When we encounter new people at a party, we quickly diagnose them by placing tags on them, such as “approachable” or “standoffish.” This helps us quickly decide if we want to engage them in conversation.
By employing this mental shortcut, we fail to see a person’s good qualities. Nowhere is this clearer than in job interviews.A meta-analysis of data found there is little correlation between unstructured job interview success and job performance in new hires. The marks given to job candidates after a first date-type interview have little to do with how well those hired will actually perform on the job.
Nonetheless, companies are drawn to this interview format. Managers form impressions by asking questions they hope will ensure a person is a good fit:
• Does this candidate share my interests?
• How’s the chemistry between us?
• Is there a connection?
Managers value their intuition and think they have a refined ability to truly see and understand an applicant. They overestimate their ability to form objective opinions and underestimate their subconscious’ biases.Managers should, instead, forego unstructured interviews and focus on a candidate’s past experience and responses to hypothetical scenarios.
Are you working in a professional services firm or other organization where executive coaches are hired to provide interpersonal communication skills and leadership development for organizational leaders? Does your organization provide executive coaching to help leaders improve their interpersonal communication skills? Leaders at all levels need to improve their emotional intelligence and social intelligence skills.
One of the most powerful questions you can ask yourself is “Am I sometimes blind to evidence that contradicts my initial assessment of a person or situation. Emotionally intelligent and socially intelligent organizations, provide executive coaching and communications skills training for leaders who want to have fierce conversations and be fully engaged and happy at work.
Working with a seasoned executive coach and leadership consultant trained in emotional intelligence and incorporating assessments such as the Bar-On EQ-i CPI 260 and Denison Culture Survey can help you avoid bad business decisions and ensure sustainable business success. You can become a leader who models emotional intelligence and social intelligence, and who inspires people to become fully engaged with the vision, mission and strategy of your company or law firm.
About Dr. Maynard Brusman
Dr. Maynard Brusman is a consulting psychologist and executive coach. He is the president of Working Resources, a leadership consulting and executive coaching firm. We specialize in helping San Francisco Bay Area companies and law firms assess, select, coach, and retain emotionally intelligent leaders. Maynard is a highly sought-after speaker and workshop leader. He facilitates leadership retreats in Northern California and Costa Rica. The Society for Advancement of Consulting (SAC) awarded Dr. Maynard Brusman "Board Approved" designations in the specialties of Executive Coaching and Leadership Development.
For more information, please go to https://www.workingresources.com, write to firstname.lastname@example.org, or call 415-546-1252.
Subscribe to Working Resources Newsletter: https://www.workingresources.com
Visit Maynard's Blog: https://www.workingresourcesblog.com
Connect with me on these Social Media sites.