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

228 LEADING WITH EMOTIONAL INTELLIGENCE
5. INPUT + 1
This strategy has to do with learning theory. Do you know
how each person learns? Do you know when and why people get
into overwhelm? It is important for you to help stretch your direct
reports by giving them new information, and thus the moniker
“Input + 1.” Dr. John Luckner, a professor of Deaf Education at University
of Northern Colorado, stresses the importance of teaching to the
specific level and style of the learner. If matched well, the student will
learn more and develop better self-esteem. Keeping the new material
at Input + 1 is critical for this to happen.
If your direct reports are at Input + 3, they are on overwhelm
and can’t integrate all the information or learn well. Their eyes are
glazed over, and they may be just nodding their head. They may
be asking vague questions, or their results may be far from what
you expected. The average performer may think it is his or her
direct report’s fault for not understanding. The Star Performer will
take responsibility, like Coach French and Coach Smith, for not
meeting the direct report’s needs. The Star will figure out where the
employee comfort zone lies and how to push just the right amount
so that he or she can be successful. What may be Input + 3 for one
person can be Input + 1 for someone else.
QUESTIONS AND ACTION APPLICATIONS
• In your one-on-ones, assess or ask about their learning
styles.
• Get feedback on how much you are stretching them. Find
out if it is working.
• Use the Myers-Briggs Type Indicator (MBTI), the Kolbe, or
the DISC to delineate learning styles.
• Hold conversations with your team about learning styles,
preferences, and how they best take in and assimilate
information.