Recruiting a leader? Look at their emotional intelligence!

What goes through your mind when you hear the term ’emotional intelligence’?

Unfortunately, it has become a rather ‘trendy’ term, and there is a vast amount of poor quality information about it.

In a previous article in this newsletter, I explained what Ei is and some of its benefits.

The good news is it can also be used constructively in the recruitment process, especially for roles where there is leadership responsibility..

Importantly, in tests those with lower Ei but good IQ and experience ‘failed’ to succeed in the leadership roles they had been selected for as much as 25% of the time. However, those with higher Ei and high IQ or very relevant experience only ‘failed’ 3% to 4% of the time – some 80%+ less than without Ei assessment. Interestingly, this data has been repeated in many countries almost identically.

That’s quite a difference isn’t it?

Yet, Ei is something we all have and something that we can all develop almost endlessly.

But what makes Ei such differentiator in this scenario?

Well, the key is quite simple – experience and IQ give an indication of how an applicant can apply themselves in certain situations, but neither give a detailed, measurable assessment of their ‘human’ side.

Of all of the great leaders you have met, what was the main quality that made them memorable? Was it what they were doing, or was it more about them as another member of the human species?

Chances are, it was mostly about the latter, and this is where Ei measurements can helptoidentify how they will be as leaders. – by assessing balance between how they think, what they feel, and how they influence their behaviour.

Obviously, Ei is not a ‘cure all’, but as the data above shows, it can make a significant difference to the success of your recruitment.

(Source: Claudio Fernández-Aráoz, author of ‘Great People Decisions’ (publ: Wiley, 2007))

(based on the Ei Model developed by JCA Global Limited, and the book “Emotional Intelligence @Work” by Jolyon Maddocks)

To find out more about Ei, Ei profiling, or developing any aspect of Ei and its uses in executive coaching and mentoring, please get in touch – I’m here to help.

t: 01242-672440

e: click here

© Adrian Malpass 2013-17. All rights reserved.

 

Business Alphabet: D is for…Delivery!

(from my b³ newsletter September 2013)

Particularly, in our service dominated economy, how you deliver your service is a major contributor to your success, your reputation, and levels of trust that your clients will place in you.

Much of successful delivery is a reflection of your relationship with your client: be clear about what you will deliver, when you will deliver it, how much it will cost, and when you expect to be paid.

Also, be clear about what they need to do for you to facilitate you doing ‘your bit’, and when they need to do it.

Remember, delivery is always a partnership of all parties working successfully together, and (please excuse the old adage) it really is only as difficult as you choose to make it!

So, how many of these things are you doing?

Business Alphabet: C is for…Cashflow

(from my b³ newsletter August 2013)

Understanding and managing your cashflow well are likely to be some of the most valuable, yet simplest business management activities you undertake.

Cashflow, contrary to popular belief, is easy to understand: it’s simply the change to the business’s cash in the bank, up or down, after your customers have paid you and you have paid your suppliers.

Obviously, the best position is that it goes up every month.

However, this is not always the case, and so forecasting your cashflow, by keeping a close eye on when your customers are going to pay you and when you will be paying your suppliers, will help you to identify when there will be more cash is available to the business and when there may be less.

You can simply adjust your business spending accordingly.

Needless to say, understanding such simple things, and managing it carefully, can have a hugely positive impact on the chances of business survival and success.

So give it a go (if you’re not doing it already) – you may well be surprised what it tells you about your business!

To find out more about how I work with business executives, leaders and owners to maximise their potential and success, and the benefits of professional executive coaching and mentoring, particularly in developing leadership, strategy and growing a business, please contact me:

t: 01242-672440

e: click here

© Adrian Malpass 2013-2017. All rights reserved.

Business Alphabet: B is for…Business Skills – the 80% ‘Rule’

(from my b³ newsletter July 2013)

What do you think is the main cause of business closures in the UK?

Available data (ONS etc) shows that there are two main consistent causes for the vast majority of business closures: poor leadership and business management!

That’s right, around 80% of business closures year in, year out have poor leadership and business management at their root. Also, around 80% of business owners say they can run a business, and approximately 80% of business owners never develop their business skills.

What is even more interesting is that 4 out of 5 new businesses who regularly use a professional business coach or mentor will successfully reach their fifth birthday, yet 4 out of 5 of those that don’t, won’t.

(Here’s a great #BizTip too: please make sure your business coach is properly qualified as over 80% of ‘coaches’ are not).

To find out more about how I work with business executives, leaders and owners to maximise their potential and success, and the benefits of professional executive coaching and mentoring, particularly in developing leadership, strategy and growing a business, please contact me:

t: 01242-672440

e: click here

© Adrian Malpass 2014-2017. All rights reserved.

Business Alphabet: A is for…(Core) Attitude

(from my b³ newsletter June 2013)

Our success at building relationships is closely related to our attitude towards ourselves and towards others. These need to be in balance: accepting and valuing yourself (‘warts and all’) equally with how much you accept and value others in the key.

This doesn’t mean you have to like or agree with what others do or say, but when you can accept them ‘as they are’ and engage with them on an ‘equal’ basis your chance of building an effective, productive relationship is much, much higher.

So watch out for what that inner voice might be saying (in Coaching terms, we call it a ‘Gremlin’) and learn to turn it off if you need to!