Emotional Intelligence Questions Answered Part 3

February 13, 2017

Angry businessman ready to fightCan emotional intelligence be learned?

Seabiscuit was just a broken down horse incapable of winning until someone saw his potential and developed it through training. It was only then that he became one of the greatest racehorses in the history of racing. The trick is to be able to identify individual potential and develop it with effective techniques. But how do you teach something like empathy? We have developed a methodology targeted for the construction industry called “Emotional Intelligence – Foundation for Your Future”. It was co-developed with Kate Cannon, a pioneer in the field of emotional intelligence.

After the initial EI evaluation and feedback, we begin with a half-day program where each participant creates detailed, individual development plans. The participant targets specific competencies based on their future needs and then chooses development strategies from different categories depending on their learning style. They also create plans for mental and physical peak performance that are tied into their emotional plans focusing on nutrition, exercise, and stress management. We utilize many different types of exercises and development ideas and use various media such as books, fables, movies, television, magazines, operas, plays, and websites.

We also emphasize the day-to-day application of this learning and provide inspirational quotes for each competency. In addition, we build in many levels of accountability. In a group setting, everyone has an accountability partner. They also provide me with accountability partners above them, beside them, below them, family and friends, and clients. After the six month mark, I call these accountability folks to see if they have seen any changes.

These are all powerful ways to keep the learning in the forefront, but the key to this learning is in the follow-up and coaching. We contact individuals every week to check on their progress, offer encouragement, and provide coaching. We also do several face-to-face coaching session during the program. Without this individual coaching and follow-up, the participants tend to set aside their development plans. But if they know they will be re-evaluated and that someone will be checking in with them, they are much more likely to work on their development plans and create fundamental behavioral change from within. One participant said this about the process, “I thought that people are who they are by their mid-twenties. I definitely feel that people are capable of significant change.”

I love to tell the story of Bryan, a superintendent in his late thirties with an anger problem. He told me that this problem had troubled him since he was young, and that if I could help him find a way to control it, he would be most grateful. This issue showed up in his EQ-i 2.0®. He had low emotional self-awareness along with high assertiveness and low impulse control. His low emotional self-awareness didn’t allow him to feel himself getting angry, and eventually, with his low impulse control, it just boiled over.

The first thing we did was work on his emotional self-awareness. I suggested that he try to become aware of where he felt anger in his body and identify it as early as possible. We also worked on basic breathing and meditation techniques along with centering techniques to help with his impulse control.

I gave him a book to read and told him that it may be a little “out there”for him, but to try and find something he could relate to. In the process of reading the book, he found a centering technique that worked for him. He created a focal point by putting a photograph of his two small girls on his mobile phone. When he felt himself getting frustrated, (with greater emotional self-awareness, he felt it in his body), he excused himself from the situation, took ten deep breaths, flipped open his phone, and looked at his little girls. This allowed him to decompress and control his anger.

In his words, “Leaving a bad situation, even briefly, has allowed me to not act in anger or impulsively.” He improved his emotional management and changed his behavior, making him a more effective leader. With this shift, he has learned to listen more without being so reactive. He told me that the people who work with him have noticed these changes. As he puts it, “Listening, not reacting to people I encounter has led to a more positive approach to my professional life.” In addition to improved leadership skills, there has also been an improvement in his mental and physical performance. He is less stressed and better able to handle difficult situations without compromising his health.

The first course in our Total Leadership Library is an introduction to emotional intelligence where learners take our Ghyst EI test and create detailed development plans that create positive, lasting change.  Check out the Total Leadership Library and what we offer at:

http://www.brentdarnell.com/tll-online-courses


Emotional Intelligence Questions Answered Part 2

February 6, 2017

construction problems

Is there a correlation between emotional intelligence and performance?

I facilitated a program for a top 100 contractor based in the southern United States using emotional intelligence as a foundation for leadership development. After the managers were evaluated, I ranked their interpersonal scores (empathy, social responsibility, and interpersonal relationship skills) from the highest to the lowest. This company had their own ranking system in order to identify their star performers, the ones who contributed most to the success of the company. The astonishing fact was that the company’s overall ranking and the ranking of interpersonal skills correlated almost one-to-one. This told us that the managers who had the best interpersonal skills were also the company’s stars. They were the managers involved in the most profitable projects who contributed the most to the company’s bottom line.

Multi-Health Systems has a program called Star Performer where companies look at the EQ-i® profiles of their star performers for particular departments or positions and determine with statistical accuracy which emotional competencies are essential for high performance. Then it is just a matter of recruiting, hiring, and training for those competencies. The drawback to this approach is in the performance criteria, which must be objective. For sales, performance is objective and clear. For project managers, it is less clear. You may have a high performer that loses $100,000 on a project that would have lost $1 million. Or you may have a low performer that makes $500,000 on a project that was supposed to make $1 million.

But if you can decide on some fairly objective performance criteria, it soon becomes clear which emotional competencies are required for that level of performance.  And think about where the industry is going.  Project delivery methods are moving toward more collaborative environments:  IPD, ILPD, LEAN, Design Build, Design Assist.  With these more collaborative methods, it takes a different set up skills to be successful. According to a recent ENR article, the Construction Industry Institute recently did a study and found that “working relationships and team dynamics have emerged as the leading variables affecting the cost and schedule of industrial projects, according to a research report from the Construction Industry Institute.  If you want a high level of performance on your projects, perhaps it is time to start paying attention to your project teams’ emotional intelligence.


Emotional Intelligence Questions Answered Part 1

January 30, 2017

empathy

Isn’t this just another one of those personality profiles?

Invariably, program participants tell us they’ve already taken all of these kinds of tests and that this is nothing new. Many of them have taken the Myers-Briggs or the DISC test. There are literally thousands of these tests on the market today. Most are based on preferences – you know the types of questions – would you rather read a book or sail a boat? For people with low self-awareness, this can be very informative and fun, but most of these tests are rather limited for detailed, personal development.

For those who are somewhat self-aware, these tests are merely confirmations of what they already know. In fact, the common response is, “Yep, that’s me. So what?” It is my belief that personality tests, without some kind of context, are limited in their application to personal development. When you take a personality test, you put yourself in some general state of mind. But the choices that you make on those tests may change based on the circumstances. I may be more of an introvert in my personal life, but at work, I’m an extrovert. So how do I answer those questions? Sometimes I would rather be the center of attention, and sometimes, I would rather be alone. They very rarely capture the true nature of the person. These tests simply can’t capture the complexity of a human being.

This approach to development using personality types is very prevalent in the training industry. Participants take a test to find out their “type”. Usually there are three other “types”. You are either a color or a number or a quadrant or an animal. Then, they teach you about the other three “types” and how to get along with them. This approach is limited at best and can be dangerous. First of all, human beings are far more complex than a single “type”. Second, unless you carry the tests around for everyone to take, it takes empathy to determine what the other person’s “type” is. And empathy is not our best emotional competence. In fact, for most groups, it is the lowest score. Third, for some people, this is a real copout. They will stereotype people into whatever “type” they determine and treat them a certain way, which may or may not be correct.

Once you develop your emotional skills, you will be able to deal with any type of person in any situation. You will have the self-awareness to know how you are feeling and how you are being perceived and the empathy skills to know how they are feeling. These situations are dynamic. They can come up in an instant. Isn’t it better to have good fundamental emotional competence to work from rather than rely on a set of “rules” for certain “types”?

A construction company I worked for used the DISC profile for all of its employees. DISC is a test that indicates the following personality archetypes:

¥          Dominant tends to be direct and guarded

¥          Interactive tends to be direct and open

¥          Steady tends to be indirect and open

¥          Compliance tends to be indirect and guarded

As it turned out, 80% of the people in our construction company were “Dominants”. What does that tell you? Most people in the construction business have a dominant style. They tend to be direct and guarded. Didn’t we know that already?

Myers-Briggs, another personality test, indicates the following traits:

¥          Extraversion versus Introversion E or I

¥          Sensing versus iNtuition S or N

¥          Thinking versus Feeling T or F

¥          Judging versus Perceiving J or P

When you take the test, you are given a Myers-Briggs Personality Type. But what are you supposed to do with that information? There are some Myers-Briggs modules on team-building and how to deal with other Myers-Briggs types, but how do you know the personality type of everyone you encounter? One company made everyone put their Myers-Briggs profile on their coffee cups, but this concept was a miserable failure.

Let’s a look at another case study, a thirty-year-old financial consultant who could not keep a job. She was a top of her class MBA from an Ivy League school and her IQ was 138. Most of the time, she was hired on the spot. But she went through six jobs in four years. One of her clients actually brought a lawsuit against her.

Her EQ-i® (Emotional Quotient Inventory) showed “a very high independence score and a very low interpersonal relationship score suggests that she is a loner, perhaps due to a serious inability to relate to others. Moreover, her difficulty in empathizing with others contributes to this inability to relate to people and to feel part of the larger social context.”

When this woman took the Myers-Briggs, she was an ESFJ (Extraverted Feeling with Introverted Sensing). But the results of the Myers-Briggs gave her little information about why she could not hold a job. After taking the EQ-i®, she could target specific areas for development that helped in her pursuit of a career.

With personality tests, your results rarely change throughout your life, and if they do, it probably has more to do with the context in which you took it. You may shift slightly as you age. The other problem is that there is no clear path to development. If you are an ESFJ, do you want to become an INFT? And how do you do that exactly? What are the development strategies to get you there? There are none. Simply knowing yourself better does not create behavioral change that you need to be able to attain your goals. We say it over and over in our courses: Awareness alone will not change behavior!

The EQ-i® is a very different tool. It measures specific competencies such as empathy, assertiveness, and problem solving skills. It is very dynamic and reflects what is going on in your life and work at the time. If you are going through a difficult time, it will be reflected in the scores. This is much more valuable information. And when you look at that snapshot and where you want to be in the future, it becomes extremely practical. Then you choose areas to develop, and a detailed development plan is created utilizing specific development strategies. There is practical application, measurement, and improvement. This creates fundamental behavioral shifts. Personality tests simply do not do that.


Miraculous Meditation

January 23, 2017

meditation suit

When I do these leadership programs, the participants always ask me,  what’s the one thing that I could do that would make the biggest difference?  I understand the question.  We are all busy.  We can’t do dozens of things.  We can’t commit to an hour in the gym, seven days a week.  We can’t go on a sabbatical for a month.  So what is that one thing that can make a huge difference?  It’s meditation. We strongly emphasize this in our courses.  In order to create well-being, in order to be productive, in order to tap into that higher power, we must have reflection time each day.  It doesn’t have to be long.  It can be as little as 10 minutes.  But it has to be consistent.  I probably average four to five days a week where I sit down and be quiet and not do any planning or worrying or problem solving.  Peter Senge, author of The Fifth Discipline, says that anyone who is trying to attain personal mastery should practice some form of meditation.

Studies have shown that meditation increases focus and changes physiology.  It reduces cortisol, the stress hormone, and increases DHEA, the “youth” hormone.  It relaxes you.  It increases problem solving.  It increases your energy levels.  Harvard Medical recently found that regular meditation actually changes the expression of genes and lengthens the telomeres.  Shortened telomeres indicate aging.  So it actually reverses the aging process.  So if it does all of these amazing thins, why doesn’t everyone do it?  For some it seems too “new age”.  For some, it seems cult like.  They think that it conflicts with their religious beliefs.  But think of it as just an exercise in concentration.  You can apply your own belief system to these techniques so that you are comfortable with it.

Here is a very simple meditation technique:

Take a deep breath in.  Breathe out and think the number one.  Breathe in again.  Breathe out again.  Think the number two.  Breathe in again.  Breathe out.  Think the number three.  Breathe in a fourth time.  Breathe out and think the number four.  Then start again at one.  Other thoughts will enter your mind.  Politely dismiss them and go back to breathing and counting.  Do this for around 5 to 10 minutes.  Set a timer if you need to.

You will no doubt find this hard at first.  But the more you do it, the more you will be able to focus.  Not only during the meditation, but in all areas of your life and work.  You will be more relaxed, more resilient to stress, and you will have more energy at the end of the day.


Things I Learned from the Groundbreaking Women in Construction Conference

January 16, 2017

Celebration Community Cheerful Happiness Success Concept

This was a post from several years ago and is so much more relevant now:

Yesterday I was on a panel discussion at the ENR Groundbreaking Women in Construction Conference in New York.  It was a great experience for me.  A couple of things that really stuck out:

1.  This was the first time EVER that I was in the minority.  And I mean THE MINORITY!  There were probably five men there out of 300 attendees.  It was a very different feeling.  I never felt out-of-place really, but I did feel outnumbered.  It was a little intimidating.  I finally felt what it must be like for women and minorities at a normal construction conference filled with mostly middle-aged, white men.

2.  I experienced bathroom discrimination for the first time.  I say that with tongue planted firmly in my cheek.  How many times do we men sail in and out of the bathroom at intermission or the seventh inning stretch while the line at the women’s bathroom snakes around the corner for miles?  There were so many women and so few men that they actually put a sign over the men’s restroom that said “WOMEN ONLY”.  I had to go down two floors to use the bathroom.  What a shift in perspective.  Women probably get really frustrated by those long lines and think to themselves, “When are the mostly male architects going to wake up and put in twice as many stalls in the women’s bathrooms?”

3.  Women interact differently than men, at least in construction and engineering.  Men will gather and greet with a cool and somewhat forced confidence.  The interactions are low-key and low energy and the topic of conversation is mostly about business.  When a large group of women interact, the energy is amazing!  It is palpable.  The room is buzzing!  They are animated and talking and exchanging business cards and discussing lots of different things, including non-business topics.

4.  Women have some of the same issues as men.  There are some difference such as childcare that are quite different for men and women, but what I took away was that the skills for a woman to be successful in the construction industry are exactly the same skills that men need.  It’s just in a different context and should be taught in a slightly different way to address their specific needs.  Leadership, presence, self-awareness, and emotional intelligence skills are at least a part of those success factors.  Individuals will likely just be working on different areas.

I look forward to more of these kinds of conferences and hope that other industry organizations will reach out and invite this group to the table.  They deserve a seat at that table.

Check out my ENR Viewpoint article on diversity:

CLICK HERE

Also, I am in the process of finishing up my latest online course on diversity and inclusion as part of the Total Leadership Library. Click here for more information on that.

 


Second 10 Rules for a Successful 2017

January 9, 2017

Man changing his mood

As I said last week, I predict that 2017 is going to be an amazing year for all of us.  I received such great response from the first 10 rules, I wanted to share the second 10 most common coaching notes that I give to folks in the AEC industry.  If you follow these rules, I can guarantee that your 2017 will be even more successful.

1.  Make your questions to statements ratio 3:1.  This will help you make the conversation about the other person.

2.  Practice “loving kindness” meditation every day.  This is a Buddhist thing.  For every person you encounter, in your mind, wish them happiness and send them loving kindness, especially those people who are making your life difficult.  You will be amazed at the result.

3.    Truly listen and understand instead of formulating the next thing you are going to say. This takes some practice, but is well worth it. Your relationships will flourish.

4.  Try this compassion exercise.  Think of someone you are having difficulty with, then make these statements with them in mind:  Just like me, this person has known loss.  Just like me, this person wants to be and do his/her best.  Just like me, this person wants to be connected with other human beings.  Just like me, this person has struggles.  Just like me, this person has weaknesses that may hold them back.  Just like me, this person wants the best outcome.  Just like me, this person is a flawed human being.  After this exercise, re-evaluate how you see this person.

5.  Never use logic to try and convince someone to think differently about their emotional response.  This never works.  Never.  Engineers are notorious for this.  You send an owner a change order request and he/she is furious.  So you naturally pull out plans and specs and the contract in order to show them the logic behind your change order request.  And they get more angry!  What’s that about?  You can’t logic your way out of an emotional response.  You have to address the emotion!

6.  Keep an eye on how you breathe.  Your mind goes as your breath goes.  Many of us restrict our breath through stress and tight clothing and use the top 25% to 33% of our lungs.  This reduces oxygenation of the blood and creates “chattering monkey brain” where you can’t turn your mind off.  Throughout your day, remind yourself to take deep, slow breaths and reset.  You will be amazed how your concentration and focus increases and you will feel much better with more energy at the end of the day.

7.  Don’t be afraid to ask.  Whatever it is you want from someone, you must ask if you are to receive it.  Whether it’s a raise, a position, a favor, etc, if you don’t ask, you will never receive it.  Tim Ferris has a great way to practice this.  Next time you get coffee, try to negotiate 10% off the price.

8.  Have a plan A, B, and C.  Plan A may be go to the gym daily.  Plan B may be to go to the gym three times per week.  Plan C may be to walk 10 to 20 minutes each day.  If you are all or nothing, then your progress will be sporadic.  If you did walk that 10 minutes each day, it would be much better than going to the gym for a week straight and doing nothing for the next two months.

9.  Put your phone down.  Our phones are actually addicting.  I mean physically addicting.  Dopamine is released during our phone sessions and oxytocin (the connection hormone) is released during our social media binges.  If you make it a habit to put your phone down and truly connect with others, you will be amazed at how great your life will become.  And don’t ever look at your phone while driving!

10.  Read a book a week.  Or if that’s too much, read a book every two weeks or a book a month.  Read fiction, non-fiction, novels, poetry, whatever you can get your hands on.  Your horizons will be expanded and your knowledge will be increased.  And new ideas and creative approaches come from all of those disparate ideas combining in your mind to form new ideas.  The more stuff floating around in there, the more chance you have of combining them into a new way of thinking or being.

If you want a deeper dive on many of these subjects, check out our Total Leadership Library!  All of our courses on emotional intelligence and critical people skills are now online.  Click here for more information.


Top 10 Rules for a Successful 2017

January 2, 2017

Man changing his mood

I predict that 2017 is going to be an amazing year for all of us.  I wanted to share some of the most common coaching notes that I give to folks in the AEC industry.  If you follow these rules, I can guarantee that your 2017 will be even more successful.

1.  Avoid the use of I, me and my in your conversations.  Minimize your self references.  This forces you to make it all about the other person. Also, make your questions to statements ratio 3:1.  Ask a lot of questions and listen!

2.  Avoid starting questions with the word “why”.  It sounds like an interrogation, and the other person will likely be put on the defensive.  Find a way to ask the same question with the other reporter questions:  what, where, when, how.  And “What the hell were you thinking?” doesn’t count.

3.    Beware of REF (Resting Engineer Face).  The most popular coaching note that I give is to simply smile.  I know it’s tough.  But it puts people at ease and opens them up.  It also reduces your stress.

4.  It’s not about the information.  It’s about making a connection with others.  Instead of a transaction, try to create a positive emotional experience.  Whether it is your spouse, your kids, or the person at the grocery store, this makes your encounters with others much more meaningful. Also note that you cannot logic your way out of an emotional response. Don’t even try.

5.  Try this empathy exercise:  Get rid of the kids for a while, sit your spouse down and ask them to tell you about their day.  You can’t offer any suggestions, comments, or criticisms.  You can’t tell them what they should have done.  All you have to do is listen and try to determine what emotions they were feeling throughout their day.  And that is the only comment you can offer:  “That must have made you feel . . . ”

6.  An old man told me before my wedding a sage piece of advice:  “You can be right or you can be happy.  And the choice is yours.”  Think about this one.  Many folks in the industry have a need to be right and they sacrifice relationships as a result.  Can you let some things go?

7.  Whenever anyone gives you advice or a comment or criticism, just say thanks.  Nothing else.  Just thanks.  Then, think about the advice.  And remember, if you meet ten asses throughout your day, then you are likely the one who is the ass.

8.  Build in personal reflection time EVERY DAY!  This can be prayer time, meditation time, quiet time, vision time or whatever you want to call it.  It doesn’t have to be long, but it should to be consistent.

9.  Lighten up.  Don’t take things so seriously.  This too shall pass.  In the movie Stripes, there is a soldier who tells everyone he will kill them for any minor infraction.  The Sergeant tells him,  “Lighten up, Francis!”

10.  Spend more time with your spouse, kids, and pets.  Check in with them often.  Don’t sacrifice you or your family for work.  Remember, when most people are on your death bed, they rarely if ever say, “Gosh, I wish I could have worked a little more!”

If you want a deeper dive, check out our Total Leadership Library!  All of our courses on emotional intelligence and critical people skills are now online.  Click here for more information.