© 2006 exceptional horizons inc. all rights reserved. the technology executive leadership academy...

© 2006 Exceptional Horizons Inc. All rights reserved.

The Technology Executive Leadership Academy “TELA”

Emotional Intelligence – “EQ”:

The Critical Differentiator for Great Leadership.

What it is & Why it matters.

6/10/09 – Bellevue, WAMJ Harwood, Exceptional Horizons

© 2006 Exceptional Horizons Inc. All rights reserved

Criticality?___% Career Influence

(to you and your direct reports . . .)

1994 Center for Creative Leadership Study


Today’s goal:

Performance Insight

Agenda

I. EQ definition/success correlation statistics

II. Brain anatomy/neuro-science

III. Why now

V. Leadership implications

And misc. exercises along the way!


Business Outcomes: 3 Levels/3 Layers of InfluenceThe Offering - The Operation - The Human Dynamics

Human Dynamics = EQ Fully interrelated/causal: what happens at one level, affects the other two.

Team Level- Synergy/Trust- Output- Innovation

Individual Level- Talent- Attitude- Skill

Organization Level- Alignment- Resiliency- Culture

What’s key: Knowing what’s going on that’s affecting the ‘human dynamic thread’ & adjusting as needed: competency in human dynamics.

Adapted from 6Seconds.org


Why it matters . . . Employee research statistics:

____% Respected and valued

____% Would leave current job

____% Ability to double productivity

____% Level of employee engagement


What it is . . .

• EQ (human dynamics) - in its simplest form is: Personal & social competence. Shows up as interpersonal skill. “How leaders handle themselves and their relationships”. Daniel Goleman, Ph.D.

• EQ Requires: Awareness and deliberate use of BOTH emotional AND

intellectual data to influence thoughts, feelings, actions.

• Judged by: Ability to “connect”: to cause “resonance vs. dissonance”. (Not about: charisma – trying to make people happy – being “fun”)

“Talk so people will listen, listen so people will talk.” Travis Bradberry, PH.D. Puppets/Water Cooler/Pay now-later

further defined . . .


EQ (i.e. EI) Further Defined

Personal Competence:

Managing ourselves.

INTRA-personal skills: 1. Self Aware 2. Self Managed

“Catch & Control”

Social Competence:

Managing relationships.

INTER-personal skills: 3. Understands Others 4. Social/Relationship Skills

“Sense & Respond”

Breaks down into 15-20 “sub-competencies”

Appendix . .


Workplace Example . . .

Understands Others/empathy: Customer empathy . . .

Doc – vs. graphs/charts


EQ success correlation:

?? % of “star” performers with high EQ??

(In ALL roles)

Why it matters . . .


The correlation between EQ and success:

High Performers: 90% also have high EQ.

0

10

20

30

40

50

60

70

80

90

100

HIGHEQ

Hi Performer

The Business Case for Emotional Intelligence White Paper/TalentSmart 2005 Emotional Intelligence Quick Book, Travis Bradberry, Ph.D., 2005, 500k ind./multi year study.


Influence on “Life/Work” success vs. academic predictor:

IQ: 0% - 20% (common workplace levels)

EQ: 30% - 80% (2-6 x IQ)

including scientists!

(0% correlation between IQ and EQ)

The correlation between EQ and success - con’t.

Compared to IQ??



EQ - IQ – Expertise:

All three essential for effective performance for hiring, careers, and promotion decisions. To what degree?

For star performers and superior leaders:

EQ Influence on performance: ___%? IQ & Expertise combined __ %?



90% - Working With Emotional Intelligence, 1998, Daniel Goleman, Ph.D. 80% - The Business Case for Emotional Intelligence White Paper/TalentSmart 2005

Star Performers:67% EQ, 33% IQ/Expertise. (Team bldg., leveraging diversity, adaptability, change catalyst)

For Superior Leaders: 80-90% EQ.

EQ Skill

1 hr. vs. 3-5IQ not #1/3

Essential Performance Abilities:


Leadership Attitudes and Insights

An Exercise!

2 Teams:

Team #1:

Team #2:


How was it?


Understanding others:“Delegating – collaborating”: rewards beyond performance perfection.

- From the musicians level of fulfillment - From the listener’s level of fulfillment - A single instrument can not attain the heights of a full orchestra.

“Joy shared is doubled. Misery shared is halved.”


The Science Behind it:

So much for “soft” skills.


Left HemisphereRational Brain

Neocortex“Thinking Center”

IQ

The Hemispheres . . .

Right HemisphereEmotional Brain

Limbic system (amygdala)“Emotional/Intuition Center”

EQ


Left HemisphereRational Brain

Neocortex“Thinking Center”

IQ

AnalysisAbstract reasoningTechnical expertise Fact recallCalculationsSpatial logicLanguage centerOperates by logic

Understand the hemispheres – con’t.


Right HemisphereEmotional Brain

Limbic system (amygdala)“Emotional/Intuition Center”

EQ

Impulse control/stress toler. Feelings/intuition Empathy and optimism Ability to influence//initiative Ability to work w/others/to lead Flexibility/adapt to change Creativity Operates automatically

Understand the hemispheres – con’t.


Rational Brain Emotional Brain

BehaviorRational and Emotional Brain interconnected - constant feedback to one another on what to think, feel, do. Degree varies!

We need both limbic and logic - balanced input is the key.

Note: 6 second delay - E=80k faster/jet-snail.

Right/Left Brain Influence


Emotions . . . Why “awareness” is so critical:

In effect, emotion alerts the brain and influences: Attention

Interpretation

Recall/memory

Prediction

Decision-making

Constructive or destructive thinking and actions

Behavior (e.g. hiring influence – Exec. hiring batting avg. . .)

White noise or insight ? The rational mind justifies the emotional mind – not always accurately . Demand a balance of reason and emotion.

Harvard Bus. Sch. E.g..


Words . . . an exercise!

Setting the scene . . .


“Primed for Action”

Scrambled sentence test.

him was worried she always

from are Florida oranges temperature

sunlight makes temperature wrinkle raisins.

shoes give replace old the

he observes occasionally people watches

be will sweat lonely they

sky the seamless gray is

us bingo sing play let


“Primed for Action”

Scrambled sentence test.

him was worried she always

from are Florida oranges temperature

sunlight makes temperature wrinkle raisins

shoes give replace old the

he observes occasionally people watches

be will sweat lonely they

sky the seamless gray is

us bingo sing play let

Professor/Hooligan . . . Leaders shape


Workplace stories – visuals - code names – slogans . . .

Entertainment? Marketing spin?

No. They simply “Work”!

They tap into both hemispheres . . .


Right Hemisphere Synthesis: Feeling/Context/Simultaneous

the picture (80k faster): feeling N.R. (Innovation/engagement center!)

Logic makes people think – emotion makes people act. The Ritz Carlton . . . Green/Red Buttons. . .

EI is Tapping into both IQ & EQ for optimal results

Left Hemisphere Analysis: Logic/Content/Sequential the 1000 words - seeing the eye chart


Effort/Productivity Increase

0%

10%

20%

30%

40%

50%

60%

70%

Feedback &Goals

Goals Only FeedbackOnly

Control Grp.

59%

25% 25%23%

From Source: Bandura, A., and Cervone, D. “Self-Evaluation and Self-Efficacy Mechanisms Governing the Motivational Effects of Goal Systems.” Journal of Personality and Social Psychology, 1983, 45, pp. 1017-1028.

The value of tapping into the “whole” person . . .


1. Hormones and “Flooding” – “emotional hijacking” – 6 sec. delay – work stress influence (#1/inept criticism)

2. Open loop system physiology (leaders beware!) – 4-6’/15 min. (& 3 level potential effect)

3. The “science” behind fun (hi EQ Teams +29%/laugh 3x) The more positive the mood of a group leader, the more positive, helpful, and cooperative are those in the group. WWEI/186

Good moods enhance neural activity - accelerate connections..

4. Non-verbal power

The neuro-science . . .

4 facts: how our `limbic’ influences our logic – why performance is effected . . .


The limbic and non-verbal power:

Body language is ___% of the conversation?

Neuro-science – con’t.


The 1,000 words . . .


A simple example . . .

Commuting . . .

Consider the experience . . .

Calm tense angry

And did you enter work feeling this way?!!


Neuro-science – con’t.

Non-verbal power: 50-80% of the conversation Why . . .

Conscious MIND can process 126 bits of info. per second and 40 bits of speech.

Our SENSES can receive up to 10 MILLION bits of input per second.

Limbic - 80,000 x faster - Simultaneous processing.

Consciously project & collect. Emotional radar knob – turn it up!

Email? (more said – no facial ck./bal.)

Executive EQ, Emotional Intelligence in Leadership and Organizations” (1997) by Robert Cooper, Ph.D. and Ayman Sawaf /88-89


The Limbic and the Knee . . .

what they have in common.


Limbic Prep Exercise


Why now? (AMA, MBA Schools,

etc. . . .)

• The Times

• The Business Outcomes Research

• The Leadership Research

By nature a social species: the human genome has evolved .02% in the past 40,000 years. Dr. Robert Cooper, Ph.D.


Why EQ now? IQ no longer enough.The Times:

• “Permanent White Water Environment” Flexibility – innovation required to survive. (E.g. competition a

moving target – on line legal tools, blog/viral marketing, etc.) 30% mkt.

adoption: phone 38; PC-13; I-net 7; IPod __?

• Teamwork requirement: +3x – Data overflow – data dynamic Collaboration critical. (Plus temp. employees; global reach, etc.- less

direct control)

• Multi-generational: Different values – different needs/demands

• Currency of the past = “knowledge is power”. For the millennium “trust” is power – a.k.a. “emotional/social capital” the new currency. And trust requires “effectively connecting – EQ.

The

research . . .


Why now?

The Business Outcomes Research ROI $$$

• Top 10% programmers exceed average performers in producing effective programs by 320% (teamwork, etc.)

• Amex. Financial Advisors – pilot test of EQ/optimism training helped produce a rise in sales in just 3 months;

• 105 top sales people studied from 44 Fortune 500 companies. Avg. sales per year for them was TWICE “avg.”(relationship skills).

• U.S.A.F. Recruiter retention rate was 50%. Used EQ-I tool to identify EQ profile, hired/trained to that, recruiter retention rate is now ??%. 10k investment, 2.7 mil. savings in one yr.

and customers?? . . .(Per a Goleman study, 80% of F-500 Training EQ)


Why now - con’t.

The Customers: 70% Customers lost traced to EQ

RelationshipIssues

Prod/etc.Issues

(Forum Corp. 1989-1995)


Why now - con’t.

The Leadership Research.

But first . . ..


Leadership Insight - An Exercise!

Leader’s EQ Mini-assessment (Education and EQ Indicator)

1 – 5: Very Weak to Very Strong – a Snapshot

TEAM’S perception of how well you . . . Value and invite feedback; Develop others; Surface conflict, etc.

6 min.(then break!)


Competence, Character, Caring. Leadership IQ/EQ Fusion

Before being followed – others ask: 1. Do you know what you’re doing? (Competence) 2. Can I trust you? (Character) 3. Do you care about me? (Caring) D.A. Benton in Secrets of a CEO Coarch/1999. Italics, Exceptional Horizons, Inc.

“People first follow the person, then the plan. “ If you don’t believe in the messenger, you won’t believe the message. The Leadership Challenge/Kouzes & Posner.

5 Findings . . .

Why now - con’t.

The Leadership Research:


5 EQ Leadership Findings . . . the implications are profound.

1. “Leaders spend 25% of their careers on decision-making and 75% on interpersonal work.” Interpersonal skill level strongly influences results. Robert Cooper, Ph.D./Executive EQ – 37%/nonpmngr. Mtgs.

2. W/W study - 75% accuracy, climate alone enabled “sorting” companies with high vs. low profits/growth. 50-70% source of climate traced to leader. (Financial results effected +/- 20-30% with hi/low EQ)

The EIQB.

3. People pay more attention to the leaders - tend to mimic. A crucial dimension of leadership: emotional wake - positive or toxic (“open

loop” limbic). A leader’s self/mood management effects others, effects business.


Leadership Findings - con’t.

4. Star Leaders/performers know their strengths /weaknesses- intentionally seek out feedback: EQ, Style, 360, others – they have to if they want it.

Coopers & Lybrand study – Fortune 500 Companies: 11% CEOS believed the message of bad news took a real risk; 33% of middle- management; 50% of employees! ??? Disease.

5. Impact of leaders: critical to stay/go employee (i.e. TALENT) decisions (3 studies/3years):

#1 reason high-tech workers listed: good/poor manager & respect.

CCL &- Corporate Leadership Council Report/1998/Survey with High Value EEs – same results.


Why now - con’t. Leadership Findings - con’t.

“By 2010 there will be a 10 Million employee shortage . . . Employers in the technology industries will be the first to suffer from unfilled

positions.” From “Crucial Trends and How They’ll Impact Your Business” 8/04:

75 m. BB Exit/45m. X.

Simply put, competition for top performers will be intense. Per TRENDS, 50% of F-500 have business coaches – multi-levels

“Subordinates and peers (vs. bosses) appear to have the most predictive validity of a leader’s actual effectiveness.“ Daniel Goleman, Ph.D., Primal Leadership.


Why now - con’t. Leadership Findings - con’t.

4 ways a a leader uses or abuses emotional power . . . Daniel Goleman, Ph.D., Primal Leadership.

• Leaders give praise or withhold it,

• Criticize well or destructively,

• Offer support or turn a blind eye to people's needs.

• Guide in ways that give people a sense of clarity and direction in their work, or not.

a story . . . .


“The Ape Story”


Determining the need to enhance

EQ:

Ask the question.

Answer with brutal honesty.


.

Self Awareness Snapshot:

What is the current quality of your “emotional wake”? What does it need to be tomorrow?

Low EQ . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . . .High EQ ???

“The truth may set you free but first it will thoroughly irritate you.” From Fierce Conversations, Susan Scott


“You don’t drown by falling in the water; you drown by staying there.” Edwin Louis-Cole

The ampersand . . .

4 Observations on EQ/IQ/Personality/Change:

211/212


&Knowledge does not equal skill.

Action plan //inventory .


Last Exercise!

EQ Mini Checklist & Action

Planner:

(2) Minutes - individually:

1. Scan the form; mark areas of particular interest. 2. Complete question #1.

(3) minutes total with NEW partner: 3. Discuss the challenges of achieving #1 4. Discuss/complete question #2 5. Group review of #2

5 min.


Summary 1. “White Water” - Constant Change – “Not your daddy’s Chevrolet”: New times, new speed, new demands. IQ no longer enough. Teamwork/collaboration/relationship/innovation requirement vastly greater.

2. Fusion of IQ and EQ: “Logic makes people think; Emotion makes them act.” Intentionally tap into & harvest both hemispheres: Norman/eye chart. Attention to interrelatedness of all 3 organizational levels – macro-scan..

3. Conscious EQ Leadership - addressing both the tangible and emotional needs to secure relationships, performance, partnerships.

Requires: “Character, Competency and Caring”. Create a great wake.

4. EQ/ ROI success correlation: 67-90% influence for Star performance. 4-6x IQ; Emotional Intelligence: Human Dynamics Competency - the new skill needed.

5. Neuro science Influence: physical contagion, the non-verbals, emotional hijacking, fun & enhanced neural activity, etc.

6. EQ skill enables “connecting”: which enables inspiration and excellence. Therefore, growing EQ skill has a huge payback indeed.

“Trust” is the new power, social capital the new currency.”


Appendix. . .• Description of an emotionally intelligent leader • Spotting high/low EQ - some tip offs • EQ & Leader competency definitions/descriptions• Getting Started EQ references

• Article on “Walk a Mile . . .”• Evaluation!!

The home reality . . . 50%/15 of all arguments . . .

Dr. Robert Cooper, Ph.D., Executive EQ; pg. 129

A closing statistic . . .


Emotional Intelligence: Personal and Social competence.

Connect effectively.

“They may forget what you said, but they will never forget how you made them feel.” Carl W. Buechner


Thank you all.

Questions?


Creating Better Tomorrows.Exceptional Horizons, Inc. - Services

• EQ Assessments (Individual and/or Team)

• Executive and/or employee one-on-one Coaching (overlaying Interpersonal

skill development/enhancement onto current business practices/projects

underway)

• Personality Style Assessments (Individuals and/or Teams)

• EQ workshops and/or presentations for leadership teams and/or staff

• EQ Leadership/Team Development series (approx. 5 half-days and includes

topics such as handling conflict, team dynamics, leaders’ values and attitudes,

communication, cultures, styles, etc.)

MJ (Mary) Harwood, President - Exceptional Horizons, Inc.

Accelerating performance for leaders, teams and individuals. Coach - Consultant - Speaker - EQ Specialist

P.O. Box 1707 - Snohomish, WA 98291206-459-2483 - [email protected]

© 2006 exceptional horizons inc. all rights reserved. the technology executive leadership academy...

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