LeaderFactor

Every effective EQ assessment has 5 things: (1) a valid, qualitative instrument, (2) multi-rater feedback, (3) real accountability mechanisms, (4) consideration of internal/external motivation, and (5) built-in forward momentum. Your ability to improve your EQ is only as good as your ability to measure it. On this week's episode of The Leader Factor, hosts Tim and Junior discuss what most L&D leaders don't realize when evaluating EQ assessments for their organization. Give the episode a listen ⤵ https://lnkd.in/dpM3TqRG

Psychological Safety is what DEI should've been. Join us on August 6th for a premiere event with Tim and Junior, hosts of The Leader Factor podcast.

Your career, business, and closest relationships are only as good as your emotional intelligence. And your ability to improve your EQ is only as good as your ability to measure it. Every effective EQ assessment has 5 things: (1) A valid, qualitative instrument (2) Multi-rater feedback (3) Real accountability mechanisms (4) Consideration of internal/external motivation (5) Built-in forward momentum In today's episode of The Leader Factor, Junior and I dive into an EQindex™ self-assessment sample report to discuss what to look for when evaluating emotional intelligence instruments. Give the conversation a listen and let me know what you think ⤵ https://lnkd.in/gFCYPu7A #EQ #eqassessments

Interested in 120 ways to immediately improve the psychological safety of your team? Here's the link to the free ebook: https://hubs.li/Q02GB9yV0

How do you make critical programming decisions when you have limited budget, resources, and attention? How do you ensure you're planning meaningful intervention? I have programmed psychological safety and emotional intelligence initiatives with clients in hundreds of organizations. Sometimes, this question comes up: Which should get priority? Psychological safety? Or emotional intelligence? If you're currently thinking about psychological safety in your organization, you have to have a conversation about EQ. Because psychological safety is, in essence, the collective emotional intelligence of a team. As the anatomy of culture, it's clear that these two concepts should be at the foundation of all development efforts. However, the question of priority largely depends on your organization's unique culture and needs. That being said, here are 3 things to consider as you prioritize, forecast, program, and sequence: ⭐ 1. Psychological safety is a much easier metric to deploy for broad organizations and big numbers. Measuring psychological safety can give you a quantitative baseline for your cultural health. And, intervention happens at the team level, so it's conducive to workshops and other group training strategies. ⭐ 2. Your prioritization should be linked to the outcomes you’re looking to create. If you have a widespread development need to improve the awareness, motivations, and interpersonal skills of individual leaders in your organization, then you could start with EQ. If you sense that there are specific areas of toxicity in the organization, and you want to mitigate those risks at the team level, then you may start with psychological safety. ⭐ 3. Which one will provide an early win and momentum? When it comes to cultural health, momentum is crucial. Sometimes, what matters most is deciding which initiative you can get across the line most quickly, and with the biggest initial impact. An organization that cannot recognize the relationship between psychological safety and emotional intelligence will struggle to (1) Gather tactical cultural data (2) Target the root cause of cultural distress (3) Program meaningful, effective intervention You want to do all three, don't you? Take inventory of your curriculum as it stands today. Your leadership development curriculum, your talent management curriculum, your onboarding curriculum, are they built on top of a foundation of emotional intelligence and psychological safety? Are you measuring these two things? Are they at the core of who you are as team members, as leaders and managers, and as an organization? I would love to know your thoughts. How do you prioritize psychological safety and emotional intelligence in your organization? #psychologicalsafety #eq #4stages

Building psychological safety doesn’t happen at the theoretical level. It happens at the behavioral level. Creating a culture of rewarded vulnerability requires both modeling and rewarding acts of vulnerability. It’s not enough for you to reward acts of vulnerability that your colleagues are willing to commit, you actually have to be vulnerable yourself. Engaging in acts of vulnerability will help others see that they’re safe to follow suit. You’ll feel the difference in energy when you start rewarding, instead of punishing or ignoring, people’s vulnerabilities. In this guide, we’ll share twelve practical suggestions to do just that, each based on one of The 4 Stages of Psychological Safety™. Download the free guide today: https://hubs.li/Q02Gz_0C0

Your emotional intelligence (EQ) determines your ability to interact effectively with other humans. It’s your delivery system through which you share your knowledge, experience, and skills with others. If your delivery system is broken or inefficient, your influence won’t translate or make the right impact. This means that to achieve high performance, you don’t just need great technical skills, you need a great delivery system (EQ). Some organizations promote leaders and managers based on their technical skill alone. These leaders end up lacking the interpersonal skills (EQ) they need to contribute effectively while contributing indirectly. In this guide, we discuss why leaders and managers are obligated to improve their interpersonal skills and emotional intelligence, and how to get started. If you're a manager and you're moving from direct to indirect contribution, if your primary job, purpose, and stewardship is to contribute indirectly through other people, then you have to improve your delivery system. There’s no other option. Download the free guide today: https://hubs.li/Q02GB7xv0

A new episode of The Leader Factor is LIVE! You won't want to miss it. Hosts Tim and Junior talk to HR and L&D professionals about the relationship between EQ and psychological safety and how to program and sequence them in your organizational intervention strategies. Give it a watch and let us know what you think! https://lnkd.in/gXyQiaS9 #psychologicalsafety #4stages #emotionalintelligence #learninganddevelopment

Psychological safety is the collective emotional intelligence of a team. This relationship between emotional intelligence and psychological safety is the anatomy of culture in an organization, and both should be at the foundation of all development efforts. In this guide, we’ll tackle the theory behind the concept and provide you with intervention strategies at the individual, manager, and organization levels. We’ll share what we’ve learned after years of programming and sequencing both psychological safety and emotional intelligence training in major organizations worldwide. Download the free guide today: https://hubs.li/Q02GB2_90

A leader has one primary objective: To expand the capabilities of the people they lead by increasing their ownership and critical thinking skills. There are two levers that a leader can pull to do this. They can model, or they can coach. Those who rely on directive, one-sided interactions to manage their people will breed dependency and learned helplessness. Those who use inquiry-based conversation in their management will create facilitated self-discovery. Effective leaders use both ends of the spectrum. Where on the continuum do you fall? Download the free Micro-coaching and Accountability guide today: https://hubs.li/Q02GB5RQ0