IQ+Experience+ Emotional Intelligence=More Success
Apr 1st
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!
Mar 7th
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
Jul 25th
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
Jul 25th
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
Jul 25th
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
Jul 24th
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
Jul 24th
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?
Jul 24th
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?
Mar 1st
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. More >
How do you handle Life/Career Transitions?
Feb 22nd
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”