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Strategies to become more emotional intelligent | Daniel Goleman | WOBI | WOBI - Inspiring Ideas | YouTubeToText
YouTube Transcript: Strategies to become more emotional intelligent | Daniel Goleman | WOBI
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Core Theme
Emotional intelligence is a critical skillset that significantly enhances leadership effectiveness and overall success in both personal and professional life, often proving more impactful than raw cognitive ability (IQ) for high-level roles.
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what I'd like to do is share with you
how emotional intelligence can help us
be better betas and why it's this
skillset particularly which is going to
help along the way and buy emotional
intelligence I simply mean how we handle
ourselves manage ourselves lead
ourselves and how we handle our
relationships and I'll go into it in
more detail interestingly I spent
yesterday morning with one of the big
four banks here in Australia the CEO his
direct reports and his high potentials
the people that they saw as next
generation for top leadership there and
they wanted to learn about emotional
intelligence and leadership the reason
was that not only are each of those
executives trying to improve themselves
along these lines but they see that by
doing it together
they can bring the whole organization
along and by doing that they can grow
their business it's actually a strategic
decision there are two kinds of strategy
you know one is exploitation and one is
exploration exploitation was embodied by
the co-ceos of blackberry anybody here
have a blackberry exactly my point
so the could they had a wonderful
product for a long time they were the
first in the smartphone area and in that
space they captured the market until
something else started to happen
smartphones were developed by Apple by
Samsung and they didn't see it coming
they just kept developing their keyboard
in fact in 2007 there was a small squib
in what was then the major news magazine
in America Time magazine it said you
know there's a new word in the English
language the word is Bissell it stands for
for
puzzled and pissed off and it's how you
feel when someone takes out their
blackberry and starts talking to some
one else things have changed the norms
for attention to changed now we don't
feel fizzled but also you can tell it
was ten years ago because they said
blackberry instead of iPhone so the
other strategic approach is exploration
that's what Steve Jobs was brilliant at
it's looking at the next new thing
innovating being able to be there before
your competitors so emotional
intelligence may seem counterintuitive
but I'm gonna argue that it's what makes
us better betas I first started to
realize the importance of emotional
intelligence years ago when I went to
college I grew up in a farm town in the
Central Valley of California and
actually the outskirts of Perth reminded
me of where I grew up but this town was
not distinguished anyway but I managed
to get into the most competitive college
in America because they wanted to
diversify they wanted a kid who was from
a public school instead of an elite prep
school and from somewhere else in those
days that was considered diversification
so I found myself at this fancy College
and met a guy who had perfect scores on
every college entrance exam this guy was
brilliant high IQ but he had a problem
the problem was he couldn't get up in
the morning on time never got to class
never finished his papers took him eight
years to get his bachelor's degree so he
was brilliant on the IQ side he was
lacking in terms of how he managed
himself some years later I went to my
20th high school reunion and I met
someone there who was the most
successful person in our class at that
time and I had known him pretty well in
high school he was someone who was
really not a good student he was so-so
like an average very average student but
he was a fantastic human being he was
the kind of person who you enjoyed doing
things with who really listened it was
very gracious but you at your ease you had
had
fun with him 20 years later he was the
senior vice president of a company that
then it was the hottest company going
the hottest sector going was cable
television then at the 40th reunion I
got the rest of the story
this guy had left that company started
his own company became CEO sold it at
the peak of the market and did something
that from the point of view of all the
people who lived in my hometown was a
mark of success and that was that he
lived on a golf course in Florida so he
had a lot of emotional intelligence
not much IQ and that makes sense to me
it I met recently a the CEO of Blackrock
Blackrock is the world's largest
investment company it manages trillions
of dollars and he he was puzzled he said
can you explain why it is that I hire
the best and the brightest from the very
best schools or companies and I still
have a bell curve for performance what's
going on here and I'd like to share with
you the answer I gave him it has to do
with some research I did after I wrote
emotional intelligence I got very
interested in business and remembered
that my mentor at back in graduate
school had written an article in the
Maine psychology journal that was my
field that was very controversial at the
time he said if you want to hire someone
don't look at their IQ don't look at
their personality tests don't really
look at their business expertise what
you want to do is look in your own
company at people who hold that position
now or of held it in the past identify
by whatever metric makes sense for that
position the top 10% the stars and
compare the stars with people in the
same position who are only average in
performance do a systematic analysis and
identify the skills or abilities or
competencies you see in the stars that
you don't see in the average it's called
competence modeling anybody familiar
competence modeling most world-class
companies have competence models
particularly for top-level executives
and I was able to get access to one to
two hundred of these which was not easy
because these are proprietary studies
companies don't share the data they want
to know they're doing it for competitive
reasons but here's what I found I a
grenade at the data and I just looked at
this is very back of the envelope how
many of those abilities the companies
themselves independently have identified
as distinguishing their stars how many
of those abilities are based on
cognitive strengths IQ and technical
skills or emotional intelligence how we
handle ourselves and our relationships
and what I found was it for jobs of all
kinds emotional intelligence is about
twice as important and it's twice as
important in distinguishing that that
blue line at the bottom is what you
learned in school at your technical
skills it's what everyone else has
those are threshold competencies what
you need to get the job but they don't
tell you how you'll do once you're in
the job will you be a star performer
would be a great team member will you
become a leader the higher you go in the
organization the more emotional
intelligence matters so for top-level
job c-suite jobs for example 80 to 90%
of the competencies the companies
themselves identify as distinguishing
stars here are based on emotional
intelligence it makes sense because what
you're doing at that point is not using
your technical skills or whatever you've
learned for that position in terms of
cognitive abilities what you're doing
mostly is managing people the art of
leadership is getting work done well
through other people so there was just a
study done of Engineers and what
distinguished the best engineers from
average engineers
turns out success as judged by their
peers people who know the job well and
the person well correlates zero with IQ
and enormous ly with emotional
intelligence why would that be it's
because there's a floor effect to be an
engineer to be an MBA to be a
professional of any kind you need an IQ
about a standard deviation above the
norm above a hundred need to be 115 or
better the for effect is once you are in
that role everyone else is as smart as
you are
so IQ drops away as a predictor of
success emotional intelligence remains
this one ability here in the top level
jobs that's based on cognitive abilities
is very telling its big-picture thinking
pattern recognition understanding how a
change here in a complex system is going
to ramify over there or how a decision
made today will matter in five years or
ten years this allows you to identify
your strategy but once you have your
strategy you can only get there through
your people you have to do what you have
to communicate persuade listen dialogue
inspire motivate and all of those are
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