Executive Coaching San Francisco Bay Area

Rumors in the Workplace – Stop Unethical Gossip

Working Resources is a San Francisco Bay Area Firm Executive Coaching Helping  Companies Assess, Select, Coach and Retain Emotionally Intelligent Leaders; Strategic Talent Management; Leadership Development; Competency Modeling; Succession Management; and Leadership & Team Building Retreats

Dr. Maynard Brusman
Consulting Psychologist and Executive Coach

Rumors in the Workplace

Always aim at complete harmony of thought and word and deed. Always aim at purifying your thoughts and everything will be well – Mahatma Gandhi

I recently spoke with the VP of Human Resources of a San Francisco Bay Area company regarding providing executive coaching for the company CEO. She asked some very insightful questions to determine fit. She specifically wanted to know how I worked with different personality styles, and my methods for initiating changes in thinking and behavior.

The VP of HR and I spoke about my approach to coaching, and my belief that possessing a psychological understanding of human behavior based on neuroscience and business acumen are important competencies for coaching executives. We also spoke of the need for her organization to create a culture where innovation and creativity flourishes.

The VP of HR is interested in partnering with me in helping create a collaborative and emotionally intelligent corporate culture based on openness and respect. We further discussed how company executives can benefit by working with a seasoned executive coach.

Ethical Behavior

Every day all of us face ethical dilemmas. Ethics has to do with our conduct and character. Some people call character the collection of our daily habits, the things we do without thinking. But ethics really has to do with making conscious behavior choices. In any situation, we have to decide what the best action to take is.

We must ask ourselves, "What is the right thing to do?" How we make that decision determines what kind of person we are. If you operate under the “Ethics of Care” system, and you care about human beings, gossip is unethical, gossip hurts people.

Gossip

In today's world, individuals can make a single decision that can have a profoundly positive or negative effect on their family, their employer, coworkers, a nation, and even on the entire world. The life we lead reflects the strength of a single trait: our personal character. Personal ethics are different for each person but for the most part, people want to be known as a good person, someone who can be trusted. Most people are concerned about their relationships and personal reputations."

When a person hears gossip about someone else, whether they personally know that person or not, they form an image of the person in their mind. This damages the talked about person’s reputation. If the listener were to hear something else about the person or meet them, the gossip almost always comes back to mind.

Gossip consumes society. Just think about all the stories that you read on the internet.  Many of the stories are simply not true. Society balances itself through the honest exchange of ideas, but when exaggeration, misrepresentation, slander, and misuse of the internet come into play, gossip becomes a malicious exchange.

Is there a time in your life when someone had gossiped or spread rumors about you? How did you feel when that happened? After that, would you then gossip or talk about someone else? As a society we need to end unethical gossip. None of us need or deserve judgment.

Are you working in a company where executive coaches provide leadership development for emotionally intelligent leaders? Does your organization provide executive coaching for leaders? Sustainable leaders tap into their emotional intelligence and social intelligence skills to create a more compelling future.

One of the most powerful questions you can ask yourself is “What should be done about gossip and spreading rumors at work?” Emotionally intelligent and socially intelligent organizations provide executive coaching as part of their leadership development programs.

Working with a seasoned cognitive 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 leaders end unethical gossip in the workplace. 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.

About Dr. Maynard Brusman

Dr. Maynard Brusman is a consulting psychologist, executive coach and trusted advisor to senior leadership teams. 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 http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.

Subscribe to Working Resources Newsletter: http://www.workingresources.com
Visit Maynard's Blog: http://www.workingresourcesblog.com  

Connect with me on these Social Media sites.
http://twitter.com/drbrusman
http://www.facebook.com/maynardbrusman
http://www.linkedin.com/in/maynardbrusman
http://www.youtube.com/user/maynardbrusman

 

 

Emotional Intelligence and Empathy - In Your Customers’ Shoes

Working Resources is a  San Francisco Bay Area Executive Coaching and Leadership Development Firm Helping Innovative Companies and Law Firms Assess, Select, Coach, Engage  and Retain Emotionally Intelligent Leaders; Executive Coaching; Leadership Development; Performance-Based Interviewing; Competency Modeling; Succession Management; Culture Change; Career Coaching and Leadership & Team Building Retreats

 

Emotional Intelligence and Empathy

I recently met with the director of human resources at a Silicon Valley company regarding providing executive coaching for the company’s CEO. The director of human resources asked some very insightful questions to determine whether we were a good fit. She specifically wanted to know how I worked with different personality styles, and my methods for initiating behavior change. She was very interested in my executive coaching work with helping their senior leadership creating a more empathic organization.

The director of human resources and I spoke about my approach to coaching, and my belief that possessing a psychological understanding of human behavior and specifically empathy are important leadership competencies. We also spoke of the need for her organization to work with a management consultant to help their company create a culture where creativity and innovation thrives.

The director of human resources is interested in partnering with me in helping their CEO become more emotionally intelligent and empathic. We further discussed how other company executives could benefit by working with a seasoned executive coach.

The more an organization can understand and empathize with the key motivators of their employees and customers, the more likely that organization will have sustainable success. ~ Chip Conley, author of Peak: How Great Companies Get Their Mojo from Maslow

As we cope with the daily challenges of an increasingly fast-paced world, we need to reclaim our basic empathy abilities, which often get lost in the shuffle of stultifying business routines. Organizations can learn to become empathic to forge connections with customers and employees.

In Your Customers’ Shoes

Modern technological improvements in data-mining provide strategic plans, sales forecasts and manufacturing reports. Companies become so dependent on these models that they can lose touch with reality.

Firms use all of this information to create maps—market segmentations, research reports—of how customers use their products. But these maps are poor substitutes for actual human contact. Many managers make critical decisions based on numbers, without any personal feeling for the people they serve. They fail to spot new opportunities and innovative solutions for customers.

Nike has built an entire culture that celebrates the potential for athletic greatness in each of us. The company’s headquarters resemble an athletic center; its employees take breaks for running, basketball and soccer games. The people who develop running shoes are usually runners themselves. They possess a basic intuition that cannot be captured in any market report.

Other major companies have learned the value of empathy:

• IBM helps customers keep their information technology up and running by staying as close to them as possible.
• Microsoft succeeded with the Xbox because it was designed for gamers by developers who love games.
• Apple makes computers, iPhones, iPads and iPods for people who covet cool, easy-to-use products. The company’s organizational culture reflects its customers’ lifestyles.

Business happens on the street, in stores and in homes. When companies have a real connection with end users, they come up with better product designs. Harnessing the power of empathy closes the gap between abstract data and reality.

Consumers don’t buy goods based on demographics. Nobody, for example, opens his wallet because he’s a 25- to 30-year-old white male with a college degree. As people go about their daily lives, problems arise that beg for solutions. Consumers are willing to spend money on solutions that will get the job done. Your ability to empathize with them and anticipate their needs determines whether your product or service will sink or swim in the marketplace.

It’s worth noting that Sony cofounder Akio Morita and Apple’s Steve Jobs were famous for never commissioning market research. Instead, they’d just walk around the world watching what people did. They put themselves in their future customers’ shoes.

Are you working in a professional services firm or other organization where executive coaches provide leadership development to help leaders become more empathic? Does your organization provide executive coaching for leaders who need to learn how to develop more empathy? Enlightened leaders tap into their emotional intelligence and social intelligence skills to create a more fulfilling future.

One of the most powerful questions you can ask yourself is “Does my company value empathy as a core emotional intelligence competency for leaders and employees?” Emotionally intelligent and socially intelligent organizations provide executive coaching to help leaders restore their energy and commitment.

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 leaders build high performance organizations where empathy in business is a virtue. 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.

About Dr. Maynard Brusman

Dr. Maynard Brusman is a consulting psychologist, executive coach and trusted advisor to senior leadership teams. He is the president of Working Resources, an  executive coaching and leadership development 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 http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.

Subscribe to Working Resources Newsletter: http://www.workingresources.com
Visit Maynard's Blog: http://www.workingresourcesblog.com  

Connect with me on these Social Media sites.
http://twitter.com/drbrusman
http://www.facebook.com/maynardbrusman
http://www.linkedin.com/in/maynardbrusman
http://www.youtube.com/user/maynardbrusman

 

Emotional Intelligence and Empathy - Inside the Empathic Organization

Working Resources is a  San Francisco Bay Area Executive Coaching and Leadership Development Firm Helping Innovative Companies and Law Firms Assess, Select, Coach, Engage  and Retain Emotionally Intelligent Leaders; Executive Coaching; Leadership Development; Performance-Based Interviewing; Competency Modeling; Succession Management; Culture Change; Career Coaching and Leadership & Team Building Retreats

Emotional Intelligence and Empathy

I recently spoke with the director of human resources at a Silicon Valley company regarding providing executive coaching for their senior leadership team. The director of human resources asked some very insightful questions to determine whether we were a good fit. She specifically wanted to know how I worked with different personality styles, and my methods for initiating behavior change. She was very interested in my executive coaching work with helping their senior leadership creating a more empathic organization.

The director of human resources and I spoke about my approach to coaching, and my belief that possessing a psychological understanding of human behavior and specifically empathy are important leadership competencies. We also spoke of the need for her organization to work with a management consultant to help their company create a culture where creativity and innovation thrives.

The director of human resources is interested in partnering with me in helping their leaders become more emotionally intelligent and empathic. We further discussed how other company executives could benefit by working with a seasoned executive coach.

The more an organization can understand and empathize with the key motivators of their employees and customers, the more likely that organization will have sustainable success. ~ Chip Conley, author of Peak: How Great Companies Get Their Mojo from Maslow

In an uncertain economy, empathy may seem like a soft business skill. It can, however, serve as a catalyst for new growth, innovation and employee engagement, all of which drive profits and long-term results.

The more an organization demonstrates care for its customers and employees, the greater the potential for uninterrupted growth, higher profits, improved products and happier employees. Empathy may, in fact, be the most underappreciated and overlooked strategic business tactic.

 “Companies prosper when they tap into a power that every one of us already has—the ability to reach outside of ourselves and connect with other people,” writes Stanford University Adjunct Professor Dev Patnaik in Wired to Care: How Companies Prosper When They Create Widespread Empathy.

Inside the Empathic Organization

Professor Patnaik has created the term “Open Empathy Organizations” for those that encourage employees to focus on empathy as part of the company mission. Success requires employees at all levels to be genuinely interested in other people, and there must be multiple ways for them to interact.

Open Empathy Organizations also provide ways for employees to buy and use the company’s products and services. Netflix gives DVD players and free subscriptions to employees, who can learn firsthand how customers experience the company.

Similarly, gardening giant Smith & Hawken boasts a large garden at its company headquarters. Leaders encourage employees to plant and tend to crops, while familiarizing themselves with the company’s products. At such empathic companies, employees begin to understand how their work plays a positive role in their customers’ lives. Staffers become more attached to the results they see at work.

Employees perform at optimum levels when they know they make a difference. When they are encouraged to demonstrate care for customers, they become more engaged and energized.

Are you working in a professional services firm or other organization where executive coaches provide leadership development to help leaders become more empathic? Does your organization provide executive coaching for leaders who need to learn how to develop more empathy? Enlightened leaders tap into their emotional intelligence and social intelligence skills to create a more fulfilling future.

One of the most powerful questions you can ask yourself is “Am I a leader who models empathy?” Emotionally intelligent and socially intelligent organizations provide executive coaching to help leaders increase empathy in their organization.

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 leaders build high performance organizations where empathy in business is a virtue. 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.

About Dr. Maynard Brusman

Dr. Maynard Brusman is a consulting psychologist, executive coach and trusted advisor to senior leadership teams. He is the president of Working Resources, an  executive coaching and leadership development 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 http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.

Subscribe to Working Resources Newsletter: http://www.workingresources.com
Visit Maynard's Blog: http://www.workingresourcesblog.com  

Connect with me on these Social Media sites.
http://twitter.com/drbrusman
http://www.facebook.com/maynardbrusman
http://www.linkedin.com/in/maynardbrusman
http://www.youtube.com/user/maynardbrusman

 

 

The Business Case for Empathy

Working Resources is a  San Francisco Bay Area Executive Coaching and Leadership Development Firm Helping Innovative Companies and Law Firms Assess, Select, Coach, Engage  and Retain Emotionally Intelligent Leaders; Executive Coaching; Leadership Development; Performance-Based Interviewing; Competency Modeling; Succession Management; Culture Change; Career Coaching and Leadership & Team Building Retreats

 

The Business Case for Empathy

I recently spoke with the director of human resources at a San Francisco Bay Area company regarding providing executive coaching for the company’s CEO. The director of human resources asked some very insightful questions to determine whether we were a good fit. She specifically wanted to know how I worked with different personality styles, and my methods for initiating behavior change. She was very interested in my executive coaching work with helping their senior leadership creating a more empathic organization.

The director of human resources and I spoke about my approach to coaching, and my belief that possessing a psychological understanding of human behavior and specifically empathy are important leadership competencies. We also spoke of the need for her organization to work with a management consultant to help their company create a culture where creativity and innovation thrives.

The director of human resources is interested in partnering with me in helping their CEO become more emotionally intelligent and empathic. We further discussed how other company executives could benefit by working with a seasoned executive coach.

In an uncertain economy, empathy may seem like a soft business skill. It can, however, serve as a catalyst for new growth, innovation and employee engagement, all of which drive profits and long-term results.

“Companies prosper when they tap into a power that every one of us already has—the ability to reach outside of ourselves and connect with other people,” writes Stanford University Adjunct Professor Dev Patnaik in Wired to Care: How Companies Prosper When They Create Widespread Empathy. Most organizations over-rely on data, to the exclusion of face-to-face customer contact. It’s important to remember that we are intrinsically social animals, with an innate ability to sense what others are thinking and feeling.

If you stay in touch with colleagues and customers, you’ll have a better sense of what’s going on in the world. You’ll also surpass competitors at spotting new opportunities.

In Your Customers’ Shoes

Modern technological improvements in data-mining provide strategic plans, sales forecasts and manufacturing reports. Companies become so dependent on these models that they can lose touch with reality.

Firms use all of this information to create maps—market segmentations, research reports—of how customers use their products. But these maps are poor substitutes for actual human contact. Many managers make critical decisions based on numbers, without any personal feeling for the people they serve. They fail to spot new opportunities and innovative solutions for customers.

Nike has built an entire culture that celebrates the potential for athletic greatness in each of us. The company’s headquarters resemble an athletic center; its employees take breaks for running, basketball and soccer games. The people who develop running shoes are usually runners themselves. They possess a basic intuition that cannot be captured in any market report.

Harley-Davidson’s office is a shrine to the motorcycle culture the company helped create. Offices display photos, memorabilia and banners from rallies. Customers and employees ride together. Engineers, accountants and administrative staff acquire an intuitive understanding of the customers who buy their products.

Harley-Davidson’s leaders mandate that company executives spend measurable time on the streets with motorcycle riders. While many employees don’t ride, the company nonetheless instills its lifestyle and values.

Other major companies have learned the value of empathy:

• IBM helps customers keep their information technology up and running by staying as close to them as possible.
• Microsoft succeeded with the Xbox because it was designed for gamers by developers who love games.
• Apple makes computers, iPhones, iPads and iPods for people who covet cool, easy-to-use products. The company’s organizational culture reflects its customers’ lifestyles.

Business happens on the street, in stores and in homes. When companies have a real connection with end users, they come up with better product designs.

The Way Things Used to Be

Overly simplified, abstract information often carries authority inside organizations. Knowing and understanding your customers is the antidote.

Harley Davidson gets it right once again. The company hires fans and publicizes its connection with consumers. Leaders work hard to stay in touch with consumers’ changing needs.

This is the way business used to be conducted two centuries ago. For thousands of years, craftsmen made things for people they knew. Tailors, cobblers and other tradesmen understood what their customers wanted.

This approach ended with the Industrial Revolution. As more goods were mass-produced in factories, suppliers and consumers experienced a growing rift—one that we’ve been struggling to repair ever since.

Connecting through Social Media

Despite living in an age where technology has made always-on data connections ubiquitous, we are more disconnected from the people we impact than at any other time in history. Even with the proliferation of social-media sites, we continue to miss opportunities for genuine dialogue.

Fortunately, many companies are changing this. They know their customers crave the ability to provide immediate input on specific products and services. Consumers prefer to buy products from businesses that know and care about customers’ needs. Managers and front-line employees must listen empathically to what consumers have to say. When managed properly, social-media sites allow open communication.

A 2011 study conducted by Parasole Restaurant Holdings and newBrandAnalytics found what consumers say online increases staff ownership of the employee/customer relationship.

Indeed, technology can actually enrich relationships between customers and employees. But it requires commitment from senior managers, who must:

1. Affirm their commitment to active, empathic involvement with customers
2. Understand the ways in which current procedures and systems mediate interactions with customers
3. Promote the deployment of social networks and other technologies to help customers tell their stories
4. Encourage and enable workers and managers to hear them

Inside the Empathic Organization

Professor Patnaik has created the term “Open Empathy Organizations” for those that encourage employees to focus on empathy as part of the company mission. Success requires employees at all levels to be genuinely interested in other people, and there must be multiple ways for them to interact.

Open Empathy Organizations also provide ways for employees to buy and use the company’s products and services. Netflix gives DVD players and free subscriptions to employees, who can learn firsthand how customers experience the company.

Gardening giant Smith & Hawken, for example, boasts a large garden at its company headquarters. Leaders encourage employees to plant and tend to crops, while familiarizing themselves with the company’s products.

At such empathic companies, employees begin to understand how their work plays a positive role in their customers’ lives. Staffers become more attached to the results they see at work.

Employees perform at optimum levels when they know they make a difference. When they are encouraged to demonstrate care for customers, they become more engaged and energized.

Are you working in a professional services firm or other organization where executive coaches provide leadership development to help leaders become more empathetic? Does your organization provide executive coaching for leaders who need to learn how to develop more empathy? Enlightened leaders tap into their emotional intelligence and social intelligence skills to create a more fulfilling future.

One of the most powerful questions you can ask yourself is “How empathetic am I?” Emotionally intelligent and socially intelligent organizations provide executive coaching to help leaders restore their energy and commitment.

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 leaders build high performance organizations where empathy in business is a virtue. 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, executive coach and trusted advisor to senior leadership teams. He is the president of Working Resources, an  executive coaching and leadership development 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 http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.

Subscribe to Working Resources Newsletter: http://www.workingresources.com
Visit Maynard's Blog: http://www.workingresourcesblog.com  

Connect with me on these Social Media sites.
http://twitter.com/drbrusman
http://www.facebook.com/maynardbrusman
http://www.linkedin.com/in/maynardbrusman
http://www.youtube.com/user/maynardbrusman

 

 

Creating The Business Case for Empathy - When a Company Lacks Empathy

Working Resources is a  San Francisco Bay Area Executive Coaching and Leadership Development Firm Helping Innovative Companies and Law Firms Assess, Select, Coach, Engage  and Retain Emotionally Intelligent Leaders; Executive Coaching; Leadership Development; Performance-Based Interviewing; Competency Modeling; Succession Management; Culture Change; Career Coaching and Leadership & Team Building Retreats

 

The Business Case for Empathy

I recently spoke with the director of human resources at a San Francisco Bay Area company regarding providing executive coaching for the company’s CEO. The director of human resources asked some very insightful questions to determine whether we were a good fit. She specifically wanted to know how I worked with different personality styles, and my methods for initiating behavior change. She was very interested in my executive coaching work with helping their senior leadership creating a more empathic organization.

The director of human resources and I spoke about my approach to coaching, and my belief that possessing a psychological understanding of human behavior and specifically empathy are important leadership competencies. We also spoke of the need for her organization to work with a management consultant to help their company create a culture where creativity and innovation thrives.

The director of human resources is interested in partnering with me in helping their CEO become more emotionally intelligent and empathic. We further discussed how other company executives could benefit by working with a seasoned executive coach.

Empathy at Work

In an uncertain economy, empathy may seem like a soft business skill. It can, however, serve as a catalyst for new growth, innovation and employee engagement, all of which drive profits and long-term results.

The more an organization can understand and empathize with the key motivators of their employees and customers, the more likely that organization will have sustainable success. ~ Chip Conley, author of Peak: How Great Companies Get Their Mojo from Maslow

In an uncertain economy, empathy may seem like a soft business skill. It can, however, serve as a catalyst for new growth, innovation and employee engagement, all of which drive profits and long-term results.

The more an organization demonstrates care for its customers and employees, the greater the potential for uninterrupted growth, higher profits, improved products and happier employees. Empathy may, in fact, be the most underappreciated and overlooked strategic business tactic.

When a Company Lacks Empathy

Some business executives dismiss the need for empathy, favoring the more concrete and defensible virtues of rational analysis. They have a point. So did Blockbuster executives when faced with Netflix’s debut.

Blockbuster witnessed Netflix’s dramatic growth in the very early 2000s and chose to do nothing. Company leaders saw the world from a solitary vantage point: atop a $6 billion business with 60% margins, tens of thousands of employees and a thriving nationwide retail chain.

Blockbuster’s management team certainly didn’t view the world from its customers’ perspective: late fees that drove renters up the wall, a limited range of movies that eschewed anything that wasn’t a new release.

Netflix’s ultimate market domination is a cautionary tale for other complacent companies. The Blockbusters of the world go belly up because they sell what they want to sell—not what their customers want to buy.

Empathy helps companies stay grounded. Face-to-face encounters with the people you serve provide context for market research and other data.

Are you working in a professional services firm or other organization where executive coaches provide leadership development to help leaders become more empathetic? Does your organization provide executive coaching for leaders who need to learn how to develop more empathy? Enlightened leaders tap into their emotional intelligence and social intelligence skills to create a more fulfilling future.

One of the most powerful questions you can ask yourself is “How empathetic am I?” Emotionally intelligent and socially intelligent organizations provide executive coaching to help leaders restore their energy and commitment.

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 leaders build high performance organizations where empathy in business is a virtue. 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, executive coach and trusted advisor to senior leadership teams. He is the president of Working Resources, an  executive coaching and leadership development 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 http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.

Subscribe to Working Resources Newsletter: http://www.workingresources.com
Visit Maynard's Blog: http://www.workingresourcesblog.com  

Connect with me on these Social Media sites.
http://twitter.com/drbrusman
http://www.facebook.com/maynardbrusman
http://www.linkedin.com/in/maynardbrusman
http://www.youtube.com/user/maynardbrusman

 

 

How to Develop Emotional Intelligence (EI)

Working Resources is a San Francisco Bay Area  Executive Coaching Firm Helping Innovative Companies and Law Firms Assess, Select, Coach, Engage  and Retain Emotionally Intelligent Leaders; Executive Coaching; Leadership Development; Performance-Based Interviewing; Competency Modeling; Succession Management; Culture Change; Career Coaching and Leadership Retreats

Dr. Maynard Brusman
Consulting Psychologist and Executive Coach
Trusted Advisor to Senior Leadership Teams

 

How to Develop Emotional Intelligence (EI)

I recently spoke with the director of human resources a San Francisco Bay Area company regarding providing executive coaching for the company’s CEO. The director of human resources asked some very insightful questions to determine whether we were a good fit. She specifically wanted to know how I worked with different personality styles, and my methods for initiating behavior change. She was very interested in my executive coaching work with helping CEO’s improve their emotional intelligence and the link to leadership.

The director of human resources and I spoke about my approach to coaching, and my belief that possessing a psychological understanding of human behavior and business acumen are important competencies for coaching executives. We also spoke of the need for her organization to work with a management consultant to help their company create a culture where creativity and innovation thrives.

The director of human resources is interested in partnering with me in helping their CEO become more emotionally intelligent and inspirational. We further discussed how other company executives could benefit by working with a seasoned executive coach.

Emotional Intelligence, IQ and Personality Are Different

Emotional intelligence taps into a fundamental element of human behavior that is distinct from your intellect. There is no connection between IQ and emotional intelligence. Intelligence is your ability to learn, as well as retrieve and apply knowledge.

Emotional intelligence is a flexible set of skills that can be acquired and improved with practice. While some people are naturally more emotionally intelligent than others, you can develop high emotional intelligence even if you aren’t born with it.

Personality is the stable “style” that defines each of us. It’s the result of hard-wired preferences, such as the inclination toward introversion or extroversion. IQ, emotional intelligence and personality each cover unique ground and help explain what makes us tick.

EI and Income

You can be a top performer without emotional intelligence, but it’s rare. People with a high degree of EI make more money—an average of $29,000 more per year than those with low EI.

The link between emotional intelligence and earnings is so well founded that every point increase in EI adds $1,300 to one’s annual salary. These findings hold true for people in all industries, at all levels, in every region of the world.

Ethical Failures

The news media have highlighted numerous cases involving failed CEOs derailed by their low EI. Press coverage has prompted boards to become more sensitive to this leadership trait.

You’re prone to ethical failures if you overestimate your intelligence and believe you’ll never get caught. Arrogance distorts your capacity to read situations accurately.

In a recent Wall Street Journal article, neurosciences journalist Jonah Lehrer discusses the contradiction of power — essentially, how nice people can change when they assume positions of authority.

“People in power tend to reliably overestimate their moral virtue, which leads them to stifle oversight,” he writes. “They lobby against regulators, and fill corporate boards with their friends. The end result is sometimes power at its most dangerous.”

How to Develop EI

Research by Daniel Goleman and other experts supports the view that EI can be learned, and it seems to rise with age and maturity.

In 2005, TalentSmart measured the EI of 3,000 top executives in China. The Chinese leaders scored, on average, 15 points higher than American executives in self-management and relationship management. To compete globally, the United States must pay attention to emotional competencies.

Developing your EI skills is not something you learn in school or by reading a book. It takes training, practice and reinforcement. The first step is measurement, through behavioral-based interviews and 360-degree feedback.

Executives with little experience in receiving feedback can find this approach somewhat threatening. Try to conquer your fears, as the process brings needed attention to gaps and development opportunities. It may be best to work with an executive coach.

Remember: Your emotional state and actions affect how others feel and perform. This trickle-down effect contributes to — or sabotages — your organization’s well-being.

Are you working in a professional services firm or other organization where executive coaches provide leadership development to develop emotionally intelligent leaders? Does your organization provide executive coaching for leaders who need to increase their emotional intelligence and social intelligence? Enlightened leaders tap into their emotional intelligence and social intelligence skills to create a more fulfilling future.

One of the most powerful questions you can ask yourself is “How can I improve my emotional intelligence and leadership skills?” Emotionally intelligent and socially intelligent organizations provide executive coaching as part of their transformational peak performance leadership development program.

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 leaders develop their emotional intelligence. 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, executive coach and trusted advisor to senior leadership teams. 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 http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.

Subscribe to Working Resources Newsletter: http://www.workingresources.com
Visit Maynard's Blog: http://www.workingresourcesblog.com  

Connect with me on these Social Media sites.
http://twitter.com/drbrusman
http://www.facebook.com/maynardbrusman
http://www.linkedin.com/in/maynardbrusman
http://www.youtube.com/user/maynardbrusman

 

Why CEOs Score Low in Emotional Intelligence (EI)

Working Resources is a San Francisco Bay Area  Executive Coaching Firm Helping Innovative Companies and Law Firms Assess, Select, Coach, Engage  and Retain Emotionally Intelligent Leaders; Executive Coaching; Leadership Development; Performance-Based Interviewing; Competency Modeling; Succession Management; Culture Change; Career Coaching and Leadership Retreats

Dr. Maynard Brusman
Consulting Psychologist and Executive Coach
Trusted Advisor to Senior Leadership Teams

 

Why CEOs Score Low in Emotional Intelligence (EI)

I recently spoke with the VP of Human Resources of a San Francisco Bay Area company regarding providing executive coaching for the company’s CEO. The VP of HR asked some very insightful questions to determine whether we were a good fit. She specifically wanted to know how I worked with different personality styles, and my methods for initiating behavior change. She was very interested in my executive coaching work with helping CEO’s improve their emotional intelligence and the link to leadership.

The VP of HR and I spoke about my approach to coaching, and my belief that possessing a psychological understanding of human behavior and business acumen are important competencies for coaching executives. We also spoke of the need for her organization to work with a management consultant to help their company create a culture where creativity and innovation thrives.

The VP of Human Resources is interested in partnering with me in helping their CEO become more emotionally intelligent and inspirational. We further discussed how other company executives could benefit by working with a seasoned executive coach.

CEOs Score Low EI

Measures of EI in half a million senior executives, managers and employees across industries, on six continents, reveal some interesting data. Scores climb with titles, from the bottom of the ladder upward toward middle management, where EI peaks. Mid-managers have the highest EI scores in the workforce. After that, EI scores plummet.

Because leaders achieve organizational goals through others, you may assume they have the best people skills. Wrong! CEOs, on average, have the lowest workplace EI scores.

Too many leaders are promoted for their technical knowledge, discrete achievements and seniority, rather than for their skills in managing and influencing others. Once they reach the top, they actually spend less time interacting with staff.

But achieving goals—and high performance—is only part of the formula for leadership success. Great leaders excel at relationship management, influencing people because they’re skilled in forming alliances and persuading others.

EI has a direct bearing on corporate reputation. Boards of directors recognize how it affects stock prices, media coverage, public opinion and a leader’s viability. Look at any corporate disaster or scandal. If leaders cannot genuinely express empathy, it’s that much harder for them to garner trust and support.

A 2001 study by Dr. Fabio Sala (www.eiconsortium.org) demonstrates that senior-level employees are more likely to have inflated views of their EI competencies and less congruence with others’ perceptions.

Sala proposes two explanations for these findings:

1. It’s lonely at the top. Senior executives have fewer opportunities for feedback.
2. People are less inclined to give constructive feedback to more senior colleagues.

Nonetheless, EI’s effect on business performance and senior employees’ grandiosity highlight the need for well-executed performance management systems that measure emotional competencies.

Are you working in a professional services firm or other organization where executive coaches provide leadership development to develop emotionally intelligent leaders? Does your organization provide executive coaching for leaders who need to increase their emotional intelligence and social intelligence? Enlightened leaders tap into their emotional intelligence and social intelligence skills to create a more fulfilling future.

One of the most powerful questions you can ask is “How emotional intelligent is our CEO?” Emotionally intelligent and socially intelligent organizations provide executive coaching as part of their transformational peak performance leadership development program.

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 leaders develop their emotional intelligence. 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, executive coach and trusted advisor to senior leadership teams. 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 http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.

Subscribe to Working Resources Newsletter: http://www.workingresources.com
Visit Maynard's Blog: http://www.workingresourcesblog.com  

Connect with me on these Social Media sites.
http://twitter.com/drbrusman
http://www.facebook.com/maynardbrusman
http://www.linkedin.com/in/maynardbrusman
http://www.youtube.com/user/maynardbrusman

 

Emotional Intelligence (EI) and Leadership

Working Resources is a San Francisco Bay Area  Executive Coaching Firm Helping Innovative Companies and Law Firms Assess, Select, Coach, Engage  and Retain Emotionally Intelligent Leaders; Executive Coaching; Leadership Development; Performance-Based Interviewing; Competency Modeling; Succession Management; Culture Change; Career Coaching and Leadership Retreats

Dr. Maynard Brusman
Consulting Psychologist and Executive Coach
Trusted Advisor to Senior Leadership Teams

 

Emotional Intelligence (EI) and Leadership

I recently spoke with the VP of Human Resources of a San Francisco Bay Area company regarding providing executive coaching for several of the company’s high performing leaders. The VP of HR asked some very powerful questions to determine whether we were a good fit. She specifically wanted to know how I worked with different personality styles, and my methods for initiating behavior change. She was very interested in my executive coaching work with emotional intelligence and the link to leadership.

The VP of HR and I spoke about my approach to coaching, and my belief that possessing a psychological understanding of human behavior and business acumen are important competencies for coaching executives. We also spoke of the need for her organization to create a culture where innovation thrives.

The VP of Human Resources is interested in partnering with me in helping their leaders become more emotionally intelligent and inspirational. We further discussed how company executives can benefit by working with a seasoned executive coach.

EI and Leadership

As a leader, you set the emotional tone that others follow. Our brains are hardwired to cue in (both consciously and unconsciously) to others’ emotional states. This is particularly true for leaders. People want to know how a leader feels and will synchronize with authorities they trust.

The emotional tone that permeates your organization starts with you as a leader, and it depends entirely on your EI. When employees feel upbeat, they’ll go the extra mile to please customers. There’s a predictable business result: For every 1% improvement in the service climate, there’s a 2% increase in revenue.

The table that follows, provided by TalentSmart’s Dr. Travis Bradbury, contrasts the behaviors of high-EI vs. low-EI leaders:

 

Leaders with Low EI	Leaders with High EI
Sound off even when it won’t help	Only speak out when doing so helps the situation
Brush off people when bothered	Keep lines of communication open, even when frustrated
Deny that emotions impact their thinking	Recognize when other people are affecting their emotional state
Get defensive when challenged	Are open to feedback
Focus only on tasks and ignore the person	Show others they care about them
Are oblivious to unspoken tension	Accurately pick up on the room’s mood

 

Are you working in a professional services firm or other organization where executive coaches provide leadership development to grow emotionally intelligent leaders? Does your organization provide executive coaching for leaders who need to increase their emotional intelligence and social intelligence? Enlightened leaders tap into their emotional intelligence and social intelligence skills to create a more fulfilling future.

One of the most powerful questions you can ask yourself is “How does emotional intelligence improve my leadership capability?” Emotionally intelligent and socially intelligent organizations provide executive coaching as part of their transformational peak performance leadership development program.

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 enhance your emotional intelligence skills. 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, executive coach and trusted advisor to senior leadership teams. 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 http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.

Subscribe to Working Resources Newsletter: http://www.workingresources.com
Visit Maynard's Blog: http://www.workingresourcesblog.com  

Connect with me on these Social Media sites.
http://twitter.com/drbrusman
http://www.facebook.com/maynardbrusman
http://www.linkedin.com/in/maynardbrusman
http://www.youtube.com/user/maynardbrusman

 

What is Emotional Intelligence?

Working Resources is a San Francisco Bay Area  Executive Coaching Firm Helping Innovative Companies and Law Firms Assess, Select, Coach, Engage  and Retain Emotionally Intelligent Leaders; Executive Coaching; Leadership Development; Performance-Based Interviewing; Competency Modeling; Succession Management; Culture Change; Career Coaching and Leadership Retreats

Dr. Maynard Brusman
Consulting Psychologist and Executive Coach
Trusted Advisor to Senior Leadership Teams

 

What is Emotional Intelligence?

I recently spoke with the VP of Human Resources of a San Francisco Bay Area company regarding providing executive coaching for several of the company’s high performing leaders. The VP of HR asked some very pertinent questions to determine fit. She specifically wanted to know how I worked with different personality styles, and my methods for initiating behavior change. She was very interested in my executive coaching work with emotional intelligence and the link to leadership.

The VP of HR and I spoke about my approach to coaching, and my belief that possessing a psychological understanding of human behavior and business acumen are important competencies for coaching executives. We also spoke of the need for her organization to create a culture where innovation thrives.

The VP of Human Resources is interested in partnering with me in helping their leaders become more emotionally intelligent and inspirational. We further discussed how company executives can benefit by working with a seasoned executive coach.

The Emotional Brain

The brain’s wiring makes us emotional creatures. Our first reaction to any event is always emotional. We have no control over this part of the process. We can, however, control the thoughts that follow an emotion, how we react, and what we say and do.

Your reactions are shaped by your personal history, which includes your experiences in similar situations and your personality style. When you develop your emotional intelligence, you’ll learn to spot emotional triggers and practice productive responses.

Defining Emotional Intelligence

EI is your ability to recognize and understand emotions in yourself and others, and your ability to use this awareness to manage your behavior and relationships. It affects how you manage behavior, navigate social complexities and make personal decisions that achieve positive results.

EI is composed of four core skills that are paired under two primary competencies: personal and social.

Emotional Intelligence	What I See	What I Do
Personal Competence	Self-awareness	Self-management
Social Competence	Social Awareness	Relationship Management

 

Personal competence includes self-awareness and self-management skills that focus on your interactions with other people.

• Self-Awareness is your ability to perceive your emotions accurately and be aware of them as they happen.
• Self-Management is your ability to use awareness of your emotions to be flexible and positively direct your behavior.

Social competence is your ability to understand other people’s moods, behavior and motives to improve the quality of your relationships.

• Social Awareness is your ability to accurately pick up on other people’s emotions and understand what’s really going on.
• Relationship Management is your ability to use awareness of your and others’ emotions to manage interactions successfully.

Are you working in a professional services firm or other organization where executive coaches provide leadership development to grow emotionally intelligent leaders? Does your organization provide executive coaching for leaders who need to increase their emotional intelligence and social intelligence? Enlightened leaders tap into their emotional intelligence and social intelligence skills to create a more fulfilling future.

One of the most powerful questions you can ask yourself is “Am I a leader who has the ability to recognize and understand my own emotions and that of others, and uses this awareness to manage my behavior and relationships?” Emotionally intelligent and socially intelligent organizations provide executive coaching as part of their transformational peak performance leadership development program.

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 develop your emotional intelligence. 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, executive coach and trusted advisor to senior leadership teams. 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 http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.

Subscribe to Working Resources Newsletter: http://www.workingresources.com
Visit Maynard's Blog: http://www.workingresourcesblog.com  

Connect with me on these Social Media sites.
http://twitter.com/drbrusman
http://www.facebook.com/maynardbrusman
http://www.linkedin.com/in/maynardbrusman
http://www.youtube.com/user/maynardbrusman

 

 

Emotional Intelligence and Performance

Working Resources is a San Francisco Bay Area  Executive Coaching Firm Helping Innovative Companies and Law Firms Assess, Select, Coach, Engage  and Retain Emotionally Intelligent Leaders; Executive Coaching; Leadership Development; Performance-Based Interviewing; Competency Modeling; Succession Management; Culture Change; Career Coaching and Leadership Retreats

Dr. Maynard Brusman
Consulting Psychologist and Executive Coach
Trusted Advisor to Senior Leadership Teams

 

Emotional Intelligence and Performance

I recently spoke with the VP of Human Resources of a San Francisco Bay Area company regarding providing executive coaching for several of the company’s high performing leaders. The VP of HR asked some very insightful questions to determine whether we were a good fit. She specifically wanted to know how I worked with different personality styles, and my methods for initiating behavior change. She was very interested in my executive coaching work with emotional intelligence and the link to leadership.

The VP of HR and I spoke about my approach to coaching, and my belief that possessing a psychological understanding of human behavior and business acumen are important competencies for coaching executives. We also spoke of the need for her organization to create a culture where innovation thrives.

The VP of Human Resources is interested in partnering with me in helping their leaders become more emotionally intelligent and inspirational. We further discussed how company executives can benefit by working with a seasoned executive coach.

Emotional Intelligence and Performance

When we feel good, we work better. Feeling good lubricates mental efficiency, facilitating comprehension and complex decision-making. Upbeat moods help us feel more optimistic about our ability to achieve a goal, enhance creativity and predispose us to being more helpful.

How does emotional intelligence contribute to our professional success?

The higher you climb the corporate ladder and the more people you supervise, the more your EI skills come into play.

TalentSmart tested EI alongside 33 other important workplace skills and found it to be the strongest predictor of performance, responsible for 58% of success across all job types.

Likewise, more than 90% of top performers in leadership positions possessed a high degree of EI. On the flip side, just 20% of poor performers demonstrated high EI.

Your emotional intelligence is the foundation for a host of critical skills, and it impacts most everything you say and do each day. It strongly drives leadership and personal excellence.

Are you working in a professional services firm or other organization where executive coaches provide leadership development to grow emotionally intelligent leaders? Does your organization provide executive coaching for leaders who need to increase their emotional intelligence and social intelligence? Enlightened leaders tap into their emotional intelligence and social intelligence skills to create a more fulfilling future.

One of the most powerful questions you can ask yourself is “How does emotional intelligence drive my performance?” Emotionally intelligent and socially intelligent organizations provide executive coaching as part of their transformational peak performance leadership development program.

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 further develop your emotional intelligence. 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, executive coach and trusted advisor to senior leadership teams. 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 http://www.workingresources.com, write to mbrusman@workingresources.com, or call 415-546-1252.

Subscribe to Working Resources Newsletter: http://www.workingresources.com
Visit Maynard's Blog: http://www.workingresourcesblog.com  

Connect with me on these Social Media sites.
http://twitter.com/drbrusman
http://www.facebook.com/maynardbrusman
http://www.linkedin.com/in/maynardbrusman
http://www.youtube.com/user/maynardbrusman