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Leadership Intelligence

“Life is 10% what happens to us and 90% how we respond.”Charles Swindoll

How a leader responds can impact whole teams and organizations.

Why develop your Emotional Intelligence?

It’s simple; the most successful leaders have it and research has shown that:

Emotional Intelligence (E.I.) is the single most important factor in predicting success; twice as important as I.Q. and technical skills combined!

Harvard Business School

People consistently discover that E.I. helps them understand themselves and others in ways that dramatically change how they interact at work and at home. Learning how to make our emotions work for us rather than letting them run us is a powerful personal transformation which leads us more quickly to success.

The more senior you are in an organization, the less you do yourself and the more you do through others.” – David Riemer

About Emotional Intelligence

There is no getting around it – we are human beings with emotions. So doesn’t it make sense to know how to understand and work with our emotions? Emotional Intelligence (EI or EQ) is a foundational skill set for personal and organizational leadership. Based on sound scientific research from the field of neuroscience, it is defined as the ability to identify, manage and use our emotions in positive, constructive ways for ourselves and with others.

Documented results show that companies who implemented emotional intelligence training and coaching have seen benefits – just a few such examples are:

  • Up to 20% increase in sales revenue.
  • Up to 60% reduction in employee turnover (keep your best and most successful).
  • Manufacturing production expanded by more than 15%.
  • 12 hours of EI training led American Express advisors to a 2% sales increase – equal to millions of dollars (Kate Cannon, 1994).

E.I. gives you a leadership edge, personally and professionally

People leave managers, not companies.” – Gallup Organization

This quote captures what is all too true, all too often.  What do people most want from their relationships, working or personal?

  • To be valued
  • To have clear and consistent expectations of the relationship
  • To really be heard, not just listened to; and
  • To be supported in their desire to grow.

The greatest challenges in the workplace are seldom technical; they tend to be interpersonal. Similarly, the biggest problems in our personal relationships are usually based on and driven by emotions. Sadly, most of us have no training in this area.  On The Threshold provides training and coaching in this important set of skills, equipping individuals, relationships and teams to enjoy greater levels of success.

RSI @ Work™ – a course in advanced leadership with Relationship Systems Intelligence™

– John is one of only a handful of people certified internationally to deliver this program!

Relationship Systems Intelligence is the ability to maximize one’s relationship with a group, team or system and to relate to it as a whole, rather than as a ‘group of individuals’. Teams with higher RSI™ are more productive and report greater team cohesion and satisfaction than teams with lower RSI™. (Offerman, Bailey et al 2004). It builds on Emotional Intelligence (E.I.) and Social Intelligence (S.I.) to focus on ‘the whole’ – the team, the company, the organization. RSI™ is applied in powerful and practical means using the Relationship Systems Model and its related skills and tools. Training in applied RSI™ in the workplace is called RSI@Work™. It has been developed by C.R.R. Global, Inc.

RSI @ Work™ is a 2-Day Module featuring:
• Training in skills to be a Systems Leader
• Applied practice
• Coaching support

The Leadership Shift of Relationship Systems Intelligence – the RSI leader is able to hold the entire team, department or organization as their focus. RSI is the difference between relating with a bunch of individuals in a group, to seeing the group as a single integrated whole. Contact us to find out more, including a White Paper that provides an in depth explanation of RSI.

Leadership Development and Assessment Tools and Training

“Continuously improving your own leadership style is a norm in high performing companies.  As such, feedback assessments for leaders focus on areas for improvement, not on attaining a perfect score.”

Today’s leaders are expected to model a professional attitude … to deliver results … to lead through conflict … and to keep their best and brightest working effectively and cooperatively as a whole. It’s a tall order in times like these but essential and to do this, leaders need to receive and be open to feedback. On The Threshold provides the professional support required to ensure such an assessment offers the greatest value.

We use premier assessment tools to help clients identify areas of development and growth.  John uses specifically selected tools including The Leadership Circle Profile™ 360 – the premiere leadership assessment on the market today.

360 feedback assessments help individuals gain valuable feedback while being deployed in a manner that is consistent with the client’s goals.  Team assessments are used to give teams a picture of where they are as well as indicate areas of future growth.

Successful leaders must be able to navigate conflict for results and for retaining your best people!

To paraphrase William Wrigley Jr., “When two people in business always agree, one of them is unnecessary!”  However, fear of conflict is very common and has been identified by Patrick Lencioni as the ‘2nd dysfunction’ of a team in his book “The 5 Dysfunctions of a Team”.  So navigating conflict is an important skill set for a leader.  And in a relationship too!  However, even people who aren’t afraid of conflict may lack the skills to handle it constructively.

John presented a workshop introducing Emotional Intelligence to my class at Conestoga College and his interactive presentation was very well received. Many of the students continue to speak about the impact this session had on them and that their increased self awareness has helped them in their day to day work as Executive Directors of not for profit organizations in the community.

Diana Drackley, Consultant, Volunteer Sector

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