Emotional Intelligence is the Leadership Game Changer I have been curious about leadership development for decades. In the early 2000’s, I came across the seminal book Emotional Intelligence (EI) by Daniel Goleman which was groundbreaking in defining what makes a leader. Emotional and Social intelligence is the capacity for recognizing our own feelings and those of others, for motivating ourselves and for managing emotions effectively in ourselves and in others. It describes the behaviors that sustain people in challenging roles or as their careers become more demanding, and it captures the qualities that help people deal effectively with change. In Goleman’s earliest work, he conducted research with 188 companies and found that the qualities traditionally associated with leadership- such as intelligence and technical skills – are required for success, yet they are insufficient. The truly effective leaders have high degrees of emotional intelligence, which includes self-awareness, self-regulation, motivation, empathy and social skills. When calculating the ratio of technical skills, IQ and emotional intelligence as ingredients for excellent performance, EI proved to be twice as important as the others for outstanding performance at all levels of organizations. Since 1995, Goleman has advanced his research, refining the framework of EI qualities. These initial five qualities evolved into four domains: self-awareness, self-management, social awareness and relationship management. Self-awareness: Recognizing and understanding your own emotions. All of the other emotional and social intelligence competencies are built upon emotional self-awareness. Self-management: Effectively managing your own emotions. Keeps you open-minded and focused. Helps you channel your energies and contain your frustrations. Social Awareness: Recognizing and understanding the emotions of others. Helps you tune in and stay alert to others’ feelings and perspectives, and enables you to observe – accurately – influencers, decision makers, relationships and networks. Relationship Management: Applying emotional understanding in your dealings with others. Enables you to bring out the best in others. Helps you deliver much more than you possibly can on your own. Within each domain are 12 EI competencies which are learnable capabilities that foster outstanding performance as a leader. Our self-perception or intention may not align with how others perceive our actions. The ability to close the gap between self-perception and reputation lies in the EI competencies. To excel, leaders need to develop the entire suite of EI competencies. Some competencies may be more naturally present than others. All competencies can be learned and measured. An initial step to develop EI competencies is to complete a comprehensive 360-degree assessment which collects your self-rating and the views of others that know you well. The different rater groups should be your manager, the people you lead, peers, customers/clients and others you work closely with. The more raters included, the better perspective you will gain. Receiving results of a 360-degree assessment is the first step to map your journey in developing EI competencies. Coaching is the most effective method for supporting your development as you practice new behaviors and develop new perspectives. I recently became certified in the Emotional and Social Competency Inventory (ESCI 360) developed by Daniel Goleman and Richard Boyatzis in partnership with Korn Ferry. The assessment measures the 12 different competencies through reviewing 68 specific behaviors. I am excited to have a tool to support the learning I have gained about EI over the last 20 years. I can now support leaders in their journey from knowledge to measurement to development of behaviors. If you are feeling like it is time to “up your game” as a leader, consider the ESCI 360 and coaching support to move to the next level as a leader. Not sure where to start? Let’s connect to explore your options.
The Revolution is Live… This is the closing lyric of the song, “The Revolution Will Not Be Televised” by Gil Scott-Heron written in 1971. The song/poem speaks to the transformation of America, through dismantling racism, capitalism and mainstream media by Blacks getting off the couch and taking to the streets to reclaim their humanity. Over the last 50 years, we have experienced a variety of social revolutions in the United States and perhaps the most recent revolution is in the workplace. As Ariana Huffington recently stated, “Welcome to the Human Revolution” She continues by acknowledging the truth that “life should be centered around our full humanity, which includes work but also includes nurturing our health and well-being, our relationships, our capacity for joy and wonder and for giving back.” The Pandemic has been the global disruptor for our generation in all aspects of our lives: personal, work and community. We have been experiencing dramatic shifts in the workforce over the last three years. The Great Resignation continues, the priorities of the current workforce are changing and employees are demanding changes that support their overall well-being. The Human Revolution is Live. In the article, What the Pandemic has taught us about prioritizing well-being, Julia Hobsbawm suggests that the old strategies used to address well-being considerations no longer serve the needs of employees. Covid-19 has forced organisations to dial back on pingpong tables, massages at your desk, to focus instead on strategy and specifically how you create an organisation where people feel valued, trusted, and you identify the problem areas, and how you correct them. The Human Revolution is Live. In a recent HBR article, Designing Work That People Love, Marcus Buckingham reinforces this strategy of downplaying the “trendy perks” and focusing on redesigning jobs around a simple and powerful concept: love for the work you do. What does love got to do with it? Actually, quite a lot. As we know from neuroscience research, when we engage in activities in which we experience love, hormones such as oxytocin and dopamine are activated to promote access to the prefrontal cortex of the brain where the executive functions of creativity, innovation, empathy and strategy reside. Research done regarding employee engagement shows that people who find love, strength, joy and excitement in what they do each day are far more likely to be productive, stay at companies longer and sustain themselves in the face of life’s inevitable challenges. Work hasn’t been working for us for awhile, the Pandemic just turned up the stress and cast a bright spotlight on what was broken, people hate their work. There are two aspects of fixing this problem. First, individuals need to have clarity about what they love and second, organizations need to see people as full human beings not workers. When those two elements are aligned we have thriving human beings and a prosperous economy. Designing the Life and Work You Want Over the last 12 years, I have coached people who were not happy in their jobs and didn’t know what they wanted to do next. I created an individual coaching program called the Personal Odyssey Tour that helps clarify your life purpose and uses design-thinking principles to identify the path toward the job or career that aligns with what you love. Stanford professors, Bill Burnett and Dave Evans published a fantastic resource, “Designing Your Life” back in 2016 and are soon to release a new book called, “Designing Your NEW Work Life” in response to the disruption that has been caused by the Pandemic. First you need clarity about what you love, what gives you energy, brings you joy and then you can go after it! As Buckingham suggests, a true Love + Work organization is built on a recognition of and commitment to the fundamental importance of each person who comes to work. Buckingham tosses out Milton Friendman’s model of shareholder capitalism, which focuses on maximizing shareholder value which has definitely been losing favor over the last 15 years. However, he takes it a step further and challenges the concept of stakeholder capitalism which is a pillar of the certified B Corp movement. Stakeholder capitalism introduces the construct that organizations should also maximize value to employees, customers, the broader community and the environment. Buckingham contends that employees are the integration point for all stakeholders rather than one of many. They are where the work actually happens. Organizations Investing in Human Sustainability Thrive What has also become clear throughout the Pandemic is that globally we are in a mental health crisis. Research conducted by Gallup in 2021 states that seven in 10 people are struggling with mental health issues. It has been known for decades that organizational productivity is tied to employee well-being. Yet, very little has changed. The Human Revolution is Live. Organizations that focus on the well-being of employees will lead us to the future of a prosperous, inclusive and regenerative economy. How do they do it? A few strategies proposed in Time to Invest in Human Sustainability and Designing Work That People Love include: Give employees control over when, where, and how work gets done. Create an environment that builds trust, creating a safe environment for open discourse on topics that matter whether it is DEI, mental health, climate change or organizational policies that impact overall well-being. Foster a culture that supports and encourages life-long learning, focuses on teams and the use of wellness resources (time off, tuition reimbursement, leave) Set goals for achieving workplace well-being—then aim to surpass them. It’s time for all of us to get off the couch, the human revolution is live.
Finding Our Way from Distrust to Connection In the wake of multiple acts of excessive violence against humanity, including the mass shootings in Buffalo and Uvalde and the Russian invasion of Ukraine, I know I am navigating the feelings of despair, hopelessness, fear, and emotional numbness. All of this is on top of more than two years of the pandemic. How do we find our way out of such darkness? Over these past two years, I have relied on my training in Conversational Intelligence® to guide me and clients toward conversations that move from distrust to connection. I think about the wisdom of Judith E. Glaser, mother of Conversational Intelligence® who sadly departed the physical world in November 2018. What would she be offering us at this time? Her work is based on decades of research on the neuroscience of conversation. “To get to our next level of greatness depends on the quality of our culture, which depends on the quality of our relationships, which depends on the quality of our conversations. Everything happens through conversations.” Our brain is wired to determine whether the information we receive makes us feel like we are “In or Out” of a social group. In .07 seconds our amygdala makes this determination and either pumps cortisol to position ourselves for survival OR pumps oxytocin and moves us to a state of safety and connection. I came across this article written by Judith in 2017, offering a few steps to move from dis-ease to ease through connection. Invite to connect: If you are sensing a disconnect, move toward the other person. How can you move toward them without stress to activate positive energies? Mind-and Heart-Map: The heart connection is vital for relationships. It is the gateway of your emotions. If you feel excluded, judged or rejected, your neurochemistry changes. You will see reality as unfair, harsh, and critical. Conversely, when you feel included, you see reality with possibility and optimism. You look for good things to happen. When you reach out to connect, you are remapping your mind-heart connection. Conversational Agility: When you sense you are moving toward stress and distrust, you can use the tools of Reframe, Refocus and Redirect to move toward a mindset of connection. Reframing takes a difficult situation and turns it into an opportunity. Moving from what was lost to what did you learn from that loss? Refocusing allows you to move from a place of being stuck to a larger topic where there may be connections you had not seen before. Redirecting moves you from a place of being stuck to a place of new possibilities. It only takes .07 seconds to move in either direction. With awareness and practice, you can move toward positivity and optimism. To learn more about the tools of Conversational Agility, check out this blog post or listen to this episode of Minutes with Mary.
What it Takes to be a Solopreneur: Know your Strengths When I started my company in 2011, it was not because I had a grand vision of starting a company. It was because I wanted to continue doing what I loved doing for the previous four years in a new location. I would call myself an “accidental entrepreneur”. I had been working at a national management consulting firm supporting nonprofits and foundations and I decided to move to give a long-distance relationship a chance. A bold move but I knew in my heart, it was the right decision for my overall happiness. When the firm said that they weren’t interested in keeping me on, based in a different location, I made what I thought at the time was the most rational decision. Keep doing what I was doing under my own shingle. And Vista Global was launched. I was fortunate to have had the experience growing up in a family business, understanding what is required to keep operations running smoothly. I also learned a lot by being a Senior Associate in a small firm, learning what is required to bring in business, write proposals, manage projects and keep clients happy. In addition, I possessed the natural talents to get things done! I learned this through taking the CliftonStrengths assessment. The CliftonStrengths assessment has been used by more than 27 million people globally to identify natural talents. It provides a deep understanding of 34 themes of your natural patterns of thinking, feeling and behaving in four domains: Executing: Help you make things happen Influencing: Help you take charge, speak up and make sure others are heard Relationship Building: Help you build strong relationships that hold teams together Strategic Thinking: Help you absorb and analyze information that informs better decisions I took the CliftonStrengths assessment in 2012 and learned that 5 of my top 10 themes were in the Executing domain. How does that relate to being a solopreneur? When you start your own business, you do everything – business development, service delivery, project management, bookkeeping, administration, marketing. Unless you have start-up capital, you are bootstrapping until you can generate enough capital to contract for support services. Understanding where you have natural talents and where you may need additional support is important to set yourself up for success. If you have thought about starting your business and aren’t sure whether it is the right path for you, I would love to connect. After celebrating Vista Global’s 10 year anniversary, I know it was the right path for me. But it isn’t necessarily the right path for everyone. To hear more about my journey as a solopreneur, listen to this episode of Minutes With Mary.
The Great Re-evaluation as an Annual Practice Earlier in my career, prior to starting my own business, I had a fantastic mentor/sponsor, Aaron S. Williams who shared with me his annual year-end practice of reflection to prepare for the next year of career development. He asked himself five questions to help determine if it was time to make a change: Am I learning at my job? Am I making a difference? Do I like the people I work with? Am I having fun? Does this current job continue to contribute to my long-term goals? If the answer to any of these questions was “no”, he knew it was time to make a change. In addition, he shared the practice that you should always be looking for your next opportunity. Not to mean that you shouldn’t be content in your current role but to mean that you never know when your talents could be maximized in a new way. This approach to integrating work into life has stayed with me for more than 20 years. It supported my path to make job changes and career changes. It led me to start my own business and become a certified coach. Arianna Huffington wrote a recent post on Life-Work integration, highlighting that what is really at the heart of the “Great Resignation” is a “Great Re-evaluation”. The pandemic has been a jolt to the previously unquestioned construct of work driving our lives in the United States. We see the negative consequences of this drive to work excessively in poor health indicators, including burnout and mental health crises. Half of the American Workforce report that the pandemic has had a negative impact on their mental health. April is Stress Awareness Month, dedicated to raising awareness of the impact stress has on our lives and ways to manage it. It doesn’t have to be this way. In Europe, there are significant differences in the relationship between work life and personal life. Europeans do not attach their sense of purpose as strongly to work as do Americans and are said to be happier, healthier and more productive. One unexpected result of the pandemic is that it has challenged assumptions about the role work plays in our lives. The pandemic forced us to blur work life and personal life through working from home, which allowed us to see that we could have more flexibility in managing our productivity. It gave us back those hours of commute time to use as we choose. It may have also raised our awareness on how happy we were in our current job because the added stress of the pandemic forced us to pause and re-evaluate all aspects of our lives. As a coach, I support many leaders who are at a crossroad asking themselves, “What next? I know what I am doing right now isn’t right but I don’t know what to do.” Throughout the pandemic, I have supported leaders in their “Great Re-evaluation” to move toward life-work integration. If any of these questions are surfacing right now, you are among millions. Let’s connect to chart a path to life-work integration that allows you to say yes to those five questions! To learn more about the career journey of Aaron S. Williams, check out his recently published book, “A Life UnImagined: The Rewards of Mission-Driven Service in the Peace Corps and Beyond”.
Nurture Gratitude If you are a regular subscriber to Vista Global communication, you received the recent blog post titled, What Is Your Life Raft In The Sea Of Pandemic Trauma? In that blog post, I shared the “Tiny Survival Guide” from The Trauma Stewardship Institute which provides 15 ways to build resilience. One of those actions is “Nurture Gratitude”. As we begin the month of November, people in the United States start to look toward the Thanksgiving holiday and what they are grateful for. This practice of nurturing gratitude can be an ongoing simple practice that strengthens our resilience on a daily basis. By asking yourself every day, “What is one thing, right now, that is going well?” AND writing that down or speaking it out loud, starts to shift the mindset that we hold in viewing the world. It builds our capacity to have empathy for others and creativity to identify pathways to a better future. In the “What I’ve Learned” Thrive Global Podcast: Adam Grant on How to Make the Most of Gratitude. Adam shares a powerful insight about gratitude. He states, “My gratitude practice has not been to experience more gratitude – it’s been to express more gratitude.” Find just one reason to be grateful right now. It can be something simple or obvious, but don’t take it for granted. You can say things like, “Thank you for keeping me safe during that accident,” or “Thank you for giving me a roof over my head.” Take a few moments to reflect on the positive portions of your life. Then, write it down or speak your gratitude out loud. Dr. Carmen Harrra, a world-renowned intuitive psychologist shared in 6 Habits for Better Mental Health, “Your mind is the precursor to your reality. Guard it, honor it, and make it a safe haven – this practice will change not only your mental health, but your future.” So how about starting today and continuing every today until the end of 2021? “What is one thing, right now, that is going well?”
