Archive for the ‘Organizational Culture’ Category

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If you answered yes to any of the above, consider enrolling in our online Coach Certification Course! You’ll become a certified Social + Emotional Intelligence Coach and will receive a 200-page toolkit full of exercises and activities to use with your clients, staff, and teams to help them move past hurdles that may be tripping them up in 26 difference competencies of social + emotional intelligence. This unique niche will set you apart from others who are only focusing on personality, gifting, or skill sets and open the doors for you to incorporate social + emotional intelligence into every interaction you have with others.

Our course participants also earn 12 recertification credits from the ICF, HRCI, or SHRM.

“The toolkit is very expansive and will be a great help as our team continues their great work in the coaching field!” — David W. Tripp, CEO, Workplace Performance Inc.

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“The course facilitator’s knowledge of the subject matter was excellent. She not only taught from a place of expertise and experience but also welcomed the insight of others.” — Ted Riter, Empowered Leadership, S+EI Certified Coach

If you’re looking for invaluable emotional intelligence coaching resources to use with clients, consider becoming a Certified S+EI Coach!

Online class dates: November 5 – November 16, 2018*

Online class time: 12-2 pm Eastern Time (USA)

Our online Coach Certification Course will certify you to coach social + emotional intelligence and administer the Social + Emotional Intelligence Profile. It’s one of the most comprehensive, statistically-reliable and scientifically-validated S+EI instruments on the market today. The self-assessment is available in three versions: Workplace, Adult, and Youth. We also offer a 360 assessment which provides your clients with an accurate representation of what their supervisor, peers, direct reports, customers (internal and external) and others think about their performance in the 26 distinct social and emotional intelligence competencies.

As well, as part of your registration, you’ll receive 10 free self-assessments to use with clients (a $750 value) AND a 200+ page coaching toolkit, full of exercises and activities you can use to help clients, teams, and individuals increase specific competencies of S+EI.

This highly-acclaimed course can help you grow your coaching business, increase your leadership skill set, and/or enhance your offerings as a human resource professional. We have leaders, individuals, coaches, and HR reps from all around the world learn and grow from our course!

“The recommended processes for administering SEIP’s and for follow up coaching was great! The toolkit is very expansive and will be a great help as our team continues their great work in the coaching field!” — David W. Tripp, CEO, Workplace Performance Inc, S+EI Certified Coach

Our November course is a special, 2-week condensed course, to allow you to complete your certification before the busy holiday season begins. Click here for more information or to reserve a seat today:

* If these dates don’t work for you, consider our self-study course! CLICK HERE for more information.

Institute for Social + Emotional Intelligence | www.the-isei.com | 303-325-5176 | info@isei.com

Personal Power

Article submitted by guest author Laura A. Belsten, Ph.D.

Personal Power. What is it? Do you have it? How do you know? Test yourself with this quick quiz. For each question, give yourself a score from 1 to 10 points, with 1 being “I never feel this way” and 10 being “I feel this way all the time.”

  1. I am fully aware of my professional strengths and weaknesses.
  2. I am in full control of my life.
  3. I know what I want and go after it.
  4. I understand and respect myself.
  5. I can make things happen.
  6. I have the ability to get what I want.
  7. I am decisive; I can make decisions despite uncertainties and ambiguity.
  8. I feel completely comfortable voicing views that are unpopular.
  9. I go out on a limb for what is right, even if it means jeopardizing my car
  10. I’m living my life exactly as I want.

Total your responses, and see where you come out in the categories below:

High personal power (91-100): You are among the elite who have a strong sense of your own worth and capability. You live life with an “inner knowing,” a calm conviction about who you are and your ability to get the things you want and need in your life.

Moderately high (81-90): You have a greater sense of personal power than most people. Moderate (71-80): You are doing well in some areas, but may need to work on a few others.

Look back at your lower scores. Is there a theme? Can you resolve to work on this?

Moderately low (61-70): You are exercising personal power on a more limited basis, and probably need to look at specific actions you can take to boost your scores.

Low personal power (60 and below): Don’t despair! This score simply explains why life seems overwhelming and difficult at times. As you work to increase your personal power, you will experience dramatic results in how you view, respond to and address life’s challenges.

People with a highly-developed sense of personal power believe they can set the direction of their lives. They define themselves from the “inside out” (I am capable, I am creative, I speak up and do the right thing) rather than from the “outside in” (I’m a corporate executive, I’m an attorney).

The opposite of personal power is helplessness or hopelessness, crippling self-doubt, and a lack of conviction to tackle life’s tough challenges.

Personal power is a critical emotional intelligence competency that reveals itself in strong  personal presentation, in the ability to confidently take on new challenges, and quickly master  new jobs or skills. People with high personal power are catalysts, movers, and initiators who don’t hesitate to take on controversial issues and stand up for what they believe despite opposition and disagreement. Quite simply, personal power is the degree to which you believe you can meet life’s challenges and live the life you choose.

Do you have a strong sense of personal power?

Learn to coach emotional intelligence!

DATE: Thursdays, September 13 – November 1, 2018

TIME: 3-4:30 PM (ET)

LOCATION: Online

Event Details

Learn to coach social and emotional intelligence and become certified to administer the Social + Emotional Intelligence Profile (SEIP)®.

By completing the Coach Certification Course, you will earn 12 recertification credits from the ICF, HRCI, or SHRM. This course is conveniently delivered online by webinar, so there’s no need for expensive travel or time out of the office. Classes meet once a week for eight weeks. Each class is an action-packed 90 minutes, highly interactive, with a variety of case studies discussed. Class participants report they learn a great deal from their colleagues in the classes, as well as from their expert instructor.

Our full 8 week class is priced at $1,799 and includes:

  • Our course workbook (”toolkit”) with 200+ pages of worksheets, exercises and other tools you can use to bring social and emotional intelligence training and coaching into your practice
  • Customizable PowerPoint presentation
  • Certification to administer both the self and 360-versions of The Social + Emotional Intelligence Profile-Self (SEIP)®, the most comprehensive, statistically-reliable, scientifically-validated instrument on the market today. This includes the Work, Adult and Youth Editions.
  • 12 recertification credits (ICF, HRCI, or SHRM)
  • 10 free Self-SEIP® credits

Classes are kept small and availability is limited, so register today!

Attendees are expected to attend all 8 sessions, but we record the sessions in case you need to miss a class or two.

 

#emotionalintelligence #socialintelligence #EQ #coachcertification

4 Disciplines Create “The Advantage” for Growth

Article submitted by guest author Pam Watson Korbel

In my years of consulting, a few common issues arise for small and medium-sized businesses that always inhibit their growth:

  • Infighting among the executive team;
  • Failure to get out of the weeds and take the time to plan for growth;
  • Poor communication cadences leading to problems with culture and productivity;
  • Lack of appreciation for the need for a strong employee base.

One book tightly delves into all these topics – The Advantage (Jossey Bass, 2012) by Patrick Lencioni.   Known as a fable writer, in this book Lencioni focuses instead on the “how to’s” of organizational health.  I recommend it for executive teams in any industry.

Building upon the same premises that Jim Collins (Built to Last and Good to Great) and Verne Harnish (Scaling Up and Mastering the Rockefeller Habits), The Advantage starts out by laying a foundation of four disciplines necessary for strong organizational health:

1.  Build a cohesive leadership team – Anecdotally, I have found that when members of a leadership team spend a lot of time together, professionally and socially, their growth rate is faster than those who do not.  Interestingly, the personal bonds often spur the commitment to the business more than the professional bonds.  Lencioni espouses team building and makes a strong point that it is a process not an event.

2.  Create clarity – Lencioni lays out six strategic questions that every leadership team needs to answer on behalf of the company.  Beyond answering “why” the firm exists and what the culture is, the Lencioni system provides a framework for setting priorities.

Most importantly, it helps a leadership team to focus on less than a handful of matters at a time; completing them before it progresses to a new set of priorities.  In my experience, mid-market companies fail to advance when everything needs to be done today.  I have seen many companies improve revenue and profit just by reducing the number of initiatives for the company and for individuals.

3.  Overcommunicate clarity – Smart people who lead entrepreneurial growth companies often assume that their employees are as smart and agile as they are.  Generally, the employees who fit this description leave your company and start their own.  Which leaves you with people who want stability and consistency along with understanding of priorities.  And that requires that you develop a strong communication system within your company so that employees always know what is important and then they can execute.

4.  Reinforce clarity – The Advantage concludes by laying out a foundation of hiring the right employees who fit your culture and then providing high-quality feedback to each so that they are motivated to excel.  Especially in today’s knowledge-based industries, involving staff in decisions and direction keeps them motivated.  And as Ken Blanchard (The One-Minute Manager) says, “None of us is as smart as all of us.”

The bottom-line is that reading and implementing The Advantage in your company is a simple, direct way to encourage financial growth while engendering a strong team of supporters.  Lencioni lays out a process to address the four disciplines and implement them that leadership teams can manage effectively with coaching.

You can study this system by reading the book and you should also check out The Advantage app, which includes an overview of the content plus an organizational health assessment. For help with the four disciplines and implementing The Advantage, contact Pam Watson Korbel.

You’re invited: Free 1-hour webinar, “How to Coach Emotional Intelligence”

Date:  June 6, 2018

Time: 5-6 pm Eastern time

REGISTER HERE:  http://isei.iobisystems.com/BookingRetrieve.aspx?ID=75648

This FREE, interactive online webinar will give you an overview of social and emotional intelligence and its impact on individual lives, relationships, and employee engagement.

The first 20 people who register and attend this online class will receive a FREE Social + Emotional Intelligence Profile (SEIP)®, one of the most statistically-reliable and scientifically-validated S+EI instruments on the market today, to begin your own journey down the path of social and emotional intelligence.

 

Even if you can’t attend, go ahead and register and we’ll send you a recording of the webinar that you can listen to on your own time.

– Grow your business; attract more clients

– Stake out a new niche

– Expand your coaching expertise skills and knowledge

“Leaders with higher social & emotional intelligence produce more powerful business results and greater profitability.”

–Steven Stein

Add EQ Coaching to your expertise!

  Online Coach Certification Course

DATE: Wednesdays, June 13 – August 1, 2018

TIME: 5-6:30 PM (ET)

Learn to coach social and emotional intelligence and become certified to administer the Social + Emotional Intelligence Profile (SEIP)® in our highly-acclaimed online course.

This course is conveniently delivered online by webinar, so there’s no need for expensive travel or time out of the office. Classes meet once a week for eight weeks. Each class is an action-packed 90 minutes, highly interactive, with a variety of case studies discussed. Upon completion you’ll earn 12 credits from the ICF, HRCI, or SHRM and receive a free listing in our online coach directory.

Your commitment is $1799 and includes:

  • Our EQ Coaching Toolkit with 200+ pages of worksheets, exercises and other tools you can use to bring social and emotional intelligence training and coaching into your practice
  • Customizable PowerPoint presentations for workshops and trainings
  • Certification to administer both the self and 360-versions of The Social + Emotional Intelligence Profile-Self (SEIP)®, the most comprehensive, statistically-reliable, scientifically-validated instrument on the market today
  • 10 free Social + Emotional Intelligence Profile (SEIP)® credits — a $750 value!

Classes are kept small and availability is limited.

Attendees are expected to attend all 8 sessions, but we know life gets busy. We record the sessions in case you need to miss a class or two. A self-study program is available as well if that works better for your schedule.

Join our team of elite social + emotional intelligence coaches today!

“The individual S+EI assessment along with a coaching session is a real eye opener for people and an awareness of how little they know about themselves. I can’t wait to do a 360 Assessment.”

Institute for Social + Emotional Intelligence | www.the-isei.com | info@isei.org

Continued EQ learning

Want to continue your EQ learning? Check out the new Emotional Intelligence Magazine at https://lnkd.in/e2W7pi4

Emotional Intelligence in the Age of Robots

Article submitted by guest author Joni Roylance.

There is an interesting shift in our world occurring right now. It is the kind of shift that rubs elbows with the invention of electricity, the television, the internet, and even the cell phone. In other words, this moment in time will be one that those of us alive to witness will have to explain what life used to be like to those who come after us.

We are in the Fourth Industrial Revolution, or, put more simply, a technological upheaval at such speed and scale that it is going to change the way we work, the way we live and how (and who/what) we connect with in a truly dramatic fashion.

So, what role does Emotional Intelligence play in a world that is increasingly automated and artificially intelligent?

The real answer is no one knows for sure—not Google, not Amazon or Microsoft, not any organization that is truly honest about how new and rapidly evolving these technologies are. Researchers are just barely completing studies that reveal insights about the impact of screens on human development and social behaviors. Most experts don’t even agree on the definition of intelligence yet!

However, there are some known factors that should be considered, and as much as we should be asking ourselves about what the technology can and can’t or should and shouldn’t do, we simultaneously need to think critically about what those capabilities, duties and applications mean for humans, and how we can prepare now for the new realities of what it means to work and be human in the age of robots.

The reality of the future of work is the skills that will be needed most are those that a machine or software or algorithm simply cannot perform—they are emotional and relational in nature[1]. That’s good news for most of us—especially those of us already attuned to the value and impact of EQ. Unfortunately that awareness is not widespread and we’re becoming increasingly bad at EQ thanks to our preference for digital over live connection. In fact, “face to face interaction has dropped to third behind texting and IM/FB messaging in the so called ‘iGeneration,’ or those born from 1990-1999”[2]  and as a result, “ ‘digital natives’ […] are already having a harder time reading social cues.”[3] So, as practitioners, the time is now to up our game in creating tools and trainings and promoting awareness of the value proposition of Emotional Intelligence and its vital role to the next era of humanity and work.

Here are three ways in which EQ is going to be more fully utilized in the AI revolution (at least at present):

  1. Handling Complex Emotional Scenarios
    1. Chatbots are one of the most popular entrees into Cognitive Solutions. They are cheap, can be built and launched in a matter of weeks, and they can relieve humans of repetitive, mundane work (on a 24/7 basis, no less). A popular application of these tools is to leverage them to service basic customer questions or needs. This is a fantastic and preferred solution for basic questions and inquiries. However, research shows when a customer is truly dissatisfied or upset with their experience, their preferred channel for resolution is to connect with a human[4], presumably because a human can actively listen to their problem, empathize, and find the fastest path to the best solution. At least at present, even if a robot employs affective computing[5] techniques, humans do not yet believe a chatbot can fundamentally understand or relate to human problems, so escalated service issues are still best handled by flesh and bones, and EQ.
  2. Designing Loveable Cognitive Experiences
    1. Humans of today are impatient. We are an instant gratification culture and our digital prowess and global access make us pretty intolerant of less than ideal experiences. In the world of adopting cognitive technologies, like a chatbot, we are no more patient. In fact, when a bot doesn’t do what we expect it to, we generally give up on the thing within 1-3 attempts. Similarly, about 80-90% of downloaded apps are deleted after one engagement[6]. This is the case for applying experience design to the development, build and deployment of cognitive tools. It is only through subjective, qualitative human insights that experiences can be enhanced from functional to delightful, from perfunctory to memorable. Connecting with humans to collect such valuable data is a human activity, requiring the ability to be curious, creative and contextually aware.
  3. Securing Human Trust
    1. Lastly, humans are not rational beings. Even when given research and facts that tell us a right answer—we will “go with our gut” or ignore logical conclusions and make emotion-based decisions (even when we think we are being logical)[7]. The same will be true for technology—especially in high stakes scenarios. I do not care how fool proof a medical algorithm is—if it says that my child is unlikely to live through, say a cancer diagnosis—I absolutely do not care how fact-based or research backed that algorithm is. I would never give up on faith and hope that my daughter could beat the computer, and I would expect medical staff to act the same. When the stakes are high, even when machines are more reliably right, humans are not likely to believe them, even though logically they are more reliable (which is not to say without a margin of error). So, if you want to deploy cognitive tools in a space such as hiring, where there are sensitivities around hiring bias and diversity, it will still be expected that somewhere in the process, a human is validating or quality checking the decisions of the tools, with an increasing demand for what is known as “Explainable AI.”[8]

So the good news is, there is still plenty of work for humans to do. The opportunity is, as you surely know, the existing lack of awareness and strong skill base among the workplace regarding core Emotional Intelligence Competencies—skills that were valuable ten years ago, but are imperative for the next ten years.

[1] https://www.weforum.org/agenda/2017/02/employers-are-going-soft-the-skills-companies-are-looking-for

[2] https://medium.com/musings-of-a-writer/social-media-the-death-of-real-world-interaction-5e2f33cfd8ee

[3] http://www.nytimes.com/2010/05/02/fashion/02BEST.html

[4] https://pr.liveperson.com/index.php?s=43&item=496

[5] https://en.wikipedia.org/wiki/Affective_computing

[6] https://www.digitaltrends.com/mobile/16-percent-of-mobile-userstry-out-a-buggy-app-more-than-twice/

[7] http://bigthink.com/experts-corner/decisions-are-emotional-not-logical-the-neuroscience-behind-decision-making

[8] https://en.wikipedia.org/wiki/Explainable_Artificial_Intelligence

 

The New Workplace: Where Meaning And Purpose Are More Important Than Ever

Article contributed by guest author Renelle Darr.

(Published in Forbes [September 2017]:  https://www.forbes.com/sites/forbescoachescouncil/2017/09/13/the-new-workplace-where-meaning-and-purpose-are-more-important-than-ever/#42e3c21f5a46)

 

More than ever, people are wanting more out of work than money. They want more meaning and more purpose. They want to be to be able to see how their contribution to the workplace makes a difference. Purpose and meaning is a two-way street where an employee is encouraged to bring their full set of values and strengths to work and, in turn, the organization supports the employee in using those values and strengths in service of its mission. For that reason, it is not only social enterprises that can provide purpose for employees, or that should. Research has found that employees who derive meaning and significance from their work are much more likely to stay with their organizations.

In order to shift our work environment to one that has more meaning, there are some pivotal employee essentials that must be accounted for by employers to enable such a transformation. In my 20 years of consulting on organizational strategy, I have observed what happens when these conditions are in place and the ramifications and limitations when they aren’t, which helped to develop the following framework.

Imagine a pyramid: The first element is a foundational requirement for the item above it. From the bottom up, wellness, emotional intelligence, conscious leadership and transformed cultures build toward the creation of an employee who gets more from their work than simply a salary — a sense of meaning and purpose.

Wellness

Many organizations have embraced wellness in some way, whether partnering with their health insurance carriers and offering employee wellness programs or providing pedometers that monitor daily steps. Other more advanced organizations are offering meditation, yoga and access to nutritionists and personal trainers. Health and wellness are basic essentials needed to bring our full selves to work. It fuels the energy to be our best and to continuously improve.

Emotional Intelligence

Emotional intelligence (EQ) is defined as a set of behaviors that enable “your ability to recognize and understand emotions in yourself and others, and your ability to use this awareness to manage your behavior and relationships.” It is nearly impossible to improve our emotional intelligence without wellness (adequate sleep, exercise and nutrition, etc). Emotional Intelligence 2.0 co-author Travis Bradberry found that emotional intelligence skills account for 58% of performance in all job types and that 90% of high performers also exhibit high emotional intelligence.

The most important aspect of EQ is self-awareness. Awareness of self (emotional self-awareness, accurate self-knowledge and personal power) is the launching point for individual transformation. Awareness holds the key to success in aspects of managing relationships such as building trust, visionary leadership, innovation, teamwork and many more. Self-aware leaders understand their triggers, their strengths and their weaknesses, which allows them to navigate many complex situations and more easily grow and develop themselves. It is cultivated through mindfulness, learning and intentional self-discovery (such as personality assessments). We must truly know ourselves and our own purpose before we can lead others and the organization with purpose.

Conscious Leadership

Highly self-aware, emotionally intelligent leaders are then able to make a shift to conscious leadership. Consciousness and competence move together: As leaders become more conscious on the inside, their outer competence grows to enable them to navigate complexity, make better strategic decisions and deepen professional relationships. They are able to move from operating in a more reactive state where decision-making is not shared and obedience is required to sharing authority and operating from a place of inner purpose where their values, talents and strengths are guiding the contributions they make to an organization.

This type of leadership is required to create lean, innovative, visionary, agile, high-fulfillment organizations and cultures. Leadership is shared: The leader takes responsibility for crafting the vision, involving others in the vision and helping them connect how it enables each teammate to fulfill their personal purposes collectively. The culture consulting work I engage in is always most successful when preceded by work that helps ensure the executive team is self-aware and operating at a more conscious level.

Transformed Cultures

Humans who embrace wellness, emotional intelligence and conscious growth become leaders and employees capable of working in new ways. Conscious leaders are able to look at the strategy and processes within an organization and begin shifting them by flattening hierarchies and empowering people to bring all of their gifts, talents and values to work. Conscious leaders are able to construct work as a place to truly grow and develop. It is these types of cultures where employees not only find meaning at work but produce extraordinary results.

The Way Of The Future

Recently, I facilitated a board and executive team strategy retreat for an organization where I’d been coaching and consulting the executive team for almost a year around emotional intelligence and conscious leadership. The quality of connection, strategic discussion and new possibilities that emerged were truly transformational.

Of pioneering organizations who have made such shifts, Frederick Laloux wrote, “They show how we can deal with the complexity of our times in wholly new ways, and how work can become a place of personal fulfillment and growth. And they make today’s organizations look painfully outdated.” Many organizations spend little time in onboarding on the company culture and relational training for new employees. Many organizations still have large top-down hierarchies which prevent employees lower in the hierarchy from making decisions they know the most about since they are closest to the work. And many organizations still do not provide meaningful development for employees. These current processes get in the way of purpose. In 50 years we may shake our heads that we ever actually ran organizations this way.

Where does your organization fall within the pyramid? How will you make these shifts in order to be part of the changing nature of work? Will yours be one of the organizations people shake their heads about in 50 years?

 

 

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