IQ+Experience+ Emotional Intelligence=More Success

Denise — Mon, 01 Apr 2013 14:34:40 +0000

Emotional Intelligence has been around for many years but for many people it seems a little airy-fairy. This blogette is about how Emotional Intelligence can help people who are at the top of their game be more successful. Take two experienced qualified specialists in their fields, for example, two accountants…..they are both ready to become partners in the firm in terms of their technical expertise. They have the same experience, the same qualifications…..so who will get the partner position? It will be the individual who has the most Emotional Intelligence in most cases.

According to Daniel Goleman, the Emotional Intelligence guru, when comparing the performance of people in 80-90% of cases it is Emotional Intelligence not IQ that is the differentiating factor. Emotional Intelligence is the “Icing on the cake” in most cases.

Experience + Qualifications+ Healthy EI = Success

So what is your Emotional Intelligence like?
Although none of us are perfect and you like me may be a “work in progress” answering these questions will give you ideas about where you are Emotionally Intelligent and areas you can improve on. Knowing what to improve is a good starting point to becoming more successful. Have a go at these questions to assess your emotional intelligence….just score each question out of 10 ( 10 being perfect).

SELF-AWARENESS
Are you self-aware?
How do you know?
Do you know what you are good at and what you need to improve?
Do you play to your strengths?
Can you admit to others what you need to improve?

SELF-MANAGEMENT
Are you able to manage your moods / stresses/emotions?
Are you authentic and true to your values?
Can you adapt to change?
Do you have high personal standards?
Do you look for and seize opportunities?
Are you the “half-glass full” person or are you “half empty”?

SOCIAL AWARENESS
Do you really listen to people?
Can you see the positive in everyone?
Do you foster brilliant relationships with others?

RELATIONSHIP MANAGEMENT
Do you share your vision with others?
Do you excite them with your vision?
Are you a good networker?
Could you be better?
Do you develop your team?
Are you a “can-do” person who is solutions focussed?
In a conflict do you look to be a “win-win” person?
Do you look to collaborate with others?
What did you notice about your responses to this small questionnaire?
Did you notice what you are very good at and also what you could improve on?
What do you need to do to improve?

Remember improving any of these areas will impact on your overall success. So if you want to be more successful then contact us on 07921613646

Real Confidence – not pretend confidence!

Denise — Thu, 07 Mar 2013 20:36:26 +0000

I often meet people who appear very confident but tell me that their confident is something they have learnt to do…..a bit like putting a mask on or an overcoat.
I also meet people who have learnt to act confident but are fed up of acting and want to be authentically confident.
So what is true confidence?
Is it the bubbly larger than life personality or the person who can talk to an audience with ease?
It can be hard to believe but the most overtly confident people are often those that lack confidence and have low self-esteem.
So what are the traits of authentically confident people?
1. Confident people don’t need to “bling themselves up”…. They have no need to brag, pretend or talk about themselves.
2. Confident people are “quiet” about their confidence…..they exude it without saying anything. They have a way of making people feel comfortable in their presence.
3. Confident people are self-aware about themselves and their impact on others.
4. Confident people accept themselves warts and all. They are not afraid to show that they are not perfect.
5. Confident people accept others for who they are and look at the positives in people.
6. Confident people have a “half-full” mind set – positive and healthy.
7. Confident positive people are “solutions focused” not “problem centric”.
8. Confident people make other people feel good about themselves. Confident people are very accepting of others.
9. Confident people have a can-do/ have a go mentality…..and if it doesn’t work they don’t beat themselves up about it.
10. Confident people accept compliments from others and appreciate that other people enjoy giving compliments.

TIME TO REFLECT: What do you do that shows people your authentic confidence? What do you need to do more of to be a real authentic confident person?
Need more help? Contact: denise@enablingtransitions.co.uk

Monitoring Performance

Denise — Wed, 25 Jul 2012 21:20:34 +0000

When you are managing performance the annual appraisal /review is only a snap shot record of performance. Managing performance is what a manager does on a daily basis.

Make sure you do regular 121s – give employees quality 121 time.
Remind yourself about what you want people to achieve.
Make sure everyone knows what the company is trying to achieve
Give people regular feedback.
Keep employees motivated.
Tackle underperformance – nip it in the bud.
Check how you need to give employees your support.
Make sure your employees have the tools to do the job.
Create action plans together.
Be solutions focused – not problem focused.

Quick Tips: Giving Feedback

Denise — Wed, 25 Jul 2012 20:18:56 +0000

Guidelines for giving difficult feedback

First think about what you are trying to achieve from the feedback
Have a positive intent in mind – look to help the person
Analyse how the person might react
Create the right environment – think about when you give the feedback
Think carefully about the words you use
Avoid using statements like “You have a bad attitude…”
Be solutions focused not problem focused
Use facts only – Never use hearsay
Don’t dress the feedback up – be direct don’t go round the houses
Offer feedback to a person – don’t force someone to accept

Coaching for Performance

Denise — Wed, 25 Jul 2012 18:25:55 +0000

I love this model courtesy of Sir John Whitmore – GROW

GROW is the most globally recognised coaching model

It can be used formally in a coaching session

Or for on the spot coaching / corridor coaching

It can be used in a 121 meeting, on the telephone or a quick 10 minute chat

Using a coaching style can really develop and empower people.

What is GROW?

GROW is an anacronym with stands for:

G = GOAL (What shall we work on or talk about?)

R = REALITY (What is the current reality? What’s happened so far?)

O = OPTIONS (What are the possible solutions? What are the options? What are the pros and cons of the possibilities?)

W = WAY FORWARD (What is the best way forward? What are the next steps?)

The skill in using the model is to ask questions and not give the solution / answer

Performance Management – Plan – Do –Review Cycle

Denise — Tue, 24 Jul 2012 12:20:42 +0000

Performance Management is about a cycle of Planning – Doing and Reviewing

Planning is about…

Planning what the organisation wants to achieve for the year
Planning objectives for employees
Making sure employees are focused
Making sure employees have the skills to deliver
Making sure employees feel motivated to deliver

Doing is about….

Creating Action Plans
Ensuring the right things are done day to day
Empowering employees but keeping in touch as a manager via 121s
Coaching for performance
Nipping underperformance in the bud

Reviewing is about….

An annual review at minimum
Encouraging managers and leaders to have regular 121s
A formal opportunity to recognise results
Ensuring employees have quality 121 time with their manager
Re-establishing objectives for the year ahead

Benefits of Performance Management

Denise — Tue, 24 Jul 2012 11:42:55 +0000

What are the tips for a good performance management process?

A good performance management process will have….

An opportunity to capture performance results / successes.
An opportunity to give feedback, positive or constructive.
An opportunity to give praise and recognition for performance
An opportunity to step away from micro-management by empowering employees.
An opportunity to get the best out of people and teams.
An opportunity to refocus for the year to come.
An opportunity to clarify goals and targets for the year to come.
An opportunity to identify any skills gaps.
An opportunity to communicate what the organisation is trying to achieve.
An opportunity to clarify objectives for employees.

What is Performance Management?

Denise — Tue, 24 Jul 2012 10:14:58 +0000

I often hear the quote “What gets measured gets done” often attributed to Peter Drucker, a recognised leadership guru. I believe that this is a fundamental element of what is commonly known as Performance Management. However Performance Management encompasses so much more…

Performance Management is all about getting the best out of employees to achieve organisational or business goals.
Performance Management is a cycle of planning what the organisation wants to achieve, doing tasks and reviewing to see what has been achieved.
Performance Management is about linking strategy / business plans with employees work.
Performance Management is about making sure that resources are prioritised to achieve organisational goals.
Performance Management is about clarifying targets and goals for individuals.
Performance Management is about making sure that employees understand their role in the organisation or business.
Performance Management is about making sure that employees know what is expected of them in their jobs.
Performance Management is not just about what employees need to achieve but also “how” they behave at work.
Performance Management is a process to manage employees professionally.
Performance Management is not just the annual performance review; it is more about managing employees day to day on the job.

Whether you have just one employee or 5000 a good performance management process can add value to your business – contact me for more details about how you can manage performance in a practical way

What is “Executive” coaching?

Denise — Thu, 01 Mar 2012 00:00:00 +0000

There are many approaches to coaching:

Business Coaching: about enhancing business performance

Business Mentoring: coaching in a particular aspect of the business eg Finance

Career Coaching: about enhancing career prospects

Life Coaching: about enhancing personal satisfaction in life

Executive Coaching deals with all of the above areas.Typically an executive coach will work to build self-awareness and responsibilty that will lead to sustainable change.

Coaching has its roots in sports. Most top sports people and teams have a coach, not just for technical abilty and skill but for self-belief and self-awareness. Successful Executives have taken this lead and see Executive Coaches as a way of enhancing their performance and being a “Strategic All-rounder”.

Executive Coaching is most successful when a person has a…

Desire to change
Desire to improve
Desire for feedback
Desire for action

Typical Coaching Agendas

Strategic business issues / planning	Personal organisation/time management	Leadership development / mentoring
Behavioural change issues	Influencing skills	Enhancing personal Impact
Relationship issues	Newly promoted	Career change
Life/work balance	Personal development	Career development
Dealing with people issues	Building high performing teams	Developing emotional intelligence
Dealing with organisational politics	Problem solving on complex issues	Not sure what direction to go

Executive Coaching deals with the Executive as a person and is bigger than goal setting.

If you want to find out more contact denise@enablingtransitions.co.uk The first session is always free!

How do you handle Life/Career Transitions?

Denise — Wed, 22 Feb 2012 19:23:24 +0000

Are you restructuring or making changes at work and want to do it well?

Is change affecting you directly either at home or at work?

Do you know where you want to be in 20 years time and would you like to know how to get there?

If so then Enabling Transitions will make it happen.

Transitions are when an individual, team or organisation “move” from one place, state, form or style to another. It could be a career transition, a life transition, culture change or organisational restructure. Transitions are “change”

Have you ever experienced any of these transitions? Perhaps you are experiencing one of these transitions right now?

Changed your job
Been promoted
Had a baby
Relationship broken up
Been made redundant
Experienced restructuring

If you are a business owner or leader you may be implementing transitions such as;

Expanding the business
Downsizing
Restructuring
Culture Change

Change Curve

Whatever the transition there is always an impact on the individual(s) concerned. Sometimes the impact is positive but sometimes the impact is negative.

With the correct support, transitions can be made as positive as possible.The key to making transitions and changes as positive and smooth as possible is to understand the impact change has on people.

People tend to go through all the stages of change shown in the Change Curve and go through these at different speeds. Acknowledging this with individuals and supporting them will help them move through the stages more smoothly

Time to reflect: What transitions have you experienced in your life or career? Have you experienced Transitions which have impacted on you deeply and where you have struggled to move on? Have you experienced transitions where reaching “Moving on” has been more rapid and smooth?

Enabling Transitions specialises in Transition Support Packages including: One to One coaching, group sessions and support materials.

Contact denise@enablingtransitions.co.uk for more details.