Dr. Richard Himmer

Dr. Richard Himmer

SpeakerMatch

Evidence Based Work/Life Balance for Corporate Professionals

Author of Listen & Lead: The Micro Skills of a Leader with 15 years of corporate experience and 20+ years as an entrepreneur, Dr. Himmer's programs focus on team building, employee engagement / retention, and effective communication.

Fee Range: $2,500 - $5,000
Travels from Seattle, WA (US)

For more information about booking Dr. Richard Himmer, visit
http://www.speakermatch.com/profile/richardhimmer

Or call SpeakerMatch at 1-866-372-8768.

Dr. Richard Himmer
Dr. Richard Himmer - Motivational Speaker

The Himmer Center for Organizational & Personal Wellness

Evidence Based Work/Life Balance for Corporate Professionals

Author of Listen & Lead: The Micro Skills of a Leader with 15 years of corporate experience and 20+ years as an entrepreneur, Dr. Himmer's programs focus on team building, employee engagement / retention, and effective communication.

Fee Range: $2,500 - $5,000
Travels from Seattle, WA

Dr. Richard Himmer - Motivational Speaker

Dr. Richard Himmer

The Himmer Center for Organizational & Personal Wellness

Evidence Based Work/Life Balance for Corporate Professionals

Author of Listen & Lead: The Micro Skills of a Leader with 15 years of corporate experience and 20+ years as an entrepreneur, Dr. Himmer's programs focus on team building, employee engagement / retention, and effective communication.

Fee Range: $2,500 - $5,000
Travels from: Seattle, WA

For more information about booking Dr. Richard Himmer,
Visit http://www.speakermatch.com/profile/richardhimmer/
Or call SpeakerMatch at 1-866-372-8768.

Engaging Emotional Intelligence in an IQ World
Why EQ skills are critical to building teams, retaining employees, and inviting innovation!

Do you have a highly qualified cadre of employees and managers (IQ) and when left alone, they each complete their work in a timely, professional manner? Yet, their ability to synergize their efforts and talents never seems to take flight. Why? Or perhaps your employees seem to lack engagement or innovation, even from the brightest of the bunch? Why? It's no longer enough to have graduated first in your class from an Ivy League institution and hope to enter the work force armed with university credentials and a high IQ. We live in an unprecedented time of technology and education. We have the most talented working pool of employees and leaders ever witnessed in the world. And yet, with all of these advancements we still seem to encourage and reward high IQ over EQ, or emotional intelligence. Researchers have found that 20% of your employees’ success can be correlated to their IQ while 47% of their success is correlated to their Emotional Intelligence (social skills). More technical training hits a level of diminishing returns. If that same amount of energy and resources were allocated into social skills, according to researchers, employee engagement, innovation, and team building increase significantly. Leaders, either positional or informal, who posses high Emotional Intelligence (EQ) are more productive, trusted and respected by their subordinates, physically more healthy and emotionally connected to the workplace. When surveyed researchers discovered that employees rarely leave the company, employees leave their managers. Having the social skills to communicate ideas and build teams is paramount. Researchers have found that developing mutual trust and respect are the two most important aspects for team growth and building a productive corporate culture. This is true at work and at home. Since the principles are universal, participants in the workshops and speaking engagements quickly realize that they are learning micro skills they can immediately implement at work, but also with their families and friends. Dr. Himmer teaches from a solid base of experience and knowledge. Leaders and team members with high IQ's and no EQ usually lack key areas of emotional intelligence such as self-awareness, self-regulation, and empathy. Retaining quality employees impacts the bottom line. When employees trust their supervisors, they are engaged (committed). An engaged employee has greater motivation than an employee who doesn't' trust the supervisor and their production is significantly different.