As you probably know, for over 15 years the Six Seconds team has advocated for emotional intelligence as an essential ingredient for change.
The logical side is important — but unless we’re smarter with feelings, we join the 90% of change efforts that fail.
What I’ve noticed, though, is that despite a great deal of evidence, only a small percentage of leaders “buy” that. They express modest interest in emotional intelligence, they find it interesting, but they don’t see the value.
In contrast, in the last few years we’ve been talking about the VITAL SIGNS MODEL. This is a simple, clear way to talk about the people-side of performance.
What’s fascinating to me: The vast majority of leaders who see the Vital Signs Model immediately see it as valuable — not just interesting. We can then “walk down the road to EQ” easily — rather than trying to convince them, they see the need.
A typical process: We’ll use one of the Vital Signs tools, and leaders become more committed to the people-side of performance. Then, we say, “A powerful way to work on this problem is by developing emotional intelligence” and there is no pushback.
In other words, the, “that’s interesting but not a priority” reply is gone. Why?
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