Podcast Episode #1
An intimate conversation with Andre Thornton, CEO & Founder of Whitman Consulting, about High Performance.
Podcast Episode #1
An intimate conversation with Andre Thornton, CEO & Founder of Whitman Consulting, about High Performance.
What’s preventing your success in the results you want to achieve as you chase high performance?
The response varies. Sometimes there is a job-specific competency gap that limits success. Sometimes there’s an inability to stay disciplined and keep commitments that disrupts progress. And sometimes there’s a challenging interpersonal relationship that prevents desired results. And everywhere in between.
Behavior, sometimes referred to Emotional Intelligence, has the ability to prevent or unlock high performance. I’ve experienced this in my own life, so much so that I hold Emotional Intelligence as a differentiator between high performing and underperforming managers.
First I must define a few words I use in this article as we explore my perspective on high performing management. We don’t need to be aligned on these definitions, but defining these words upfront will enable clarity because I experience regular confusion around how these words are defined.
High Performance. High Performance is success in desired results above established norms over the long term.
Leadership. Leadership is influence.
Management. Management is the process of dealing, directing, or controlling things or people in order to accomplish tasks, objectives, or a mission.
Emotional Intelligence. Emotional Intelligence is a “set of emotional and social skills that influence the way we perceive and express ourselves, develop and maintain social relationships, cope with challenges, and use emotional information in an effective and meaningful way.” (Definition from The EQ Edge – Emotional Intelligence and your Success, written by Howard E. Book and Steven J. Stein)
As an OKA certified issuer and debriefer of the Emotional Quotient Inventory EQ-i 2.0®, OKA identifies fifteen specific elements used to characterize Emotional Intelligence according to the EQ-i 2.0® model. The fifteen elements are:
Emotional Self Awareness.
Of these fifteen elements, I’ve highlighted the three elements Emotional Expression, Empathy, and Impulse Control as critically important for managers in order to (1) differentiate themselves from other managers, (2) to exercise effective leadership, and (3) to perform at incredibly high levels in the workplace.
Emotional Expression, or the degree to which you share, communicate and remain transparent with your feelings and emotions, is an important component to building trust. And when a manager is trusted, there is an increased ability to deal with difficult conversations and direct others in order to accomplish tasks, objectives, or a mission.
Sometimes managers are uncomfortable with the sharing, disclosure, and openness that enables emotional expression. And when this happens, managers should reflect upon whether or not their predisposition to privacy is being helpful or hurtful to their ability to build trust among their team. A struggle to grow in competence with Emotional Expression is typically in the manager’s reluctance to pivot their behavior. But when a change in behavior is made, the possibility to unlock hidden potential may occur which may enable the achievement of a different result – increased trust. One way to step firmly into Emotional Expression is to simply ask your direct reports, in a one-on-one conversation, whether or not they would appreciate an increase in the sharing, communication and transparency with feelings and emotions at work.
If your attachment to Emotional Expression is self assessed as lower than you’d prefer, consider introducing these actions to develop greater Emotional Expression competency.
Of course Emotional Expression can be overdone. So be mindful not to get involved with issues that are not related to you and your team. And consider guarding against oversharing. Again, an effective approach is asking your direct reports what level of Emotional Expression they are most comfortable with at work.
Empathy is the ability and willingness to take notice of, and be sensitive to, other people’s needs and feelings. This reflects care. And care is a critical component to building trust. Sometimes this is as simple as spending time to get to know direct reports, peers, and supervisors. I’ve worked with a number of executives, managers, and teams in order to develop ways to create or maintain incredible organizational culture. And one of the first exercises I conduct includes asking if they know the first names of one another’s significant other or children. With this information, the shift in delivery of a simple Monday morning question from “How was your weekend?” to “Jane, how was your weekend with John?” or “Jane, how was Joe’s soccer game last weekend?” can be a powerful demonstration of empathy. If your attachment to Empathy is self assessed as lower than you’d prefer, consider introducing these actions to develop greater competency.
Of course Empathy can be overdone. So be mindful not to get disconnected from objective thought process. Sometimes highly empathetic people become somewhat dishonest or disingenuous because they prefer to hold back the truth for fear of hurting others.
Impulse Control, the ability to resist or delay a drive or temptation to do or say something or to decide too quickly or rashly, is an essential quality of high performing managers. Impulse Control is a critical component to building effective interpersonal relationships with direct reports, peers, supervisors, and external stakeholders. It is also an important element to effective decision making. How often in your career have you worked with others who are skilled in controlling their impulses? Additionally, how defeating and disruptive is it be to be managed by someone who lacks competency with Impulse Control? Consider a deliberate decision to embrace Impulse Control when you observe a poor decision made by one of your direct reports. A natural tendency may be to lash out with an on-the-spot correction. But, most people do not respond well to direct criticism. Instead, consider a pivot toward Impulse Control and schedule the time to mentor your direct report. With too little Impulse Control, managers may be viewed as explosive, overly talkative, angry, and likely to monopolize meetings and conversations. If your attachment to Impulse Control is self assessed as lower than you’d prefer, consider introducing these actions to develop greater competency.
Of course Impulse Control can be overdone. So be mindful if you’re receive feedback from others that you need to be more assertive or that your team needs to see more emotional expression from you in the workplace. These are indicators that you’re too controlled in your responses.
If you’re chasing high performance at work. Consider what may be preventing the success in the desired results that you hold for yourself? When was the last time you took a moment to examine your behavior and the impact your behavior has upon others in the workplace. Could your Emotional Intelligence be the gap that you need to bridge to move from an underperforming to a high performing manager? Competency in the ability to use emotional and social skills to influence the way we perceive and express ourselves, develop and maintain social relationships, cope with challenges, and use emotional information in an effective and meaningful way may just be the differentiator in your pursuit of high performance.
Life is a constant state of transition. But transition from one vocation to another can be challenging. This is especially true for many veterans who are in transition out of military service and into that first civilian career. In many cases, the service-member’s vision for their military service was incredibly clear because the military does a good job executing job-specific initial training, professional military education & development, and Human Resource Command establishes milestones and criteria for promotion. The organizational culture of the military is also unique and typical of numerous episodes of deliberate discomfort (training, combat operations, loss) followed by celebration (mission accomplishment). And these deliberate discomfort and celebratory experiences build trust rapidly and enable teams and organizations to become incredibly aligned and committed to the organizational vision & mission and to one another.
At times, the mental picture of professional service post-military can be somewhat clouded and confusing. What skills transfer? Will I find the right fit and company culture again? How do I articulate my value to a civilian employer? How do I perform at the high levels that I am used to in the military? If either of these questions cloud the vision that you hold for yourself during transition, consider the “I SEE BY”(™) (ISCBI) framework and discover clarity in all your transition moments.
The ISCBI “I SEE BY”(™) Framework for high-performance in transition.
“I” – Identity.
“S” – Strengths.
“C” – Core Competencies.
“B” – Behavior.
“I” – Influence.
I encourage you to embrace each of your transition moments and consider the “I SEE BY”(™) framework, in part or holistically, to rediscover clarity and enable your high performance in transition.
Founded by Court Whitman, the High Performance Pathways Mastermind Group is a purpose-built and specially selected cohort of professionals chasing high performance in their life. We meet twice a month for 3-months to collaborate with high performing thought leaders in order to grow in perspective and develop increased competence so that we can return to our personal and professional work and perform at high levels.
THE KEY TASKS OF THE HIGH PERFORMANCE PATHWAYS MASTERMIND GROUP
THE PURPOSE OF THE HIGH PERFORMANCE PATHWAYS MASTERMIND GROUP
Exposure to high performing individuals and perspectives to enable growth and the development of competence so that each specially-selected participant can perform at higher levels.
Each participant selected for Summer 2019 Cohort will receive:
HOW TO JOIN THE HIGH PERFORMANCE PATHWAYS MASTERMINDS GROUP
We’re all chasing High Performance in our lives in one way or another. But how is High Performance actually defined? Consider this definition – High Performance is success in desired results above established norms over the long-term.
Now let’s unpack that definition into three parts to best understand how High Performance is defined.
Part 1. Success in desired results. What does success mean? What does it look like? Consider the simplicity found in goal setting and ask yourself “Are you achieving the goals you set for yourself in your personal and professional life?” And oh – by the way – you have to set goals. So, if you haven’t set goals, I recommend you begin with a goal setting exercise. For goal setting – use the SMART framework – as goals must be Specific, Measurable, Attainable, Realistic, and Time-bound. Once goals are set, you must evaluate whether or not you are achieving them or not. That’s why the “M – Measurable” is such an important part of goal setting. If you are achieving your goals, reflect on why that is happening and sustain those actions that have enabled your success. If you’re not meeting the goals that you’ve established for yourself, reflect on why not, and develop a new strategy to achieve those goals and hold yourself accountable in the pursuit of each goal. Partnering with a coach for either goal establishment or service as an accountability partner can be incredibly valuable.
Part 2. Above established norms. Are you living, and serving, a life that is consistent with the norms you’ve established for yourself? For me, norms are broken down into two separate categories: (1) Individual norms and (2) Organizational or Team norms.
Individual norms create and reflect Identity. The Merriam-Webster dictionary defines Identity as “the distinguishing character of an individual.” And character is “the mental and moral qualities distinct to you.” I believe that character is most effectively communicated through Core Values. Core Values are those 3-5 characteristics of yourself that are non-negotiable and significantly impact your decision making. What is your identity? Identifying and defining your Core Values is a critical step to performing at a high level during.
Organizations and Teams also have norms that inform and reflect identity. More times than not, this organizational/team identity is referred to as the “culture” of the team or organization. Strong organizational and team culture begins with a Vision, a Mission and Core Values that are defined, communicated, and used to hire new employees and used to hold existing employees accountable to the behavioral norms. An important question to reflect upon, as you examine your individual norms and the norms found in your organization or team, is whether or not your individual norms are aligned with the norms of your organization/team. If there is core value alignment, you likely thrive at work. If core value alignment doesn’t exist for you, there is likely an anxiety within you at work that is disrupting your ability to perform at a high level.
part 3. Over the long-term. How is the long-term defined? The answer to this question is – “it depends.” It depends on you! The long-term for you may be “get me through today.” For the salesperson, the long-term may be get me through 2nd quarter 2019. Or maybe you’re on a team like Tom Brady, and the long-term may be get me through that 7th Superbowl so I can win it and make NFL history. The beauty about the long-term is that you get to define it.
High Performance. Success in desired results above established norms over the long-term. Chasing High Performance? Let’s chat!