"Welcome. Jansher Connie they do. I hope everyone's doing well today. A topic at as she mentioned is ego versus each hugh and I'll give you some tips and sidelines on how to use a little more emotional intelligence particularly when it comes to leadership and many of you may have had this experience. I've had which says very often when an employee is struggling. It isn't about what they know or don't know we have folks that are very savvy very knowledgeable but very often times when they get into trouble it's because of how they're managing their relationships there. Taylor having conflicts with coworkers their self awareness seems to be off a H. I have heard time here in feedback so so this sort of behavioral science of emotional intelligence has become a real focal point or a lot of organizations who are wanting folks that can can manage relationships eat relate well to what they know and to define us. Let me just I give you the quick definition here emotional intelligence so in Q. is sort of nickname and it's made up of three broad components on three skills if you will the the first line is your ability to recognize yourself so it's knowing kind of who you are. It's knowing your strengths but also knowing your weaknesses. It's recognizing what your instincts are telling you in the moment or maybe your behavioral patterns are in certain situations so it's sort of recognizing recognizing the impact. Your behavior is having people around you. The second piece is reading others so it's social awareness. It's picking up on the nonverbal signals that people send you and really reading your audience well and then lastly. It's your ability to respond appropriately so instead of taking either. A one size fits all approach or sort of you know. I'm going to handle you to say my handle using my hand. Regardless of the audience says that is generally lower emotional intelligence mindfully mindfully choosing behavioral response based on what you're doing or who you're with is a higher level of each year so it's recognized read respond. Emotional intelligence is a competency. It was actually identified in Kinda coined in the nineteen eighties. It's a very young behavioral zero science from that standpoint actually it was called emotional quotient at the beginning which is why kio some referred to e Hugh versus. Iq You which might be street smarts versus book smarts but it was actually identified as a form of intelligence in the nineteen nineties and so there's been a lot of academic work done that has documented the benefits of this behavioral science for all of us so let me tell you a little bit about the skill set because the competency competency is recognized reverse but I have to have some skills that allow me to do that. There are several here are just a couple of them self awareness as I mentioned mansion right so this is that ability to know yourself know your strengths. Your weaknesses not even your personality tight or your communication style doc if you've never taken an assessment on either of those I recommend that you do that. I think that's really valuable information to have it's also of course self control manager a yourself not saying we're doing inappropriate things. Adaptability so openness to change and on ability to use is feedback in with it and another one is optimism which is a belief system that positive change is possible in yourself in in others. There are more but these are pretty foundational and if you WanNa work on your e Hugh these recent rate skills to focus Assan unlike cue which is set each hugh learnable and that's the other reason why this is such a powerful concept for us as leaders in employees Louise because we can do something about us. Weakening crease are each hugh over time and see very positive results now some people ask me if you can take an IQ tests. Can you take each you test in the answer's. Yes you can measure national intelligence. There are zebra tools that we use in recommend one is called the issue. I two point now this is published by a company called multi health systems or NHS chess and working with a certified provider knee would send you a late you answer one hundred thirty three questions and that will generate Raider report for you. We give you a total score and that would also give you scores if teens skills I shared with you that there are total of fifteen measured on this tool it Consta- chew versions the leadership version for those that haven't boys reporting to them and workplace report version which is for individual. Oh contributors the data's the same and the record linked business saints about twenty two pages but it's great resource information in a good way to kind of baseline where your issue is now in the re-test over time to see you progress another tool that we use that we recommend is called the Sti st I offered through Korn Ferry and this is what they call a three sixty report so this is a multi breed. I go online online in answer the questions but then I also send it to people in my circle so I might send it to boss peers employees that worked worked for me and then everyone has a chance to answer the questions and comments at the end so this is a pretty powerful report. It's not probably probably for the famous part having done this myself. It's it can't be a little intimidating because you're seeing how you see yourself heard everyone else but it's a great measure of sort bat social self awareness. How aligned is how I see myself in a way I wanna be being perceived by others around me. So this is separate tool. We like to use for coaching again to baseline where someone is coming from and really help narrow down the areas to focus on as far as coaching development us so why is each you important. I mentioned there's been research done and if we look at it in particular color in the context of Leadership Wallace is so important one at the statistics that the Harvard Business Review published five fortune five five hundred CEOS fail in the first eighteen months on the job as you can guess the CEO for five hundred is pretty big job and and it can be quite challenging the executive does not demonstrate self awareness self control and empathy according to the the small business administration two-thirds of businesses fail in the first ten years and a lot of those reasons although we certainly have market conditions or other factors contributes a lot of times I've seen in my almost thirty years now doing some Kinda coaching and development role is the the founder has a very hard time on growing out of that initial startup phase and building bigger business so we'll talk a little a little bit about what happens in a minute and I've got another study. I thought was interesting nut nearly a hundred percent of CEO's that survey said they would like an executive coach each but yet sixty six percent. Don't go get run so a lot of these executives are kind of on their own in a way trade. You're out the best way to behave and try to manage running your companies at the same time. You're managing themselves. So this is the common growing we need. We also have research that shows that employees each you actually make more money a lot love people in when they hear about these they are these your soft skills or these are nice to have skills but actually these do have a very direct impact on somebody's ability to either South Horn. If you're in a sales role as you can guess if I can recognize reading respond more. They'll do a better job probably closing business. If I'm in a leadership role I usually have employees that are engaged with lower turnover which results typically in higher profit margin and if I'm on a bonus plan of any kind that number goes up and might also be recognized more frequently and get promoted more often so there's a lot of reasons why this actually impacts individual earning potential and then there's another great article this recall what makes a leader and this is not a particularly emotional intelligence in business and the quote from the article on the research look into companies and gave everybody assessments and they pulled out. IQ scores technical skills assessments and emotional intelligence scores I and when he compared the ratio of those three things as far as how they type act excellent performance emotional intelligence was twice as important as the other their jobs now as you get to the executive level it becomes a key differentiator because as you can probably imagine as people growing careers on and you get up to a senior executive level a lot of executives even out meaning. They might have a similar education background. They might have the same years of experience career in the industry but what starts to release separate good leaders from matters is their ability to work through others their ability to motivate the engaged the workforce so that's why that hugh you know your technical skills. You're not doing the technical work that way. You need to get that done through others and those require emotional intelligence do it better now. I also read on this research right in. I had also heard that middle middle managers actually in a typical organization have the highest emotional intelligence so thinking about that a middle manager. Sir Has the highest level and I guess if you imagine the rollout middle manager right they're executing on initiatives today's from above they're having to work through the team below They're in sort of a squeeze zone rate. They're in a very what is the feedback pitch environment so I can see how that really helped develop the ability to recognize reader response however when we look at a talk on average the person in the company with the lowest each year is the executive suite with CEO CFO CIO see out now that didn't make a lot of sense to me when I first heard it because I thought will hack a lot of CEO's knows a lot of companies promote from within so if they were middle manager at some point in your career like where did they eat here again. How did it disappear by the time they got promoted to the talks talks and as I started to use my own clients to assess what might be going on here. This was sort of the beginning of this book concept because I was trying to understand. Why is it harder to me. He emotional intelligence at the highest levels of leadership and I started to recognize certain patterns that were happening and nats were these eight ego tracks sorta keen about now. I titled IT E- Gutter versus each year and I want to sort of explain what I love this picture by the way so I don't really refer to ego as arrogance or what he might take ads the self-centered leader. That's it's all about them. What I find happens is we have managers Myers working with a leader time on he was challenged winched. I'll say that his team was struggling with him. I said to him hey if I were to interview your team and ask them to describe arrived your management style to need what would they said and he said Oh. This is really easy on you know I. He had taken one of the suggest profiles from the communication styles in somebody's like I am a High D. that means. I'm very direct that means I. I kinda say what I eat but you know the bottom line is worked to do work. I'm not here to make friends. you know. I love friends outside of work. I don't need more friends organized. Tell how might you know all the time."