Leading with Emotional Intelligence: Hands-On ... - always yours

DEVELOPING OTHERS TOOLS AND STRATEGIES 207
ACTIONS: REVIEW FRENCH’S CURRENT PRACTICES
Looking at Coach French’s current practices, what practices can
you incorporate to become a Star Performer in Developing Others?
Which ones do you want to add to your Star Performer Action
Plan?
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THE COACH’S CORNER: 11 STRATEGIES
FOR DEVELOPING OTHERS
The Center for Creative Leadership has trained and written a great
deal about the development process for executives and managers. They
state: “Managers are critical to the development process. They have a
number of roles that they must endorse, understand, and have the
skills to carry out. These include: making development real, providing
development experiences, providing support and feedback, and
accessing organizational resources.” 7
Here are 11 strategies I use in executive coaching when focusing
on developing others. Read through each of the tools, pick one or
two to try out, and then incorporate them into your plan.
1. HIRING STARS: EMOTIONALLY INTELLIGENT LEADERS
ARE MORE LIKELY TO BE HIRED AND BECOME STARS
Increase your success rate by hiring executives with strong EI
competencies. They are far more likely to perform in the top third
based on salary bonuses for performance of the divisions they lead
(87% are in the top third). In addition, division leaders with these
competencies outperform their targets by 15-20%. Those who lacked
these strengths under-performed by almost 20%. 8
One of the most important activities in hiring is being clear
about what the position requires. Every position is unique—some
require high interaction and collaboration; others require much
individual planning and effort.