Emotional Intelligence (EQi)
Emotional Intelligence is a set of emotional and
social skills that collectively determine how well we:
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Perceive and express ourselves
Develop and maintain social relationships
Cope with challenges
Use emotional information in a meaningful way
Completing the EQi:
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You will receive an email from Joanna with the instructions on how to get to the EQi
website and answer the questions
The questionnaire should take about 20 minutes to complete
Complete it in a quiet spot at home alone
Do not think of yourself in any particular role (e.g. parent, boss, nurse, etc.)
You will get the results in January just prior to your next coaching session.
Developing
Talent
David Knipping
EMBA 512
ILEAD and Executive MBA
Leading
Organizations
Leading Others
Leading Self
• Talent Management
• Organizational Change Model
• Practical Leadership Skills
• MBTI: Team Building
• Personal Change Model
• MBTI: Self Development
• Executive Coaching
Quiz Question #1
Discussions about Talent Development tie back
to which individual listed below?
A. Peter Drucker
B. Lawrence Peter
C. Peter Pan
D. Peter Benchley
Talent Management
Acquire
Perform
Develop
Talent Acquisition
What does a hiring manager
need in a candidate?
Hiring Managers Need:
#1 _____________
#2 _____________
The best predictor of
future behavior is
_________ ________.
Performance
CONTENT
“What”
Job Objectives
PROCESS
“How”
Competencies
Performance Appraisal
What is the best
solution?
Polarity Management
Individual
Accountability
Teamwork
Talent Assessment
Mike
Lombardo
&
(Lom–inger)
Bob
Eichinger
Learning Agility
Learning Agility is the ability to learn from first-time
experiences and adapt to changing conditions.
The key traits are listed below.
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Is self-aware – understands own strengths and weaknesses
Is curious beyond own area of expertise and seeks new challenges
Seeks and uses feedback to improve behavior
Is comfortable with ambiguity and has a tolerance for risk
Quiz Question #2
Bob and Mike came to the following conclusion
about the general population as a result of their
research:
__% Naturally demonstrate learning agility
__% Have the capability, but don’t allow traits to
come out often
__% Traditional learners
A. 20, 70, 10
B. 10, 60, 30
C. 30, 50, 20
PERFORMANCE OVER TIME
Lominger 9 Box Model
Who will be the future leaders of our
business or organization?
LEARNING AGILITY
HIGH
PERFORMANCE OVER TIME
3
2
High Pro
1
Adaptable Pro
6
5
Functional
Performer
Consistent Star
4
Core Performer
9
8
Low Performer
Future Star
7
Unproven or
Inconsistent
Performer
Potential Diamond
LOW
HIGH
LEARNING AGILITY
Why not just focus on High
Performers?
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71% of High Performers are not
High Potentials, however
93% of High Potentials are High
Performers
“Peter Principle”
Corporate Leadership Council
Talent Development Techniques
LO
Targeted Work
Assignments
Self Directed
Training
COST
Assessment &
Feedback
Professional
Coaching
Traditional
Training
HI
LO
Developmental Impact
HI
Org Change and Learning Agility
Three common Reasons for
Organizational Change Failures
1.
1
Lack Of A Clear Future State
2.
2
Poor Explanation Of Why The
Decision Was Made
3
3.
Insufficient Information About What Is
Changing For Each Individual
Organizational Change Model
2
1
3
Talent Management
Summary
PERFORM
KSA’s
DEVELOP
Learning Agility
Competencies
Competencies
ACQUIRE
Job Objectives
Performance