Coaching Promising Leaders on Emotional Intelligence (EQ) 11/19/09 – Bellevue, WA

1. WOODS CREEK CONSULTING COMPANY Executive Peer Group (XPEG) Coaching Promising Leaders on Emotional Intelligence (EQ) 11/19/09 – Bellevue, WA

2. Coaching Promising Leaders on Emotional Intelligence (EQ): Agenda • EQ Overview/Importance • Sr. Leadership Pre-work • The EQ learning Process • Informal and Formal Coaching Tips • Appendix/Resource review Open Discussion

3. EQ (i.e. EI) – “Interpersonal Skill” – Overview The ability to make others feel like they matter: The ability to “connect”. 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”

4. IQ EQ The EQ Impact is very real. • * Success: 58% EQ - 42% IQ • * Superior Performance: 67% EQ (Ldrs. 80+%)(balance IQ + Expertise) • * 90% High Performers have High EQ (High vs. low EQ: More $/avg. 29k) • * Derailment: 75% EQ – Firings: 90% EQ • * Presence/lack of EQ in leaders – swing P/L +/- 20/30% • * EQ single greatest predictor of great leadership (& ee perform.) “IP” College Credits???

5. On Leadership . . . Competence, Character, Caring: the fusion of IQ & EQ: 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, I ____% Respected and Valued (QB) ____% Level of employee engagement (QB) “If you don’t believe in the messenger, you won’t believe the message.” The Leadership Challenge/Kouzes & Posner.

6. Senior Leadership Prep . . .It starts at the top - systemic implications. • Leaders must endorse/support EQ efforts and environment e.g.: - role model tolerance vs. judgment of differences - safe problem solving inquiry vs. fault- finding environment; - comfortable providing/receiving feedback • EQ Performance expectations in reviews: emphasis on BOTH “cognitive contributions” and “environmental contributions.” (“Emotional net worth”!) • Relationship building opportunities need to be appreciated and supported – “frequency and familiarity”. • Consider new paradigms on what’s motivating – what “incents”. - Need to appreciate the concept of “emotional wake” contagion . . .

7. A quick reminder . . . Emotional Wakes are real . . . especially for leaders. Poor ones are the “rock in everyone’s shoe that causes limping.” The 1,000 words . . .

8. Multi Generational Teambuilding Ideas . . . New slant on creating a “motivating environment” Community & Collaboration Relationships Bldg. Opportunities The “science” behind fun - hi EQ Teams +29%/laugh 3x

9. "We can't fly till we let go of the ground.“ Anonymous Consider: “G-Force/X” - A Multi-Gen Competition Clothing - Music/Dance Moves - Texting Races . . . Doc Martin’s . . .

10. Appreciate the process of EQ Learning . . .“Feedback is the instructor of EQ” 1. First – awareness (the field and self) 2. Incentive 3. Knowledge about techniques 4. Practice 5. Feedback The ampersand . . .

11. & Knowledge does not equal skill. Ageless; 10-15%; 211/212 degree of impact; 4-6 mns; lifetime ROI.

12. EQ Coaching Formal and Informal Approaches Informal – Some Tips: • “Catch them doing something good” • Remember to usher them - and their changes (advocate) • Provide opportunity for EQ and interpersonal relationships to develop (project ownership; X-team tasks; project partnerships, etc.) • Electronic etiquette: establish/model “real” 2-way listening • Help by coaching scripts: how to challenge, etc. – the words

13. EQ “Formal” Coaching - One approach . . . • ROI considerations/1:1 needs vs. group & avail. resources/$ • For a group – use known tools . . . E.g. “Emotional Intelligence 2.0” book (includes assessment plus e-learning – solid framework.). • Draft the program, get Executive Team’s full endorsement • Ensure length/focus provides enough ongoing reinforcement - 6-12 mns. • Combine formal & informal trainings: workshops. books, assessments, EQ Sub-team • Pragmatic approach – use EQ as springboard/foundation for typical teamchallenges:Teach/assess/discuss the following 6 areas: EQ – Personality Styles – Conflict Styles – Problem Solving Approaches Managing Up & Out/communication frameworks; Influence style. • Re-take EQ assessment within a year – EQ Group self ratings on before/after “new performance review” ratings! Evaluate/conclude phase one/group one training – go to group 2/phase 2!. Appendix for more detail . . .

14. Appendix Review * EQ Reading References – EI 2.0 * Incentive/relationship building idea list (and Fast Company article) * Pilot Project EQ Development Program * G-Force/X Intergenerational game outline!

15. Coaching Promising Leaders on Emotional Intelligence (EQ): Summary • EQ Overview: Catch and Control - Sense and Respond • Impact Statistics • Senior Leadership Pre-work/Role • The EQ learning Process • Informal and Formal Coaching Ideas

16. Thank you all. Now, letthe games begin!!

17. 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 SpecialistP.O. Box 1707 - Snohomish, WA  98291206-459-2483 - mjharwood1@msn.com