Do you hire for emotional intelligence?
Most HR professionals and recruiters traditionally hire for cognitive intelligence, relevant experience and education. One aspect overlooked especially in hiring for leadership and managerial positions is to hire for emotionally intelligent leaders who can empower and motivate their teams to reach their highest potential. Emotional intelligent managers can enable their teams to overcome barriers. An emotionally intelligent HR leader is aware of the impact of hiring managers who are strong intellectually and emotionally.
Leaders are not always aware of their impact on others or if they are remotely aware, they usually underestimate how powerful their impact truly is. Knowledge of Emotional Intelligence can help you find candidates who can rise to the top of their game, manage complex, difficult and unpredictable situations, and encourage their peers and co-workers to do their best.
If you are responsible for hiring, what questions could you ask to determine someone’s emotional intelligence? In a workshop I co-facilitated with Dr. Relly Nadler for HR Professionals in San Francisco, we identified some questions that could help you determine a candidate’s emotional intelligence. Dr. Relly Nadler in his book, Leading with Emotional Intelligence recommends behavioral dimensions correlated with the 20 emotional intelligence competencies or EQ. Here are some of the competencies and examples of questions that you could ask job candidates:
- Initiative – Give me an example of when you had to go the extra mile for your customer. What did you do and what was the result?
- Self Control – When was the last time you were frustrated with your co-worker or customer? What did you do and say?
- Empathy – How do you demonstrate that you are open to ideas and solutions other than you own?
- Building Bonds – Tell me an example of an opportunity you developed and successfully received from networking.
- Self Confidence – How do you get ready for a big presentation or meeting?
- Adaptability – Give me an example when you had to work with a difficult co-worker?
Depending on the role or position that you are hiring, you can evaluate a candidate’s knowledge of themselves, also known as self-awareness, their own self-management, understanding others and managing others – the four main components of emotional intelligence.
Emotional Intelligence is contagious. I once had a boss who loved people. The entire building literally brightens up when he walks into the office. He not only knows people by their first name, he knows their children’s names and even their dog’s names. People would do anything for him, the discretionary effort of his team was beyond limits. He is so loved and remembered fondly, that is because he truly and sincerely cared for others. Working with him was one of the most enjoyable times in my career.
Ever wondered what impact you have on others? It is not too late to develop your emotional intelligence. Emotionally Intelligent people get hired, promoted and have a sustaining presence. The good news is EQ can be learned, developed and improved with the help of a trusted coach. What does it take to be an emotionally intelligent HR leader? As HR professionals, we set the tone for an emotionally intelligent culture. Are you aware of the impact your presence has on others?
Liza Sichon is the founder of Executive HR Coach. She coaches executives and their teams on how they can meet their financial goals, advance their careers and live fulfilling lives. For more information, visit her website http://executivehrcoach.com/emotional-intelligence-need/ and http://www.linkedin.com/in/lizasichon/.
I had lunch with my assistant before I left my corporate world. She is fabulous and the best I ever had, I love her. She smilingly asked me if I remember what I said to her when she told me a couple of months ago that she needed surgery. I honestly did not remember what I said to her. She helped me recall that the first thing I said was to request for the calendar. We looked at how many days she was going to take off, when that would be and how the work can be handled while she was gone. That was my first impulse, first thing I said!. Of course, I cared about her, but I was more focused on the task. To this day, I am so embarrassed about my behavior, I commit to be more sensitive to others in my relationships, but that time, I did not know how. In hindsight, I knew that at that moment, I lacked empathy and was totally unaware.
Dr. Relly Nadler and I had a wonderful time facilitating our workshop: Leading with Emotional Intelligence for the HR Professional at the San Francisco office of SHRM (Society of Human Resources Management). As a recovered task focused, hard charging HR refugee, I had fun teaching the concepts of Emotional Intelligence with our participants. Here are some take-aways from the workshop:
1. One aspect of Emotional Intelligence is about being aware of your thoughts and feelings in the moment. When you are in the midst of a debate or argument, or under a tight deadline, what do you do? You may opt to continue to work just to get the task done. The emotionally intelligent person will know when to take a high quality break. Yes, the quality of the break matters. How can you best relieve your body and mind of stress that could drop your decision-making ability and IQ points? Take a brief walk around the block, journal your thoughts and feelings or talk to a trusted friend for at least 20 minutes, then go back to the task at hand. Sitting in the couch watching TV or reaching for that candy bar will not improve your EQ and will make you sluggish when you get back to work, dropping IQ points.
2. Honestly think about your relationship with your boss. A Hay study found out that 50% of life satisfaction comes from your relationship with your boss and 75% of employees say that dealing with their boss is the most stressful part of their day. If you do not have a good relationship with your boss or if you are in denial about how bad your relationship is with your boss, you may be losing IQ and EQ points that affect your work or may be getting sick without you knowing it. Find out what you can do to improve this relationship, if all else fails, find another job.
3. The good news about Emotional Intelligence is that it can be learned and improved, unlike IQ which is set. It is never too late to improve your relationships at work and at home. The first place to start is not to focus on other people’s short comings, but with yourself. Participants in the workshop took the Nadler EI self assessment and were paired with peer coaches to focus on at least two strengths to leverage and potential derailers. The participants created an action plan to develop their EQ.
Emotions are like the flu, they are contagious. Just watch your boss’ emotions and it travels like wildfire. Leaders underestimate the impact they have on people. It is not just their decision-making and analytical ability that impacts the team, it is also their emotions. As a leader, how much emotional self-control, self-awareness and relationship investment capital do you have with your co-workers and team members? How do you increase this to be at the top of your game?
Liza Sichon is an Executive Coach, Speaker and HR Consultant located in Silicon Valley. Visit her website at http://executivehrcoach.com
SAN JOSE, CA. — Executive HR Coach, LLC, is pleased to announce Managing Director, Liza Sichon will be presenting Leading Effectively with Emotional Intelligence at the NCHRA Training Center on June 18, 2014 along with Dr. Relly Nadler. Participants will learn how being aware of your own emotional intelligence improves your decision making ability and drives your leadership performance forward, key components needed by successful HR professionals.
Key takeaways include:
- Assess your own emotional style using the Nadler EI Star Profile
- Apply emotional intelligence skills and tools in your own work environment
- Create a personal development plan to improve your emotional intelligence
- Develop an action plan with specific steps to implement immediately
- 5 Strategic/General Recertification Credits.
“Emotional Intelligence or EQ is ability to manage from the head and from the heart in its simplest terms,” says presenter Liza Sichon. “There are four areas of emotional intelligence: Self Awareness, Self Management, Social Awareness and Relationship Management. This joint interactive workshop presentation by Sichon and Nadler will include an assessment of your own emotional intelligence using the Nadler EI Self Assessment.”
Participants will leave the conference with a thorough understanding of how to apply these strategies in the workplace.
Liza Sichon is the Managing Director of Executive HR Coach, LLC, a Silicon-valley based human resource and career consultancy will speak on attracting, developing and retaining effective global leaders. Liza is an experienced executive coach, notable speaker, and global HR consultant with over twenty years of corporate experience working for large, multi-national firms. Originally from the Philippines, and now based in Silicon Valley, California, Liza held global HR positions across the Americas, EMEA, Asia Pacific and Latin America.
Most recently, Liza served as the Vice President HR Transformation, Communications and Operations for Hewlett Packard’s global HR function, serving 2,400 HR professionals. Prior to this, Liza worked for Avaya as the Vice President HR International & Mergers and Acquisitions for various profit centers in Americas, Europe, Asia Pacific and Latin America. In this role, she was responsible for HR strategy and global operations for over 30 countries outside the US. Liza also held HR leadership roles at Corning Life Sciences in New Jersey, Citibank in New York, and Anscor Corporation in the Philippines.
Liza is known for her broad business orientation and deep working knowledge of global leadership. She has extensive coaching experience and is an expert on talent management and career navigation. Additionally, her career included extensive speaking engagements to diverse global audiences as well as notable universities such as the Harvard MBA Women’s Conference.
She is a sought after motivational speaker sharing her insights in the areas of career success for women, the benefits of executive coaching, HR transformation, and developing global talent. Executive HR Coach can be reached at (408) 217-9074 and http://executivehrcoach.com.
This workshop will occur at the NCHRA Training Center, 233 Sansome Street, Suite 508, San Francisco, CA 94104. Online registration is available at NCHRA.
Attendees at the Conference Board’s June 3, 2014 Seminar on Succession Management were impressed when Liza Sichon presented Assessing, Developing and Retaining Effective Global Leaders. In this interactive session, attendees learned how to use the transglobal leadership assessment to select talent for global assignments and how to put a global leadership development plan in place that aligns with their organization’s growth strategy, culture and values. Attendees liked Liza’s personal stories about her experience living and working in different countries, and her touches of humor as she adapted to local norms and interpreted subtle signals.
Is your HR staff equipped to expand your global business? Are you looking to advance your global HR career, accelerate your thinking and network with a select peer group? Join us at The Conference Board’s 20th Leadership Development Conference on June 3-5 in San Diego, CA.
At the June 3 seminar on Succession Management, I will speak on identifying, assessing and developing your global talent pipeline.
- You will learn where to begin to develop your company’s global succession plans.
- Take the global assessment and learn areas you need to develop to make you a more effective global leader.
- Network and learn from other practitioners in your field.
The Succession Management Seminar has been an important element of the Leadership Development Conferences since 2005 and attracts senior practitioners who are looking for both thought leadership and best practices/tools/implementation ideas from leading companies. The audience is always deeply engaged in the topic and enjoys the chance to interact closely with peers and with speakers.
For the Agenda and to register, see Global Leaders .
How do you select the right leaders for global roles? Local success does not necessarily guarantee global success. What are the red flags that could potentially lead to a global misfit? Selecting talent who will eventually succeed in global roles is a major responsibility and can be daunting for the inexperienced global talent manager.
Here are 5 sample interview questions that could give you a broad and deep perspective of your global candidate, regardless of host country.
1. What was your most difficult or complicated problem or situation that you have handled? How did you handle it and what was the result? This question can reveal insights to a person’s ability to handle ambiguity, complexity, surprises and differences. Effective leaders are not threatened or paralyzed by new or complex situations. In fact, they are energized and challenged when the unexpected occurs.
2. How do you select members of your team? What do you look for and how what do you avoid? This question leads to the leader’s ability to promote the success of their team, both with each other and with their local and cross cultural team members. Look for exceptional listening skills and openness to ideas other than their own.
3. Tell me about an incident where you had to adjust a global policy to an organizational procedure that was in conflict with local practices. How did you handle it? This refers to a leader’s ability to understand perspectives other than one’s own or integrate multiple viewpoints to creatively arrive at a win win solution.
4. How do you reward the members of your team? Probe for customization vs one size fits all rewards and recognition. A successful global leader seeks multiple points of views, anticipates differences and act in consideration to others needs.
5. How have you prepared your successor? Successful global leaders are personally engaged in developing their people through multiple approaches.
Interested in learning more about how to successfully select, plan for and develop global talent? Join us at the 20th Annual Leadership Development Conference of the Conference Board on June 3-5 in San Diego, CA. For the Agenda, see Global Leaders . To register, visit the sign up page.
Join us at The Conference Board’s 20th Annual Leadership Development Conference and Succession Management Seminar
I am delighted to speak on Assessing and Developing Global Talent at the Succession Management Seminar on June 3 in San Diego, CA.
The seminar includes:
- A personal assessment of your current global capability using the Transglobal Leadership Assessment;
- Tools and techniques to move your organization’s succession management capability
– You want to apply for a global role but you do not have the experience
– You have just been selected for a global assignment, but are unsure about your own capabilities
You may be experiencing these or similar apprehensions about being a global leader, but you do not need to be concerned. Join a select group of leaders at the 20th Annual Leadership Development Conference of the Conference Board on June 3-5 in San Diego, CA
The Succession Management Pre Conference will help you:
- Learn a global assessment tool to identify and develop high potential talent
- Understand where your company is on the global organizational maturity curve
- Identify tools and techniques to build your succession plans
We look forward to seeing you.
Have you ever wondered how effective you are as a global leader?
What are the key competencies you need to have to be successful in your global assignment?
How do you identify, attract and retain your global talent pool?
Are you ready to take your global leadership to the next level? Join us with a select group of leaders at the 20th Leadership Development Conference of The Conference Board on June 3-5 in San Diego
At the Succession Management Pre Conference on June 3, you will learn how to:
- Recognize, assess, and select talent global talent
- Analyze and refine your development practices in light of global demands
- Develop a network of senior professionals who are addressing similar challenges
To learn more about the Conference, please visit our website https://www.conference-board.org/conferences/conferencedetail.cfm?conferenceid=2609
It has been several years since our expat assignment in Belgium but the experience remains fresh in my mind. The two years we spent in Belgium strengthened not only my career and understanding of global business but also my family’s bond. The experience enriched our lives. Being an Asian American female executive in Europe sent by an American company holding the top job was not common those days. I was not the typical expat, therefore I was not stereotyped and eventually, I think my uniqueness worked to my advantage.
- I learned what it takes to work closely and intensely with people from different countries. I learned to accept and appreciate differences including my own uniqueness. I learned that No did not necessarily mean No and Yes did not mean Yes. I learned to probe further to understand others. I learned to flex my style to be effective.
- Since time was limited and we knew this experience would not last, we made instant friends. We valued our new friends and chose which ones were going to remain our friends even when we moved back home.
- I learned a lot about myself. My executive coach was invaluable to me. At our very first meeting he said since I am Filipino American, I am viewed as an Asian in Europe even if I came from the US. They expected me to demonstrate typical Asian norms, because this what they know. I realized how much I’ve forgotten or abandoned being Asian having lived in the US for most of my career years. I took a journey back to who I really am. It was quite an experience to have the freedom to be me again and get in touch with my “Filipina-ness”.
I will never forget my coach, Robert Brown, who helped me navigate through several difficult situations. He became an ally to me, a trusted advisor, mentor and friend. He introduced me to a new business network who helped me understand local business better. He genuinely cared for my success and became a close family friend. Sadly, Robert passed away a few years ago. His influence on my life, career and our family was invaluable and we are forever grateful.
If you are in an expat assignment today or working outside your home country, you may be experiencing a range of emotions – from excitement to frustration. From loneliness – missing your friends and family , to enjoying meeting new people and discovering new sights and experiences. How are you viewed by your local colleagues? What impact does your presence have on them? How can you make the most of your expat assignment?
Join us at The Conference Board, Global HR Academy on June 9-12 and learn more about what it takes to be successful in a global role. To read more about the Academy, click here http://www.conference-board.org/globalhrleadersacademy/.
To apply and receive special pricing, contact Fana Tekle at email@example.com or call her at 212-339-0210.