If you’re a manager, you know that faster employee can learn a new skill, a new program, a new concept, or a new position, less stress for you and employee, more successful outcome, and more positive effect on bottom line.

The ability to change rapidly, be flexible and learn quickly are highly valued by today’s employers and these are skills you can teach your employees. They are no longer optional.

These are all Emotional Intelligence competencies you can learn to train your employees. Start with an overview of field and an assessment of your own Emotional Intelligence (EQ or EI). Take an interactive EQ course, and then work with a certified Emotional Intelligence coach who can provide a train-the-trainer program for following results:

·Learn four areas of Emotional Intelligence ·Learn what competencies are and what they look like in workplace ·Develop your own Emotional Intelligence. You can take anyone else farther than you are yourself. ·Learn specific methods for training others to develop theirs. ·Learn how to assess EQ and to measure results

Having high Emotional Intelligence can accelerate learning curve because it makes previous knowledge more accessible, allows for better cognitive functioning, and manages emotions so they help process, not hinder it.

You do research, buckle under and dive in. But you find your fiancé's ardor for event itself seems to have cooled. It's not that he isn't mad about marrying you; after all, he is a great guy, even if he can't tell a Vera Wang from a Gunny Sack. It's that his preparation style is hands-off, to say least. And planning a wedding isn't a job built for one.

So what to do? Here are ten ways to involve him without increasing both of your stress loads:

1) Delegate areas that have a prayer of interesting him.

The worst thing you can do is expect him to match your ten to twenty years of feminine wisdom on relative merits of buttercream vs. fondant.

Here are some probable no areas when roping in a reluctant wedding planner:

- Selecting cake frosting - Choosing favors or favor packaging - Selecting wedding colors or floral arrangements

Then there are potential maybes, fraught with fewer hazards:

- Choosing photographer - Choosing videographer - Arranging rehearsal dinner - Arranging all-inclusive honeymoon - Renting big, tricky items like outdoor tents

These are probable yeses, well worth running by your guy:

- Selecting DJ or band - Setting up and maintaining your wedding website - Researching and selecting charities, if you choose to donate instead of giving out favors - Setting up carriage, limo or other transportation arrangements

2) If you ask him to help you choose vendors and styles, narrow down choices first.

It's a jungle of options out there, enough to give most natural-born party planner pause. So if you want his opinion on photographers, invites, flowers or cakes, narrow down options to three or four. He's less likely to feel overwhelmed, and more likely to feel like an important part of process.

At times, it'll feel so good to share load that you'll be tempted to drag him into buttercream debate despite your better instincts. At these times, take a deep breath, count to ten, and call your mother or your maid of honor.

3) Ask him directly for help. Let him know how important his input is to you, and that you can't do it without him.

Guys like to be needed. Your frank request for help may be enough to pull him out of his comfort zone and onto your team.

4) Try Art Director/Production Staff approach.

If you think your guy wants to help, but feels uncomfortable playing "art director," give him "production staff" tasks. Have him make payments, pick up food or decor, handle rentals, do online comparison shopping, or reserve hotels and reception halls. These are all jobs that will take a load off your shoulders, while freeing up time for aesthetic stuff you probably enjoy and he doesn't.