The Emotionally Intelligent Interim Manager.Ppt2

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Key traits and characteristics of successful interim managers

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The Emotionally Intelligent Interim Manager.Ppt2

  1. 1. The Emotionally Intelligent Interim Manager: Martin Dorchester
  2. 2. Biography <ul><li>Professional </li></ul><ul><ul><li>Currently MD of £700 million business </li></ul></ul><ul><ul><li>Senior Management 20 Years </li></ul></ul><ul><ul><li>Interim Manager 1999 </li></ul></ul><ul><ul><li>20 Assignments completed: 1 month to 14 months </li></ul></ul><ul><ul><li>Private and Public sector </li></ul></ul><ul><ul><li>UK, France, USA, Australia, Germany </li></ul></ul><ul><ul><li>Public Relations Director IIM(2 years) </li></ul></ul><ul><ul><li>CPC, Prince 2, MSP </li></ul></ul>
  3. 3. Biography <ul><li>Academic </li></ul><ul><li>Masters Thesis: E Commerce – Launch of an online business </li></ul><ul><li>Doctoral Thesis: Trait management and the theory of leadership </li></ul><ul><li>Retained lecturer </li></ul><ul><ul><li>Greenwich University: Supply Chain, E Logistics </li></ul></ul><ul><ul><li>UEL: E Commerce, Marketing and E Marketing </li></ul></ul><ul><ul><li>Kingston University: Negotiation Skills and Techniques </li></ul></ul><ul><li>Papers and Books </li></ul><ul><ul><li>UK Interim Management </li></ul></ul><ul><ul><li>Gendered Management </li></ul></ul><ul><ul><li>Globalisation and the Interim Manager </li></ul></ul><ul><ul><li>The Theory of Knowledge </li></ul></ul><ul><ul><li>Emotional Intelligence and the Interim Manager </li></ul></ul>
  4. 4. Rationale for research <ul><li>Challenge the status quo in terms of consultancy and recruitment. </li></ul><ul><li>Raise the profile of the Interim Management Industry </li></ul><ul><li>Improve the quality of Interim Managers </li></ul><ul><li>Understand what good looks like </li></ul><ul><li>Immature market and need to build empirical evidence </li></ul>
  5. 5. Definition of a successful Interim Manager <ul><li>A highly experienced senior executive hired on a short-term basis of typically 3-9 months. Has completed a minimum of 3 assignments. </li></ul>
  6. 6. Methodology <ul><li>Grounded theory </li></ul><ul><li>“ Data collection starts without the formation of an initial theoretical framework. Theory is developed from data generated by a series of observations. These data lead to the generation of predictions that are then tested in further observations why may confirm, or otherwise, the predictions. </li></ul><ul><li>40 Subjects to date </li></ul><ul><li>Coding system: open, axial, selective </li></ul>
  7. 7. Sample Composition <ul><li>Sex </li></ul><ul><ul><li>25 men </li></ul></ul><ul><ul><li>15 women </li></ul></ul><ul><li>Education </li></ul><ul><ul><li>13 undergraduate degree </li></ul></ul><ul><ul><li>12 masters degree </li></ul></ul><ul><li>Location </li></ul><ul><ul><li>USA, Canada, Venezuela, UK </li></ul></ul>
  8. 8. What is Emotional Intelligence? <ul><li>“ Emotional intelligence, or EI is the ability to understand your own emotions and those of people around you. The concept of emotional intelligence, developed by Daniel Goleman, means you have a self-awareness that enables you to recognise feelings and helps you manage your emotions.” </li></ul><ul><li>“ So, for us, emotional intelligence is not a synonym for personality; it is about how we manage our personality.” </li></ul><ul><li>“ Forget IQ. Brains may come in useful, as may social class and luck, but as a predictor of who will succeed in any area of life, EQ is the thing to worry about” </li></ul><ul><li>“ It is with the heart that one sees rightly: what is essential is invisible to the eye” </li></ul>
  9. 9. The 5 Strands of EI <ul><li>Self-Awareness </li></ul><ul><li>Self-Regulation </li></ul><ul><li>Motivation </li></ul><ul><li>Empathy </li></ul><ul><li>Social Skills </li></ul><ul><li>Daniel Goleman </li></ul>
  10. 10. Self Awareness <ul><li>Knowing what you are feeling: </li></ul><ul><ul><li>Passion </li></ul></ul><ul><ul><li>Indifference </li></ul></ul><ul><ul><li>Gut feeling </li></ul></ul><ul><ul><li>Conscious </li></ul></ul><ul><ul><li>Unconscious </li></ul></ul><ul><ul><li>Self-confidence </li></ul></ul><ul><li>“ KNOW THYSELF” </li></ul>
  11. 11. Self-Regulation <ul><li>Controlling your emotions </li></ul><ul><li>Passion, Rage, Anxiety, Worrying, Melancholy, Repression </li></ul><ul><li>Trustworthiness </li></ul><ul><li>Conscientious </li></ul><ul><li>Adaptability </li></ul><ul><li>Innovation </li></ul>
  12. 12. Motivation <ul><li>Persisting in the face of discouragement </li></ul><ul><li>Aptitude, Impulse control, Anxiety control, Positive thinking, Zone, Learning </li></ul><ul><li>Commitment </li></ul><ul><li>Optimism </li></ul><ul><li>Initiative </li></ul>
  13. 13. Empathy <ul><li>Ability to read emotions in others </li></ul><ul><li>Sensitivity, Attunement, Altruism, Sociopath </li></ul><ul><li>Service Orientation – Meeting customers needs? </li></ul><ul><li>Leveraging diversity </li></ul><ul><li>Political awareness </li></ul>
  14. 14. Social Skills <ul><li>Influencing and handling other peoples emotions </li></ul><ul><li>Communication-Expression </li></ul><ul><li>Conflict management </li></ul><ul><li>Leadership </li></ul><ul><li>Change catalyst </li></ul><ul><li>Building bonds-Showing emotion </li></ul><ul><li>Collaboration </li></ul><ul><li>Team capabilities </li></ul>
  15. 15. Results April 2009
  16. 16. Results
  17. 17. Results <ul><li>Self-motivation: </li></ul><ul><ul><li>Feelings/gut instinct </li></ul></ul><ul><ul><li>20.8% </li></ul></ul><ul><li>Self-regulation: </li></ul><ul><ul><li>Responsibility/religion/spiritualism/positivity </li></ul></ul><ul><ul><li>41.7% </li></ul></ul><ul><li>Motivation: </li></ul><ul><ul><li>Values, goal driven, end results </li></ul></ul><ul><ul><li>8.3% </li></ul></ul><ul><li>Empathy: </li></ul><ul><ul><li>Visual. Voice change, in their shoes </li></ul></ul><ul><ul><li>8.3% </li></ul></ul><ul><li>Social skills: </li></ul><ul><ul><li>Interaction, rapport, mimic </li></ul></ul><ul><ul><li>20.8% </li></ul></ul>
  18. 18. IQ Tests Results <ul><li>Average IQ score 104 </li></ul><ul><li>Highest 121 </li></ul><ul><li>Lowest 99 </li></ul>
  19. 19. IQ Score Range <ul><li>Classification </li></ul><ul><ul><li>140 and over Genius or near genius </li></ul></ul><ul><ul><li>120-140 Very superior intelligence </li></ul></ul><ul><ul><li>110-120 Superior intelligence </li></ul></ul><ul><ul><li>90-110 Normal or average intelligence </li></ul></ul><ul><ul><li>80-90 Dullness </li></ul></ul><ul><ul><li>70-80 Borderline deficiency </li></ul></ul>
  20. 20. Comparator <ul><li>Interpersonal and communication skills </li></ul><ul><li>Gravitas </li></ul><ul><li>Technical skills </li></ul><ul><li>5-10 years board level experience £20 million to £2 billion* </li></ul><ul><li>Programme and project management skills* </li></ul><ul><li>High achiever </li></ul><ul><li>Hands-on </li></ul><ul><li>Adaptable </li></ul><ul><li>Not concerned with personal status </li></ul><ul><li>Fit and healthy </li></ul><ul><li>Self-managing </li></ul><ul><li>Flexibility </li></ul><ul><li>Physical vitality and stamina </li></ul><ul><li>Intelligence and action-oriented judgement </li></ul><ul><li>Eagerness to accept responsibility </li></ul><ul><li>Task competence </li></ul><ul><li>Understanding of followers and their needs </li></ul><ul><li>Skill in dealing with people </li></ul><ul><li>Need for achievement </li></ul><ul><li>Capacity to motivate people </li></ul><ul><li>Courage and resolution </li></ul><ul><li>Trustworthiness </li></ul><ul><li>Decisiveness </li></ul><ul><li>Self-confidence </li></ul><ul><li>Assertiveness </li></ul><ul><li>Adaptability/flexibility </li></ul>
  21. 21. Key Learnings <ul><li>Successful interims can be identified by: </li></ul><ul><ul><li>Not concerned with personal status </li></ul></ul><ul><ul><li>Trustworthiness </li></ul></ul><ul><ul><li>Courage and resolution </li></ul></ul><ul><ul><li>Decisiveness </li></ul></ul>
  22. 22. Possible Inferences! <ul><li>IQ tests not conclusive but results indicate that it is not the key factor </li></ul><ul><li>Be truthful in dealing with an interim </li></ul><ul><li>Exhibiting the expected traits is not necessarily a true indicator for recruitment of successful interim </li></ul><ul><li>Interims become different types of “leaders” </li></ul><ul><li>Interims/Providers require training in non-technical areas: </li></ul><ul><li>Importance of CPD </li></ul><ul><li>Importance of further research </li></ul><ul><ul><li>Variance to trait management </li></ul></ul><ul><ul><li>Variance to leadership theory </li></ul></ul><ul><ul><li>Variance to IQ theory </li></ul></ul><ul><ul><li>Variance to Core Competency theory </li></ul></ul><ul><li>It is about people, relationships and methods of engagement </li></ul>
  23. 23. Using Emotional Intelligence in Selection of Interim Managers Martin Dorchester
  24. 24. Importance for Organizations <ul><li>Organizations are no longer stable, predictable structures </li></ul><ul><ul><li>Need the ability to adapt to change and manage relationships. </li></ul></ul>
  25. 25. Importance for Interim Management Industry <ul><li>Those with low levels of EI prone to counterproductive behaviour </li></ul><ul><li>Successful interims are found to possess high levels of emotional intelligence </li></ul><ul><ul><li>Anticipate, cope with, and manage change </li></ul></ul><ul><ul><li>70% of the climate is driven by the interim </li></ul></ul>
  26. 26. Selecting for Emotional Intelligence - why use it? <ul><li>Quickest way to increase EI competencies in the organization </li></ul><ul><ul><li>Selection must include a method for identifying competencies in candidates </li></ul></ul><ul><ul><li>EI can be taught, but the process is lengthy </li></ul></ul><ul><li>One of the key differentiators between typical and outstanding performers </li></ul><ul><ul><li>IQ will only take you so far </li></ul></ul>
  27. 27. Selecting for Emotional Intelligence - why use it? <ul><li>IQ alone is not a good predictor of job performance. </li></ul><ul><ul><li>Can look good on paper and possess all the cognitive abilities but not be able to handle change. </li></ul></ul><ul><ul><li>Ignores people aspect </li></ul></ul>
  28. 28. Measurement of Emotional Intelligence <ul><li>Several tests exist: </li></ul><ul><ul><li>EQi Bar-On Emotional Quotient Inventory </li></ul></ul><ul><ul><ul><li>Trait based measure </li></ul></ul></ul><ul><ul><ul><li>Little difference from traditional personality factors </li></ul></ul></ul><ul><ul><ul><li>Does not improve on predictions made by measures of cognitive ability and personality. </li></ul></ul></ul><ul><ul><ul><li>Significant differences based on age </li></ul></ul></ul><ul><ul><ul><li>No significant differences based on racial, ethnic groups or sex </li></ul></ul></ul>
  29. 29. Measurement of Emotional Intelligence <ul><ul><li>MSCEIT Mayer Salovey Caruso Emotional Intelligence Test </li></ul></ul><ul><ul><ul><li>Ability based measure </li></ul></ul></ul><ul><ul><ul><li>Only one of the scales (Emotional Perception) found to be correlated with individual task performance </li></ul></ul></ul><ul><ul><ul><li>None of the other scales predicted individual performance or group performance </li></ul></ul></ul><ul><ul><ul><li>No significant differences shown between races or sexes </li></ul></ul></ul>
  30. 30. Criticisms of Using Emotional Intelligence <ul><li>No agreed upon definition: </li></ul><ul><ul><li>Difficult to know what is meant by the construct and how to identify it as a job requirement. </li></ul></ul><ul><li>Measurement issues: </li></ul><ul><ul><li>Lack of sound research, relatively new </li></ul></ul><ul><ul><li>Quantifying intangibles (subjectivity) </li></ul></ul><ul><ul><ul><li>Reliability </li></ul></ul></ul><ul><ul><ul><li>Face validity </li></ul></ul></ul><ul><ul><ul><li>Predictive validity </li></ul></ul></ul><ul><li>Little published evidence to support using EI </li></ul>
  31. 31. Concluding Thoughts and Suggestions <ul><li>Insufficient data to justify basing selection decisions on EI measures </li></ul><ul><li>Better suited for specific positions over others </li></ul><ul><ul><li>Interims </li></ul></ul><ul><li>Blend with proven methods </li></ul>
  32. 32. Concluding Thoughts and Suggestions <ul><li>Additional research needs to be done before it can be fully incorporated into selection decisions </li></ul><ul><ul><li>Focus on the ability based concept </li></ul></ul>
  33. 33. Thank you <ul><li>Any questions or comments? </li></ul>

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