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Eesha Patel: Taking people nearer their visions, inner light and meaning in life as a leading healer, channeller and author.




Her passion, grit and commitment to help people see the light within themselves and awaken spiritually have taken her to the top of the spiritual industry.

There are a set of people in this world who believe in working towards only one aim in life. Whereas, there are a set of others who believe in acing the game at whatever they do in their career and life. These individuals think that opportunities may knock their door anytime and optimizing and utilizing the same can help them attain much more success in their careers. To believe in oneself and take the necessary steps to reach the desired goals in life is what Eesha Patel emphasizes as one of the most sought-after entrepreneurs and spiritual mentors. With her abilities and innate skills in activating the inner light and the best versions in people, Eesha Patel has taken over the spiritual industry with managing the hats of multiple positions as a healer, spiritual mentor, author, speaker and channeller.

She is the proud founder of Origin Activation Method, a powerful multidimensional energy healing modality that has been taught to the world’s best speakers, coaches and entrepreneurs. Through this, Eesha Patel has impacted the lives of more than 10,000 people already who are now awakened and know how to activate the abundance in them. She also helps 7 figure transformational leaders to push limits and reach 10 times their transformational abilities, helping them to reach exponential success achieving maximized profits and impact with Origin Activation.

Eesha Patel confesses that she had started her journey in the energetic and spiritual world right from her childhood. However, it was after attending a Merkaba meditation session, where she entered the 13th dimension of energy that she realized her true purpose and calling in life. At that very moment of transcendence, she knew that she was meant to help others achieve this level of peace.

Talking about the major turning points in her career, Eesha Patel says that she had a massive awakening in 2015 and started channelling overnight and then channelled her modality. She went ahead in building a studio named Siddhi Space, one of Perth’s leading most wellness studios. Eesha Patel hit 6 figures soon in the spiritual industry. After people started asking her how she did it, she began with teaching business. Just last year, Eesha Patel tripled her turnover in only 12 months and began with working at a premium level with 100K clients.

People have appreciated and recognized her for her spontaneous healings, which can be proved through the tones of testimonials she has received so far. There are few recommendations as well that Eesha Patel suggests for her clients which include, her 90-day program named The Alignment Map. This is a 3 step system of Calm, Connection and Clarity to help people take aligned action for faster results with more ease and flow. She also recommends people to do her 4 Foundation Practices, which is a daily meditation practice to connect to the self. 

Eesha Patel further suggests people to get a coach who can become a partner for reaching them to their goals in life and also advises them to access their higher wisdom to make better decisions. She suggests people treat everybody like an energetic entity that they can communicate with.

To get connected with this spiritual leader, one can follow her on Instagram @eeshapatel11.

Rosario is from New York and has worked with leading companies like Microsoft as a copy-writer in the past. Now he spends his time writing for readers of

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The Ultimate Guide to the Essential Social Skills in Business




Effective communication and strong relationships are essential for success in the workplace. One factor that can greatly influence these qualities is emotional intelligence, often abbreviated as EQ. EQ refers to the ability to identify, understand, and manage one’s own emotions, as well as the emotions of others. Research has shown that individuals with high levels of EQ are better equipped to handle stress, communicate effectively, and work collaboratively with others (Chamorro-Premuzic & Sanger, 2016).

Research has consistently shown that emotional intelligence (EQ) is an important predictor of job performance and success in the workplace. EQ is comprised of a set of skills that allow individuals to recognize, understand, and regulate their own emotions, as well as the emotions of others. In addition, individuals with high EQ are better able to communicate effectively, build relationships, and navigate complex social situations. As a result, they are often viewed as effective leaders and collaborators, and are more likely to achieve their personal and professional goals.

In fact, a number of studies have demonstrated the significant impact that EQ has on job performance and success. For example, one study of 85 upper-level managers found that those with higher EQ scores were rated as more effective leaders by their subordinates (Law, Wong, & Song, 2004). Another study of 151 employees found that those with higher EQ were more likely to be promoted within their organization over a five-year period (Carmeli, Brueller, & Dutton, 2009). These findings highlight the importance of EQ in the workplace and suggest that developing these skills can lead to significant benefits for both individuals and organizations.

According to a study conducted by TalentSmart, a leading provider of EQ assessments, EQ is responsible for 58% of success in all job types (Bradberry & Greaves, 2009). In contrast, IQ only accounts for about 4% of success in the workplace. This suggests that EQ is a crucial skill set for individuals in any professional field. Fortunately, EQ is a skill that can be developed and honed over time with practice and awareness.

There are several key components of EQ that are particularly important for success in the workplace. These include: 

Self-Regulation: This refers to your capacity to recognize and control your emotions. Sometimes treating them when they arise may be necessary. Understanding how to manage your anger is essential. However, it can also cover how to control the feelings you’ll experience.

Self-Awareness: This implies recognizing and understanding your own feelings. Do noisy places make you nervous? Do other people talking over you make you angry? Knowing these truths about yourself shows that you are working on your self-awareness. Being conscious of yourself is necessary for this phase, which can be more complex than it sounds.

Socialization: This category focuses on your capacity to manage social interactions and direct relationships. It doesn’t entail dominating others but knowing how to work with others to achieve your goals. This could entail presenting your ideas to coworkers, leading a team, or resolving a personal disagreement.

Motivation: Strong motivators include external forces like money, status, or suffering. Internal motivation, however, plays a significant role in Goleman’s concept. By doing so, you demonstrate your ability to control your cause and initiate or continue initiatives of your own volition rather than in response to external demands.

Empathy: It’s equally critical to be sensitive to others’ feelings. This may entail learning to identify different emotional states in individuals — for example, can you tell the difference between someone at ease and someone anxious? — but it also requires comprehension of how other people may react to their current situation. Empathy is one of the essential traits in business and business leadership.

A thought leader in this space, Michael Ventura has built a career advising organizations on the importance of emotional intelligence in the workplace. In his book, Applied Empathy, Ventura highlights the value of empathy in business and provides strategies for developing and applying this skill set. With two decades of experience as a leader, facilitator, and educator, Ventura’s work has made impact in with prestigious institutions such as Princeton University and the United Nations as well as corporate clients such as Google and Nike.

Through his work, Ventura advises leaders to focus on the development of EQ in order to help individuals improve their communication, collaboration, and leadership skills, ultimately leading to greater success in the workplace. Experts like Ventura continue to support the growing body of research on the value of EQ in business, and the evidence that organizations who invest in the EQ of their teams help to create a more empathetic and successful professional environment.

And it’s worth noting that EQ isn’t just important for individual success in the workplace, but also for overall organizational success. A study by the Center for Creative Leadership found that EQ was a better predictor of success than IQ or technical skills in the workplace, and that teams with higher levels of EQ tend to be more effective and productive (Boyatzis, Goleman, & Rhee, 1999). By cultivating a culture of empathy and emotional intelligence, organizations can improve their overall performance and create a more positive work environment for their employees.

In conclusion, emotional intelligence is a crucial component of success in the workplace, and individuals and organizations alike should prioritize the development of these skills. The ones that do not only develop a leading edge in their category, but also become a meaningful place to work for their teams. And in today’s rapidly changing talent landscape, the retention of highly capable, emotionally intelligent leaders is one of the greatest keys to unlocking success.


Boyatzis, R. E., Goleman, D., & Rhee, K. S. (1999). Clustering competence in emotional intelligence: Insights from the emotional competence inventory (ECI). In R. Bar-On & J. D. A. Parker (Eds.), Handbook of emotional intelligence (pp. 343-362). Jossey-Bass.

Bradberry, T., & Greaves, J. (2009). Emotional intelligence 2.0. TalentSmart.

Chamorro-Premuzic, T., & Sanger, M. N. (2016). Does employee happiness matter? Journal of Organizational Effectiveness: People and Performance, 3(2), 168-191.

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