Month: July 2017

4 Interview Questions to Assess EQ—Stop Hiring Like It’s 1994

Posted on July 11, 2017 by - Articles, Emotional Intelligence, Human Resources, Leading Organizations

This week I was talking with a friend about two employees he had hired recently.

One of them he was really excited about. My friend thought this was exactly the right person and couldn’t wait for him to get to work and make the entire organization better.

The other one was simply ok. My friend found himself skeptical that she would ultimately work on in the long term.

Then something interesting happened—the one my friend wasn’t excited about began to excel. And the one my friend thought was fantastic? Well, he was just days away from having to fire him. Wow! What happened??

If you’ve been in leadership for any length of time…whether it’s with paid employees or volunteers…you can probably relate to this scenario. You’ve probably lived it out more times that you care to share. I know I have! Not only is it frustrating, it also costs organizations a lot of money each year.

I’m sure there’s more than one thing to blame each time this happens, but if you’ll allow me a little latitude, I would submit this often happens because we haven’t fully grasped the truth that I.Q. doesn’t matter as much as E.Q.  The data has been around since 1995, but we still hire like it’s 1994.

Let’s be honest—we are taught as we pursue degrees how to interview and hire using I.Q.-based questioning and testing. It’s easier to discover if someone has a high I.Q.

I believe that the better we get at checking for E.Q, the better we will become at hiring employees and recruiting volunteers. And that saves time and money for our organizations.

Imagine it – if you could increase the success of the people you hire, you would immediately cut down on marketing costs when a position becomes open. You would cut down on training costs because you’re training fewer people, and you would cut down on everyday costs because your employees stay longer, are happier, provide better service to your customers and work harder than someone who isn’t the right fit.

So, here are 4 Interview Questions to Assess a Person’s E.Q.*

1) Tell me about a time when you were upset with a customer or co-worker and how you handled your emotions in that moment.

This question assesses a candidate’s Self-Awareness—their ability to accurately perceive emotions and stay aware of them as they happen.

2) Tell me about a time when you were nervous to try something new and how did you channel those nerves to do a good job.

Use this question to determine a candidate’s Self-Management—their ability to use awareness of emotions to stay flexible and positively direct their behavior.

3)  Tell me about a time when you noticed or sensed that a coworker or a volunteer was upset even when they didn’t express it to you. Then, what did you do with that information?

This question will give you insight into a candidate’s Social Awareness, their ability to    accurately pick up on emotions in other people and understand what is really going on.

4)  Tell me about a time when you came into work upset about something at home and had to interact with another person who was also upset. How did it go and how did you not allow what happened at home to affect your attitude at work?

This question gets to a candidate’s Relationship Management, their ability to use awareness of emotions to manage interactions successfully.

The answers to these questions won’t give you a 100% success rate when hiring candidates or recruiting new volunteers. And you don’t need to use them word for word. But, I hope you can see how these questions can get you closer to discovering another’s person’s E.Q.

Because, it matters.

If you can get better at spotting employees with high E.Q., it will save your organization time and money!

* These categories are outlined in Emotional Intelligence 2.0 by Travis Bradberry  & Jean Greavesl.

Adding Value to People in Prison Produces Transformation

Posted on July 10, 2017 by - Because of the GLS, Calling, Government, North America, Prison, Stories

The Global Leadership Summit believes everyone has influence no matter where they lead. You could be CEO of a major corporation, a pastor in a small rural town, a teacher, a politician, a student, a parent or even a prisoner.

The staff at Willow Creek Association is committed to providing access to leadership tools to anyone who wants to improve their leadership skills to change their own spheres of influence wherever they may be—even in prison.

The impact of the GLS in the prison system is inspiring!

In 2017, the GLS is on track to be in 60 prisons, up from 11 prisons in 2015. None of this would be possible without the commitment of the many prison chaplains, wardens, volunteers and donors who’ve helped make this a reality.

But it all starts with a spark of inspiration.

For Steve Ruby, Prison Chaplain at Joseph Harp Correctional, and the staff at The Crossing Church in Oklahoma City, Oklahoma, the spark ignited after watching Warden Burl Cain’s Grander Vision segment during the GLS in 2015.

“Warden Cain talked about the things they were doing to change the culture of the prison, and I felt a stirring to pursue getting the GLS at Joseph Harp Correctional,” Steve shares. “Through interaction with some of the inmate leaders and a couple of our most trusted volunteers, we started dreaming and strategizing how this might work.

“And when The Crossings Church signed on to support it financially, it made ‘selling’ it to the Warden much easier. With any new concept in corrections, it takes time to get buy-in, but when we stressed the value to the men who would attend, and the ripple effect on the facility that could result from this experience, there was little pushback.”

The GLS within the prison reiterates what is already on Steve’s heart:

Adding value to people allows for true transformation.

“I am convinced there is a leader inside all of us,” said Steve. “We need people who believe in a person enough to help them see their potential and be willing to provide resources to assist them in that pursuit.”

During the GLS, John Maxwell stressed adding value to people, and this really struck a chord with Steve and what he’s felt in his heart for a long time while serving in prison ministry,

“In the context in which I serve, I find that a small percentage of the men have never had anyone who believed in them. They long for a sense of significance and a need for value. When we add value to people, it gives these men hope that their future can be different from their past.

“I have seen genuine transformations over the years and know that what Paul writes in 2 Corinthians 5:17 is true. Therefore, if anyone is in Christ, the new creation has come: The old has gone, the new is here!

It is true in my own life, and I have seen it repeated in ministry over the years, and most recently, in the prison system.”

Adding value to people breaks down stereotypes.

“Not all ‘criminals’ are bad, evil people,” Steve explains. “We are the product of our choices and decisions, no doubt, but we should not be defined by a poor choice and a bad decision that may have been part of the environment we were brought up in. This is not to excuse the choices and decisions that land someone in prison, but we all must realize that ‘there go I, but by the grace of God.’”

Steve Ruby knows that when you add value to people, invest in them and give them the opportunity to experience spiritual breakthroughs, transformation is possible.

“My ‘big hairy audacious goal’ is to see a spiritual breakthrough in the prison, resulting in a breakdown of the stereotypical perception of inmates who embrace faith in Christ,” Steve said. “My hope is their embrace of faith and a relationship with Jesus would be truly authentic, transforming the entire culture of the prison system.”

The ripple effect of the GLS.

The GLS was well received by all who attended at Joseph Harp Correction. “There has been an ongoing ‘buzz’ even after almost a year since the last one!” Steve exclaims. “There is growing excitement about the event this year too.

“The GLS is an opportunity that encourages those who are often forgotten in society. In an environment like prison, they need hope and alternatives for how to live, and the GLS offers both.

“It has been a blessing to see men step up and take ownership of the leadership principles learned at the GLS. The monthly follow-ups have solidified and encouraged the men to apply what was heard in the everyday encounters they have in a variety of situations at the facility. The men who attended continue to demonstrate a thirst to learn and grow in their sphere of influence.”

The GLS is not just an event. It’s a movement.

“I am grateful to have the privilege of playing a small part in enriching the lives of inmates through what is more than an event. It’s a movement that is impacting numbers of people that only eternity will fully reveal. My vision is to see this spiritual breakthrough foster and further a breakout of God’s activity across the entire state and nation with events like the Summit serving as a catalyst.

“Thanks to  the team at Willow who have a heart to inspire and challenge people from all walks of life to be better and do better in life and leadership. Leadership is influence.”

 

Integrating Faith and Public Service

Posted on July 10, 2017 by - Change Management, Leading Organizations, Videos

In this excerpt, Allen describes the URA’s former reputation as one of the most corrupt public institutions in Uganda. When Allen became Commissioner General, she made sweeping reforms to ensure integrity and competence in the agency. She believes this transformation was God’s idea, not so the URA would have a good name, but to serve the people of Uganda.

Integrando fe y servicio público

Posted on July 10, 2017 by - Change Management, Leading Organizations, Videos

In this excerpt, Allen describes the URA’s former reputation as one of the most corrupt public institutions in Uganda. When Allen became Commissioner General, she made sweeping reforms to ensure integrity and competence in the agency. She believes this transformation was God’s idea, not so the URA would have a good name, but to serve the people of Uganda.

Faith at Work Leads to Giving Back, Stepping Out & Even Saving Lives

Posted on July 9, 2017 by - Because of the GLS, Business, Calling, Culture, Diversity, Latin America, North America, Stories

Lots of people leave the Summit inspired, and then feel they have to work at a non-profit or church. But that is not necessarily what we always need. What we need is more faith-based leadership in for profit companies.

“During the first Summit I attended, these words about the need for leaders of faith in the business world hit me like a ton of bricks and has stayed with me ever since,” said Emily Schmitt, general counsel for Sukup Manufacturing. “It has helped me be more open about my faith at work, opening up more conversations and deeper relationships with employees than I could have imagined.”

When Faith Permeates Your Life at Work

Since attending the Summit, Emily’s faith has permeated every aspect of her work. And her employees are taking notice. Not only has it had a positive impact on her company, but it has fueled a vision for the company’s give-back culture.

“Having a greater foundation of faith gives me the confidence I need to push forward,” said Emily. “As I express my faith, a lot of what some people might call ‘coincidences’ have occurred. But I don’t believe they are coincidences at all. I know God has put me in these situations for a reason—there’s always a bigger purpose.

“I take my faith and lead by example in such a way that I believe those who work with me know my vision and heart. As a result, their trust in me increases. They know who I am, and more importantly, they know Who I serve. As a result, I find people are willing to take risks and work harder to achieve the vision.

“As a lawyer, I was worried about the possible legal implications that could come of being more open about my faith. But, in reality, not talking about it is a much bigger risk. People spend more of their waking hours at work than anywhere else. If there’s any place we should be living out our faith or helping spread the word, it should be at work!”

A Give-Back Work Culture Changes Lives

“We are a family owned manufacturer of grain handling, grain bins and steel buildings, and we strive to leave an impact on the world through what we do,” said Emily. “We fully believe in making a difference in the world, not just making a profit.”

With “giving back” as a value in our culture, the staff seeks out opportunities to serve beyond what they do every day. It was out of this culture, the idea for Safe T Homes was born.

It started with an idea from the safety director, who was developing a concept for a bin home. When a massive earthquake hit Haiti in 2010, he wondered if the bins could be designed to withstand a disaster. The company was on board, and they began a journey to engineer a bin home that would withstand disaster.

The Summit Takes an Idea to the Next Level

Emily has always strived to use Sukup Manufacturing’s skills and expertise to give back and serve people in need. But it wasn’t until she attended the Summit that she was inspired to take the idea to the next level and speak up about her passion. Because of the Summit, Emily and the team were fueled to take the Safe T Home concept to a new level.

Since developing the idea and connecting with local non-profit GoServ Global, 200 homes have been built in Haiti.

When Hurricane Matthew hit Haiti in October of 2016, every bin home withstood the storm, protecting and saving hundreds of lives!

Not only are these homes saving lives, they’re also providing meaningful work for the local community. “We believe creating jobs for Haiti construction crews to build homes and solar panels has a powerful effect on their economy,” said Emily. “Eventually, I want to expand to a point where we will be able to help refugee camps and communities all over the world.”

Throughout the adventure of building homes in Haiti, Emily has made meaningful connections with her staff, non-profits, local leaders and her church. God continues to place ‘coincidences’ in her life, and people’s lives are being changed as a result. “I just smile when these ‘coincidences’ happen because I know who is doing it!” Emily exclaims. “I believe God wants me to do build relationships for the greater good, and bring people, companies and communities together for the common goal of serving His purpose.

“So many things have dominoed since I attended the Summit and stepped up to the challenge of Safe T Homes. I am so thankful for the inspiration I received at the Summit!”

Attending the Summit will challenge your faith and inspire you to take a courageous step to serve our world

“Don’t sit on the fence,” said Emily. “Jump on over and you won’t regret it. The Summit is the best leadership event I have ever been to and it is less expensive than most. When you take a group to the conference, encourage debriefing discussions during session breaks. That took the impact to another level for us. There are no negatives in attending the Summit!”