Copyright 2005-Bink Inc.. Copyright 2005-Bink Inc Emotional Intelligence The Number One Predictor of Success Northeast Supply Chain Conference September

Copyright 2005-Bink Inc.

Copyright 2005-Bink Inc

Emotional Intelligence

The Number One Predictor of Success

Northeast Supply Chain ConferenceSeptember 20, 2005


Questions

Why hire for Emotional Intelligence? What does EI look like? How do you discover EI in an

interview?


The Seven Deadly Hiring Sins

1. No prep – not really looking for anything2. No coordination – multiple random interviews3. Asking the wrong questions4. Talking instead of listening5. Hiring yourself (same type)6. Hiring your “granfalloons”

A proud and meaningless association of human beings Eagles, golfers, basketball fans

7. Looking for the wrong stuff The worst sin Harvard schmarvard (The brain trap) Falling in love with experience


So what should we look for?



Goleman’s first EI study

EI predicts 90% of success 181 positions in 121 companies

worldwide Only one non-EI trait predicted success

Pattern recognition No other technical or analytical trait was

predictive For scientists and engineers, analytical

thinking ranks third in importance


A sampling of other EI studies

Center for Creative Leadership “Deficits in emotional competence are the primary cause

for executive “derailments” Egon Zehnder (515 executives)

EI predicts success far more than IQ or relevant experience

Hay/McBer study of IBM hires Computer sales reps hired on EI basis 90% more likely to

successfully complete their training than those hired on IQ or experience

Multi-national consulting firm High EI consultants delivered $1.2 million more profit per

account


“Things go better” with EI

Large beverage firm 50% of division presidents out in 2

years for poor performance Shifted to EI hiring

6% out in 2 years 87% performed in top third Beat targets by 15-20% Others under-performed by 20%


Value of Emotional Intelligence

Job Complexity

Impact of EI

Low(Clerks, machine operators)

High EI 3 times more

productive than low EI

Source: Hay/McBer Study

Medium(Sales clerks, mechanics)

High EI 12 times more productive

than low EI

High(Doctors, consultants)

High EI 127 times more productive

than low EI


Hiring formulas

IQ + Experience = Risk IQ + Experience + Talent + EI = A+ EI > (Talent + Experience + IQ) X2


Why hire for EI?


What does EI look like?


Acknowledgement

The EI model and competencies are the work of Daniel Goleman, Rick Boyartis, and The Hay Group


So what does Emotional Intelligence look like?

Personal Competence

Social Competence

Awareness

Actions

Source: Daniel Goleman & Hay Group

Self-AwarenessKnowing one’s internal states,

preferences, resources, and

intuitionsSelf-ManagementManaging one’s internal states, impulses, and

resources

Social AwarenessAwareness of others

feelings, needs or concerns

Relationship ManagementAdeptness at

inducing desirable responses in others


Let’s Go Deeper (From 4 to

18)


Emotional Competence Framework

Personal Competence

Social Competence

Awareness

Actions


Self-Awareness• Self-Confidence• Accurate Self-

Assessment• Emotional Self-

Awareness


Self-Awareness definitions

Self-Awareness Knowing one’s internal states, preferences,

resources, and intuitions Self-Confidence

A strong sense of one’s self-worth and capabilities

Accurate Self-Assessment Knowing one’s strengths and limits

Emotional Self-Awareness Recognizing one’s emotions and their effects



Personal Competence

Social Competence

Awareness

Actions




AwarenessSelf-Management• Emotional Self-Control


The Stanford Marshmallow Experiment



Personal Competence

Social Competence

Awareness

Actions




AwarenessSelf-Management• Emotional Self-Control• Transparency or

Adaptability• Achievement or

Initiative orOptimism


Self-Management definitions Self-Management

Managing one’s internal states, impulses, and resources Emotional self-control (mandatory)

Keeping disruptive emotions and impulses in check Transparency

Maintaining standards of honesty and integrity Adaptability

Flexibility in handling change Achievement

Striving to improve or meet a standard of excellence Initiative

Readiness to act on opportunities Optimism

Persistence in pursuing goals despite obstacles and setbacks



Personal Competence

Social Competence

Awareness

Actions







Social Awareness• Empathy• Organizational Awareness

orService Orientation


Social Awareness definitions

Social Awareness Awareness of others feelings, needs or concerns

Empathy (mandatory) Sensing others’ feelings and perspectives, and

taking an active interest in their concerns Organizational Awareness

Reading a group’s emotional currents and power relationships

Service Orientation Anticipating, recognizing, and meeting

customers’ needs



Personal Competence

Social Competence

Awareness

Actions









Relationship Management

• Influence• Developing Others or

Inspirational Leadership orChange Catalyst

• Conflict Management orTeamwork & Collaboration


Relationship Management definitions Relationship Management

Adeptness at inducing desirable responses in others Influence (mandatory)

Having impact on others Developing Others

Sensing others’ development needs and bolstering their abilities Inspirational Leadership

Inspiring and guiding individuals and groups Change Catalyst

Initiating or managing change Conflict Management

Negotiating and resolving disagreements Teamwork & Collaboration

Working with others towards shared goals



Personal Competence

Social Competence

Awareness

Actions














What does EI look like?

Four areas Self-Awareness Self-Management Social Awareness Relationship Management

18 specific competencies


How do you discover EI

in an interview?


Two words about research

1. Respondent research Way too much marketing research You ask about explicit subject that

interests you They think They respond

Predicts??


Two words about research

2. Operant research Subject does not know what is wanted You ask open question and listen for

what interests you Predicts???


So how do we discover this stuff?

By asking the right questions Poor questions

Telegraph questions ____ is very important to us. Tell me about

how you have ______ Any question that doesn’t require specific

examples in the answer (always probe) Yes or no questions


Great interviewing in 2 steps

Step OneAsk a great,

open-ended question

Step TwoUse these babies


A few of 44 questions

1. When and how did you discover your strengths and weaknesses?

2. How are you similar to each of your parents? How are you different?

3. If you had only one word to describe yourself, what would it be? Why is that your word?

4. What has been the highest pressure situation you’ve faced in recent years? How did you cope with it?

5. Tell me how you worked with someone you found to be difficult?6. What do different team members need from you in your job?

How do you do on those things?7. What skills do you think the manager of the future will need?8. Tell me how you handled a situation in which you had a major

disagreement with someone?9. What do you do when you know someone has a problem with

you?


Embrace a certain level of incompetence


“Hell, the fall will kill

you!”


Building an Interview Brief

What is it?1. An agreed upon set of competencies

you are looking for2. A set of questions you want to use



Personal Competence

Social Competence

Awareness

Actions














A better interview process


Brain Structure


Beware of your brain


A better interview process

Build a brief for the hire Hiring group is responsible Not HR

Circulate the brief to all interviewers Identify interview “experts” for your

department Heart of the process 4 45-60 minute EI

interviews Feedback reports to HR by end of business


Open Question interview

Warm up question Work history question Job performance question Set of specific questions chosen to

elicit emotional competencies Invite their questions


Remember

EI > (Brains + Experience + Talent) x 2

Learn the 18 competencies Discover EI in others with the right

questions


Documents

Copyright 2005-Bink Inc.. Copyright 2005-Bink Inc Emotional Intelligence The Number One Predictor of Success Northeast Supply Chain Conference September