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

24 LEADING WITH EMOTIONAL INTELLIGENCE
at the mercy of X-er skepticism. Gen-Xers complain the Millennials
are another indulged generation like the Boomers—they say they
are self-absorbed. Millennials charge that Gen-Xers are cynical and
aloof—that they can be a wet blanket on fresh ideas and idealism. 14
Now, with Traditionalists (born between 1922 and 1944) over 66
years old, we have all four generations in the workforce. To be a successful
leader in this social milieu demands that you have insight
into yourself and empathy for others. Having a flexible leadership
style and high Emotional Intelligence will help you navigate the
generational differences.
Robert Kelley of Carnegie-Mellon University has interviewed
people across the nation, asking this important question: “What percentage
of the knowledge to do your job is stored in your own mind?”
In his book, How to Be a Star at Work, he states that in 1986 the
typical answer was “75% of the time.” By 1997 the percentage had
slid 15-20 points, to 55%. One company’s
In the near
future there
will certainly be
an “Emotional
Intelligence
drain.”
THE FOUR AREAS OF
EMOTIONAL INTELLIGENCE
staff members admitted that only 10% of the
knowledge they needed to do their jobs was
still stored in their minds! 15 What does this
tell us? Collaboration, teamwork, empathy,
communication, networking, and initiative
are vital to complete the tasks at work. The
shift from IQ and technical expertise to EI
and the ability to lead in many ways from
the head and heart together is obvious.
In The Emotionally Intelligent Workplace, Cherniss and
Goleman have identified the key competencies of Star Performers.
This model has changed over time and is constantly being updated
to correspond with current research on exactly what makes a Star.
The following list is from Cherniss and Goleman. 16 A Star, again, is
defined as someone who is in the top 10% of performance. The easiest