Deep Skills

Digital Training in Emotional Intelligence.
For Business Success and Personal Growth.

Changes in companies, such as digital transformation, are increasing the need for skills in the area of emotional intelligence. Investing in the emotional intelligence of your employees benefits from increased employee retention, leadership quality and speed of transformation.

What are Deep Skills?

“Deep Skills” is an aggregated term for all abilities related to emotional intelligence in the broadest sense. Skills such as emotional regulation, communication skills, changing perspectives and team development. Skills that employees need to be able to act autonomously in the modern, hybrid and changing world of work. In our DeepSkill competence model, we have clustered these skills meaningfully, enabling us to quickly and easily configure tailored coaching and training programs.

How are the Training Programs Structured?

Our training programs consist of 3 to 12 modular components, each focusing on training a specific skill. Here, we have exemplified how a program is composed of different modules.

Determining your Location & Values

The core of the module is to become aware of the personal guardrails in the form of values in order to act authentically and to have an impact even in challenging situations.

Included Skills

Knowing your own Location
Knowing & Cultivating Values

Leadership in Times of Change

In this module, you will learn how it is possible to inspire employees for constant change and to maintain creativity, productivity and innovation in the team by means of a cooperative working climate.

Included Skills

Using Leadership Profitably
Actively Shaping Change

Clear & direct Communication

Effective communication shapes teamwork and organizational development. In this module, managers learn to reflect on their communication behaviour and to communicate their message effectively.

Included Skills

Communicating Effectively
Leading Meetings Effectively

Developing Employees

In this module, managers learn to identify potentials as talent managers, to promote them and to support the development of competencies by allocating tasks according to their strengths.

Included Skills

Finding & Promoting Potentials
Delegating effectively

Strengthening Resilience

Employees operate in a dynamic environment under pressure and uncertainty. This module promotes resilience in order to master emotions in professional life.

Included Skills

Managing Stress
Regulating Emotions

Building Confidence in Leadership

Psychological security enables confession of mistakes, open communication and willingness to take risks. In this module, participants learn how to create a trusting working atmosphere.

Included Skills

Providing Psychological Safety
Acting Empathetically

Find out which Skill Set is right for you!

5 Key Factors for Successful Training in Emotional Intelligence

We have identified five key factors for successful training in emotional intelligence. These factors are crucial for the integration of emotional intelligence into the corporate culture and sustainable learning success.
Learning and what has been learned must be relevant to the respective work context – and employees must recognise this relevance to their daily work, otherwise these measures will have only a weak and short-term effect. The needs and abilities of the employees are individual. Emotional intelligence sometimes depends heavily on personal experiences, social factors, and individual strengths and weaknesses. Industries, specific job profiles and their requirements also differ. Therefore, standardized training programs may not suit everyone and a special look at relevant content as well as formats is therefore decisive for the learning effect.
Learning requires routines. Regular stimuli in the form of learning units strengthen neurological networks or form new ones. It is only through repetition – over a long period – and practical application that knowledge transfer has the desired impact. It can sometimes be difficult to attract employees in a stressful work environment for training and exercises, as these are often perceived as time-consuming or unhelpful. Therefore, in addition to continuity, integration is also crucial: Emotional intelligence must be firmly integrated into the corporate culture and not viewed as an isolated training measure.
Studies show that even digital learning in groups has significantly more positive effects on learning performance than individual engagement with a topic. This is not only based on increased motivation, but also on the helpful exchange of experience, which is made possible here. That is why we at DeepSkill not only rely on 1:1 coaching, but above all on peer coaching and joint digital training.
In a stressful working day, proper time management is the key. In our context, time management means creating learning structures with a clear time frame. The reason for this requirement is Parkinson’s Law, according to which work expands to fill exactly the time available to it. This means that this work could also be done faster, but without extrinsic stimuli, such as a deliberately set early deadline, the motivation is lacking.
Measurability is particularly important in the case of desired behavioural changes. Measurability helps to train emotional intelligence in a meaningful way and to bring about this behavioral change. Neuroscientist Henning Beck explains this as follows: If progress is visible by means of measurable indicators or values, it is more likely to be a flow state conducive to learning and thus achieve the goal faster. We at DeepSkill have developed our own indicator, the Key Behavior Indicator, to make this possible.

Lernen und das Gelernte müssen relevant für den jeweiligen Arbeitskontext sein – und Mitarbeitende müssen diese Relevanz für ihren Arbeitsalltag erkennen, ansonsten werden diese Maßnahmen einen nur schwachen und kurzfristigen Effekt haben. Die Bedürfnisse und Fähigkeiten der Mitarbeitenden sind individuell. Emotionale Intelligenz hängt mitunter stark von persönlichen Erfahrungen, sozialen Faktoren und individuellen Stärken und Schwächen ab. Ebenso unterscheiden sich Branchen, spezifische Jobprofile und deren Anforderungen. Standardisierte Schulungsprogramme werden daher möglicherweise nicht allen gerecht und ein besonderer Blick auf relevante Inhalte wie auch Formate ist somit entscheidend für den Lerneffekt. 

Lernen braucht Routinen. Regelmäßige Reize in Form von Lerneinheiten stärken neurologische Netze oder bilden neue. Nur durch Wiederholung – über einen längeren Zeitraum – und praktische Anwendung hat Wissensvermittlung den gewünschten Einfluss. Es kann mitunter schwierig sein, Mitarbeitende in einem stressigen Arbeitsumfeld für Schulungen und Übungen zu gewinnen, da diese häufig als zeitaufwendig oder auch nicht hilfreich empfunden werden. Daher ist neben Kontinuität auch Integration entscheidend: emotionale Intelligenz fest in die Unternehmenskultur zu integrieren und nicht als isolierte Schulungsmaßnahme zu betrachten. 

In Studien zeigt sich: Selbst digitales Lernen in Gruppen hat signifikant positivere Auswirkungen auf die Lernleistung als die individuelle Beschäftigung mit einem Thema. Dies begründet sich nicht nur auf gesteigerter Motivation, sondern auch auf hilfreichem Erfahrungsaustausch, der hier ermöglicht wird. Deshalb setzen wir bei DeepSkill nicht nur auf 1:1 Coachings, sondern vor allem auch auf Peer-Coachings und gemeinsame digitale Trainings.

In einem stressigen Arbeitsalltag ist richtige Zeitmanagement das A und O. Zeitmanagement bedeutet in unserem Kontext, Lernstrukturen mit klarem zeitlichem Rahmen zu schaffen. Hintergrund dieser Anforderung ist das Parkinson’sche Gesetz, nach dem sich Arbeit so ausdehnt, dass sie genau die Zeit füllt, die ihr zur Verfügung steht. Das bedeutet, diese Arbeit könnte auch schneller erledigt werden, aber ohne extrinsischen Reiz, wie eine bewusst frühzeitig gesetzte Frist, fehlt die Motivation.  

Messbarkeit ist vor allem bei gewünschten Verhaltensänderungen wichtig. Messbarkeit hilft dabei, emotionale Intelligenz sinnvoll zu schulen und diese Verhaltensänderung herbeizuführen. Der Neurowissenschaftler Henning Beck erklärt dies so: Wenn mittels messbarer Kennzahlen oder Werte ein Fortschritt sichtbar wird, wird eher ein lernförderlicher Flow-Zustand und damit das Ziel schneller erreicht. Wir bei DeepSkill haben dafür einen eigenen Indikator, den Key Behavior Indicator, entwickelt, um diese möglich zu machen.

Learn how your Employees Benefit from Emotional Intelligence.