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

ARE YOU A STAR PERFORMER OR JUST AVERAGE? 67
• These assessments are strictly for your development and
you don’t have to share the results with anyone. The goal is
to identify a few actions that will help in your development.
This may mean doing even more of what you do well.
• Be honest with yourself and try not to censor your answers.
“There is always a trade-off between how you want to feel
and what you want to know.” 88
• Give yourself credit for what you are good at it. Sometimes
people under-evaluate themselves on items.
• In filling out these assessments on direct reports, again, be
as honest and accurate as you can. This will give you specific
information on ways that can assist them on their development.
TAKING THE EI STAR PROFILE ASSESSMENT
This assessment gives you many options to assess your Emotional
Intelligence and/or that of your direct reports. It can allow
you to see if your top competencies align with what your direct
reports see as most important for you and to see how you are doing
on these competencies.
There is a tendency to overestimate oneself on the EI Star Profi
le. Really think about how often you do these behaviors. To do
some of these behaviors 50% of the time is challenging and would
be a 5. To do something 80% of time or an 8 truly means you have
mastered that behavior and are very consistent in doing it.
A good metaphor for the frequency of these behaviors and determining
whether you are average or a Star is an exercise regimen.
Think of how often an exerciser who is a top 10% performer and
is highly effective or exceeds expectations would exercise. Most
people would say more than five times a week, where an average or
“meets expectations” exerciser does it about three times week. Both
performers exercise, but with different frequency. In the same way,
you may do the following behaviors, but how regular and consistent
are you?