create a positive, productive work atmosphere and environment, contributing to employee happiness? What has the greatest impact on retention and attraction beyond salary?
Research and analyses consistently show that among the top factors are leadership behaviour, attention, communication, involvement, and the work environment and culture shaped by leaders — in other words, emotionally intelligent leadership behaviours. These are all elements influenced by how effectively a leader can create a positive, productive climate.
The same is true for team members: each colleague can have a significant impact on the work environment and the overall atmosphere. A single supportive or unsupportive team member can greatly influence the daily experience at work.
Everyone has emotions. This is a simple fact — it's part of being human. Whether we are aware of them or not, these emotions affect us every single day. They also influence the people around us, both at work and in our personal lives.
A higher level of emotionally intelligent workplace behaviour is one of the most effective antidotes to workplace stress and is essential for building personal resilience.
The Genos emotional intelligence leadership and workplace assessments are ideal for individuals and teams who want to develop their emotional intelligence to improve connection, collaboration, and communication.
What are these important competencies?
Self-Awareness:
Being aware of one's emotions and understanding how these emotions may influence decision-making, behaviour, and performance.
Awareness of Others:
The ability to perceive, understand, and accept the emotions of others.
Authenticity:
Expressing oneself openly and effectively, keeping commitments, and encouraging others to do the same.
Emotional Reasoning:
Using information and emotions from oneself and others, combined with facts and data, to make decisions.
Self-Management:
Consciously monitoring one's mood, emotions, time management, and behaviour, while continuously developing oneself.
Positive Influence / Inspiring Performance:
Positively influencing the emotions of others during problem-solving, when giving feedback, and when recognising and supporting others' work; inspiring, motivating, and enabling others to achieve higher performance.
Is it subjective?
Yes. It is a mirror: it shows how the respondents perceive the person being assessed.
But that's exactly the point. Colleagues' and team members' experiences are always subjective — because we are human. They see the leader and each other through their own experiences and interactions. Yet success must always be achieved with a team, as part of a team: motivating them, inspiring higher performance, and creating an environment where they feel well at work.
So isn't it better to make the team's perception visible and measurable?
If you want to develop with focus — as a leader or as a non-leader — if you want to create a productive, positive environment for your team and support their retention through your own development, reach out and let's talk.
What do you gain if you try it?
✅ It gives you concrete, tangible feedback in the form of analysable data.
✅ You see where you are successful — it creates a sense of achievement and boosts confidence.
✅ You see where you most need to develop and invest energy — you can set priorities and act with focus.
✅ You can set SMART development goals and measure your progress over time.
✅ Where you invest energy based on the results, success is almost guaranteed.
✅ While analysing the results, underlying fears, beliefs, and internal blocks often surface — once these are released, the leader can work more freely and effectively, which shows up in other dimensions of performance as well.