Human Resources

As an HR Leader, do you have emotional intelligence?

How emotionally intelligent is the job candidate? You have to find out before you hire this person.

How emotionally intelligent is the job candidate? You have to find out before you hire this person.

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:

 

Interview questions

  1. 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?
  2. Self Control – When was the last time you were frustrated with your co-worker or customer?  What did you do and say?
  3. Empathy – How do you demonstrate that you are open to ideas and solutions other than you own?
  4. Building Bonds – Tell me an example of an opportunity you developed and successfully received from networking.
  5. Self Confidence – How do you get ready for a big presentation or meeting?
  6. 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/.

Leading Effectively with Emotional Intelligence for the HR Professional

NCHRA LogoSAN 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.

Looking to develop your global talent and succession plans?

10775418-global-business-people-handshake-to-agree-in-international-economy-pactIs 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

 

 

 

 

5 Interview Questions for Global Assignments

jon interview1How 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.

Is your HR Staff equipped to build a succession plan?

TheConferenceBoard

 

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

For the Agenda, see Global Leaders . To register, visit the sign up page.

What does it take to be a global leader?

EmpoweringTeams2013

What does it take to be a global leader?

Tasked with identifying and developing talent for global assignments?

Have you recently been assigned to lead a global team?

Is your company in the midst of a global expansion?

  A couple of months ago, I was asked to coach a senior global leader, on an expat assignment in the US who was very successful in his country but could not replicate his success here in the US. Having a global assignment and being successful in your country does not guarantee success in a global role.   Join us at 20th Annual The Leadership Conference of The Conference Board, on June 3-5 in San Diego, CA.  The pre conference on Succession Planning will help you  to deepen your own global acumen, learn the key leadership behaviors of successful global leaders and walk away with succession planning tools. 1. Uncertainty Resilience – someone who comfortably adjusts to changes and complexities. 2. Team Connectivity – someone who integrates and connects ideas and people across boundaries. 3. Flexibility – ability to adjust their style in a practical way considering local and global norms. 4. Responsiveness – use customize and appropriate ways to address, motivate, inspire others 5. Talent Orientation – personally involved in the customized development of their own people. It is no surprise that building teams and connecting people while taking into consideration the uncertain and constantly changing global environment are critical leadership qualities of a successful global leader. Find out how prepared you are to take on a global assignment or lead others to succeed in global roles.

For the Agenda, see Global Leaders . To register, visit the sign up page.

Where is your organization in the global maturity curve?

global assignment– Your company has just expanded globally

– 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

For the Agenda, see Global Leaders . To register, visit the sign up page.

We look forward to seeing you.

 

What is Your Global Acumen?

Global HR Academy

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

 

 

Invitation: The Global HR Leaders Academy

The Global HR Leaders AcademyHR Colleagues:

Wondering how to take your career to the next level?  Want to ensure you are prepared to take on broader global responsibilities? Join a small cohort of colleagues across diverse industries and  a practitioner faculty that will deepen your acumen, broaden your network, and prepare you for expanded responsibility in your organization on June 9-12 at the Conference Board in New York City.

The Conference Board’s Global HR Leaders Academy welcomes experienced, mid to senior-level HR leaders with growing global responsibilities. Led by an expert faculty in a small group environment, the Global HR Academy experience includes:

  • A personal, confidential assessment of your current global capability using the Trans-Global Leadership Assessment
  • A 3-day intensive learning experience, coupled with pre-and post-event webcasts
  • Simulations, interactive case studies with experienced practitioners from leading companies, individualized coaching and a personalized action plan
  • Tools and techniques to help move your organization’s HR capability up the maturity curve
  • Global HR Leader Certification and 13.5 HRCI credits

To learn more about the Academy, click here. https://www.conference-board.org/globalhrleadersacademy/

We are offering a one time special rate of $2,500 for the June cohort only.  To avail of the discount, contact Fana Tekle at fana.tekle@conferenceboard.org or 212.339.0210 and mention this posting from me.

We look forward to welcoming you to the Academy.

 

Are you prepared to lead HR globally?

Global2Join us for a three-day intensive and experiential leadership workshop sponsored by The Conference Board, the very first Global HR Leaders Academy.  Participate and collaborate with like-minded global HR practitioners and hear from a distinguished panel of seasoned global HR and business executives.

 

For HR to take a pivotal role in building a truly global organization, the discipline will require a senior team of professionals who can develop HR organizations that can manage effectively across national borders. Global HR leaders must navigate the cultural differences that affect organizational performance and managerial success, be able to successfully integrate new HR systems, create and implement strategic workforce plans that integrate with enterprise strategies, and retain, assess, and reward the global workforce necessary for the organization’s global success.
Using practitioner-identified competencies and the enterprise-wide insights of The Conference Board, new and established global HR leaders who participate will develop and refine their strategies with the help of their peers and seasoned global HR executives.
Benefits of attending:

  • Understand where your company is on the global organizational maturity curve
  • Identify tools and techniques to move HR up the maturity curve
  • Examine and compare various models for global HR delivery in successful companies
  • Recognize, assess, and select talent for global assignment
  • Analyze and refine your HR and development practices in light of global demands
  • Develop a network of senior HR professionals who are addressing similar challenges

 

Who should attend?
HR Leaders who are currently leading a major global or regional HR function (e.g. compensation, talent management, leadership development). Professionals designated to assume these roles may also apply.

 

Academy Cohort A, 2014
June 9–12, New York City
Academy Cohort B, 2014
November 12–14, New York City

 

To apply and avail of our inaugural discount for the June cohort, please visit www.conferenceboard.org/globalhrleadersacademy or call Fana Tekle at +1 212 339 0210 or fana.tekle@conferenceboard.org

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