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Emotion is an ever-present energy in the workplace. Harnessing this untapped resource in a positive way can have a tremendous impact on the reasoning side of business. The EQ Competence Framework includes 3 foundational areas: Attitude, Feeling, and Behavior. Within these lie three “Personal Intelligences” and three "Interpersonal Intelligences” which can also be thought of as competencies because all of these can be developed by anyone who chooses to develop them. PERSONAL INTELLIGENCE
INTERPERSONAL INTELLIGENCE
IQ has long been an important factor in the business world. However, when we look at the most successful leaders, we see more than IQ—we see EQ.
Know someone who needs to beef up their emotional intelligence muscle? With LEAP, the Leadership Acceleration Program, we work with managers/leaders on these very things.
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One step to predictable and enhanced team performance is understanding the common characteristics of teams that achieve exceptional results. Characteristics of an HP team:
One of the best models we’ve seen for creating HP teams is from a book called “The Five Dysfunctions of a Team” by Patrick Lencioni.  Know someone who needs help creating and sustaining high performing teams? LEAP the Leadership Acceleration Program is the answer!
 Delegating effectively is as much about getting more done as it is about empowering others and creating a high-performance organization. Delegating is often misunderstood and before we talk about the six steps to delegating effectively it is first important to understand what delegating is and what it is not. Delegating is about sharing work, sharing authority, and providing employee development. Delegating is not about dumping your workload on someone else, letting go of all responsibility, or assigning work and checking the box done - never checking back to ensure it was done and done well.
Once you have defined what you need to delegate, then you can follow these 6 steps to delegate effectively:
CAUTION: do not always delegate to your most senior staff; and don't not delegate to the “right” person because you think they are too busy or have too much on their plate already. Delegating effectively is one of the top 5 most consistently self-reported challenges that leaders struggle with. If you would like to know more about how LEAP the Leadership Acceleration Program can help you (or someone you know) become more effective at delegating, join us for an upcoming webinar.
 In traditional organizations managers set goals, make decisions, establish and manage the budget, set policies, control the flow of information, etc. In these organizations, managers are the “thinkers and planners” and employees are merely the “doers”. This sets up an attitude of compliance in the minds of the workers. People’s hearts are not in their work. They learn to get by, do the minimum and watch the clock.
In high-performance organizations, leaders recognize the value and potential of their human resources and want to get the most possible from them, so they create a culture and organizational design in which people participate in goal-setting, making decisions, and solving problems. People go beyond compliance to commitment in their motivation. They want to be part of the organization and are excited to contribute to its success and improvement. What do you think would happen if your employees truly felt and acted like partners in the business? What if they saw it as their business and not just your business? What would be the consequences? |
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AuthorLynda Silsbee is Founder and President of the Alliance for Leadership Acceleration. She has spent more than 30 years creating and leading high performance teams. Along with the other LEAP Certified Coaches, she reports that helping managers make the LEAP to leader is one of the most fulfilling aspects of her work. 
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