RESULTS
High Performance Leadership™ Program
Large Transportation System Organization's
Senior Leadership Team
Introduction
From February 2006 through June 2006, a High Performance Leadership™ - Maximizing the Power of Emotional Intelligence Program was facilitated for a large transportation system's Senior Leadership Team (CEO, COO, CFO, CIO, Presidents, Vice Presidents, etc.). A total of 13 participants were trained. The program included a pre-program presentation, pre and post program surveys, pre-program interviews, a two-day developmental session, post program coaching sessions, impact interviews, and a final report. Nine participants (70% sample) participated in the end of course impact interviews. Following is a summary of the results.
Results
Post-Training Coaching
The findings of the post-training coaching sessions are consistent with those of other Developing Emotional Competence Programs facilitated for other organizations. The coaching sessions revealed that participants were using the techniques in a wide variety of situations to help them achieve a wide variety of purposes. Some of those situations are listed below.
- To resolve conflicts
- To improve own attitude and others
- To understand others
- To manage emotional reactiveness
- To handle threatening situations
- To handle frustration
- To be more positive
- To plan more completely
- To make better decisions
- To be calmer and clearer
- To improve/manage relationships
- To appreciate others
- To get to win-win solutions
- To be more motivated
- To talk openly and honestly
- To stop frustration
Personal and Organizational Quality Assessment-Revised (POQA-R)
The POQA-R is a self-report inventory designed to reflect the key psychological and workplace elements or constructs that contribute to overall quality of an organization. The instrument provides a concentrated yet comprehensive assessment in two main topic areas: Personal Quality and Organizational Quality (Institute of HeartMath and Caring Management Consulting, "POQA-R Personal and Organizational Quality Assessment - Revised," 1999-2002). The POQA-R was administered pre and post program.
Personal Constructs - There were improvements in all ten personal constructs. While all constructs were initially in the Above Average quadrant, they all also showed movement toward or to the Substantially Above Average quadrant: six moved from Above Average to Substantially Above Average; four moved toward Substantially Above Average while remaining in the Above Average quadrant.
Organizational Constructs - The majority of the fourteen organizational constructs also improved, moving from the Above Average quadrant to or toward the Substantially Above Average quadrant. Eleven constructs improved, two declined, and one remained the same.
Figures 1 and 2 following present the group improvements.
Impact Interviews
The Impact Interview participants provided specific examples of how they were using the techniques taught in the program during one-hour, individual interviews. Figure 3 below depicts the range and average improvement reported for each personal goal for both the Senior Leadership Team and the group of executives in the organization's Leadership Development Program (LDP).
Conclusions
Level 3 Impact - Many Participants Are Experiencing Significant Benefits
Use of Techniques On-the-Job
The results from the various coaching sessions, the POQA-R, and the Impact Interviews indicate improvement among participants who are using the techniques. It's important to note that the results (both small and large) of using the techniques have a cumulative effect on the user and, in many cases, on those who interact with the user. The effects are similar to those of a single drop of water in a still pond. The ripples not only touch the user and the other person, they subsequently affect, in a positive way, other people that person interacts with throughout the workday and at home.
Level 4 Impact
Impact of Use of Techniques on Personal and Organizational Measures
There is a positive Level 4 impact on the executives and the organization. Some examples show that participants are...
- changing negative relationships into positive, cooperative, productive relationships.
- resolving conflict constructively.
- getting more work done themselves.
- prioritizing to focus on the most important work.
- experiencing less anxiety when faced with challenging tasks.
- building stronger relationships with their departments.
- experiencing greater motivation on the job.
- feeling more energized to get through their day.
- facing difficult situations and challenges with energy and confidence.
- transforming frustrating situations into productive opportunities.
- using the techniques to solve problems of their people.
- making more effective (efficient + caring), intuitive decisions.
- changing their own and other people's attitude for the better.
- improving their health.
Below are a few of the many Impact Interview statements reflecting a positive Level 4 impact on the organization.
Goal: Manage Emotional Reactiveness
I'm more mellow and measured in my responses and more positive. I have good control using the techniques.
Goal: Reduce Stress and Worry
Yes (I've improved). I feel like I managed it well in the past. I feel more relaxed, and the biggest indicator is I've stayed calm and don't overreact.
Goal: Gain Greater Mental Clarity
Definitely (I've improved). If I had some negative emotions, I would worry about them. Now I'm letting that go. My mind is not caught up in those things.
Goal: Increase Personal Productivity
Yes (I've improved), and it was not an area I checked. I can cut though things that were not as important.
Goal: Develop More Self-Confidence
... I put less than 50% effort and got the same kind of outcome. It saved me time in preparing - it saved 4 hours - that is significant.
Goal: Understand Others
Yes (I've improved.) I'm lessening my own "having to be right with the best ideas." I see things from other's perspectives even if I don't agree with them. I'm not bullying them.
Goal: Manage Relationships More Effectively
I thought I was good at this before. Using Intuitive Listening has made me better.
Did We / Are We Achieving the Purpose of the Program?
The answer is "Yes!" Most of the participants are using three or four techniques either regularly or as needed. For some, use of the techniques has become a part of the way they lead and who they are.
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