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Low Emotional Intelligence People

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**This was presented at Austin Product Camp 19; August 19, 2017**

This is largely a primer on the broader topic of how to assess and navigate LEIPs in our teams. Specifically, I discuss how we use "safe words" to protect and defer conversations about LEIPs, how we tend to keep them at the periphery of the engagement conversation, and how we largely over-identify LEIPs and miss developing ourselves and teams.

Published in: Leadership & Management
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Low Emotional Intelligence People

  1. 1. Low Emotional Intelligence People (LEIPs) Casey Flinn https://www.linkedin.com/in/caseyflinn/
  2. 2. Sponsors Advocates In Kind Supporters
  3. 3. Emotional Intelligence the capacity to be aware of, control, and express one's emotions, and to handle interpersonal relationships judiciously and empathetically.
  4. 4. Key Points • LEIPs hide in plain sight behind “safe-words” • LEIPs need to be moved to the core of the engagement conversation • Managing LEIPs is largely hindered by corporate and personal taboos • We tend to casually classify people as LEIPs and disengage them vs. truly assessing the facts
  5. 5. Safe-Words
  6. 6. How We Describe LEIPs
  7. 7. The Proto-LEIPs Brilliant Jerk Overinflated sense of self-worth Sense of entitlement Deserves special treatment Arrogant, condescending Chases fantasies, fails at goals Others feel used / exploited Diva Craves center of attention (+/-) Full of drama Excessively emotional Flamboyant, theatrical Flighty, fickle Suggestible, easily influenced Disingenuous, insincere Bulldog Hostile, aggressive Creates risky situations Deceptive, manipulative Intimidating, bullying Sheds responsibility / blames others No genuine remorse / adept at feigning it
  8. 8. The Proto-LEIPs Narcissistic Overinflated sense of self-worth Sense of entitlement Deserves special treatment Arrogant, condescending Chases fantasies, fails at goals Others feel used / exploited Histrionic Craves center of attention (+/-) Full of drama Excessively emotional Flamboyant, theatrical Flighty, fickle Suggestible, easily influenced Disingenuous, insincere Antisocial Hostile, aggressive Creates risky situations Deceptive, manipulative Intimidating, bullying Sheds responsibility / blames others No genuine remorse / adept at feigning it DSM-IV, Cluster B Personality Disorders
  9. 9. Uncomfortable Truths • Its easier for us to use these euphemisms / safe-words than engage the undesirable behavior • LEIPs create psychological tension / unease within those around them • The words we use in our vocabulary regulate our ability to address our culture
  10. 10. Engagement
  11. 11. “People leave people” Source: www.dalecarnegie.com
  12. 12. Response To LEIPs • I am demotivated • I resent that they are allowed to continue their bad behavior, that negatively affects the team • I wonder when management will act; wonder when management will listen to what people are saying. Disengage 67% Engage 26% Neutral 7% Co-Worker Response To LEIPs
  13. 13. Uncomfortable Truths • Teams cant successfully “self-organize” themselves out of the pain LEIPs cause • Working with LEIPs challenges our own Emotional Intelligence • Managers typically rationalize their disengagement • LEIPs have genius-level self-preservation skills
  14. 14. Taboos
  15. 15. Performance is #1 • They are so innovative • They are the only person who can do that • They are critical for blah blah blah • We say “how” we achieve results is as important as what results we achieve, but… • They did that important thing so long ago • They are always the hero
  16. 16. If You Cant Develop Them, You Fail Idiosyncrasies LEIPsWayward Souls Develop yourself Change a life Hold to Account & Exit Frequency Effort
  17. 17. Uncomfortable Truths • Empathy / engagement fatigue is real • Fatigue plays a role in how well we assess and manage the facts • LEIPs are typically isolated to be a specific manager’s problem, when they are really a company problem
  18. 18. Questions? (and thanks to our sponsors) Casey Flinn https://www.linkedin.com/in/caseyflinn/

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