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Stewardship \u2013<\/span> each employee is a \u201cbusiness of one\u201d responsible for providing value to other PTPers, teams, and clients. Stewardship requires multiple Personal EI \u00a0competencies including self-confidence, innovation, achievement drive, and initiative.<\/li>\n<\/ul>\n- \n
- Principle-based Management \u2013<\/span> making decisions based on core beliefs to achieve long term success. Trustworthiness and commitment are at the heart of always acting in our clients\u2019 best interests.<\/li>\n<\/ul>\n
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- Partnering \u2013<\/span> investing in our clients, partners, and employees to achieve their strategic goals; not \u201cskimming the cream\u201d. EI Social Skills like service orientation, building bonds and collaboration\/co-operation are the key to partnering success.<\/li>\n<\/ul>\n
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- Teal organizational structure \u2013<\/span> distributed power and authority, anti-hierarchy. PTP is in the early stages of implementing a Holacracy-based management system to increase the efficiency and effectiveness of our operations.\u00a0 Communication, listening openly and sending convincing messages, is key to the success of this innovative operating system.<\/li>\n<\/ul>\n
Learning about EI, I realized that the linchpin in implementing all of our frameworks was not IQ but EIQ. That is, our employees must have personal competence (how they manage themselves) and social competence (how they handle relationships) to achieve Corporate Beauty.\u00a0 Success was more about how passionate and emotionally intelligent we are than how smart we are.\u00a0 Being smart is table stakes to be in the game.\u00a0 Everyone we compete with is smart; being emotionally intelligent is the true competitive advantage.<\/p>\n
Implementing EI<\/h4>\n
So in 2013, I formed a team to define PTP\u2019s EI program.\u00a0 We defined three\u00a0levels of EI capability and set a goal of completing one level a year.<\/p>\n
Level 1:<\/strong>\u00a0 Self-Improvement<\/strong> which focused on improving the individual\u2019s EI.\u00a0 Each PTPer was instructed to read the book, complete a self-assessment evaluation, and develop their own self-improvement plan.\u00a0 We then trained internal coaches to assist in the implementation of the individual\u2019s plan.<\/p>\n
Level 2:\u00a0<\/strong> Peer Group<\/strong> where PTPers formed a group, set ground rules, complete peer assessments (e.g., EI360), and met monthly.\u00a0 This level also involved company-wide EI challenges, establishing individual and team EI trackers, and reporting of EI sightings.\u00a0 Company-level statistics are kept to assess program effectiveness and make improvements.<\/p>\n
Level 3:<\/strong>\u00a0 Project Integration and Metrics<\/strong>.\u00a0 PTP is an IT solutions firm with over 100 employees.\u00a0 We are organized in client-facing projects.\u00a0 So all programs we invest in can be measured by client success.\u00a0 This level inserts EI activities and deliverables into our project plans.\u00a0 It is at the heart of what the program is all about \u2013 achieving corporate beauty in the eyes of our clients.<\/p>\n
PTP is currently at the early stages of implementing Level three.\u00a0 We have defined the EI elements of our project methodology and are in the process of selecting pilot projects to test our approach.\u00a0 Importantly, there are two key EI goals of the project integration \u2013 internal team operations and client interactions.\u00a0 We are in the process of finalizing our measurement criteria which will likely be driven by a balanced score card approach.<\/p>\n
Overcoming Challenges<\/h4>\n
Like any change program, challenges exist.\u00a0 In particular, employees have historically been bombarded with personal improvement programs.\u00a0 Most of these programs have failed, so there is a natural resistance to the latest one.\u00a0 Some say: \u201cI can ignore this one.\u00a0 Management will eventually move on, and it will go away.\u201d Many also believe that you can\u2019t make material changes in a person\u2019s emotional intelligence.\u00a0 Our solution:\u00a0 Have a long term view and seek to make incremental success.\u00a0 By that I mean, get 25% involvement, then 35% involvement and so on.\u00a0 At this point, it is clear to our staff that PTP is an EI-focused company.\u00a0 Our staff realize that the program is not going away.<\/p>\n
I think PTP\u2019s success so far is based on our strong culture.\u00a0 We had the EI underpinnings from Day 1 (2004) when we formed the company.\u00a0 We were implementing EI without realizing it.\u00a0 EI was an incremental step in strengthening our existing culture.\u00a0 Also, because we are a service firm, PTP\u2019s leaders saw the value of improving our emotional intelligence.\u00a0 Just as the very meaningful dinner with a PTP partner introduced me to EI, I hope this blog post\u00a0encourages you to learn more about the subject.<\/p>\n
- Teal organizational structure \u2013<\/span> distributed power and authority, anti-hierarchy. PTP is in the early stages of implementing a Holacracy-based management system to increase the efficiency and effectiveness of our operations.\u00a0 Communication, listening openly and sending convincing messages, is key to the success of this innovative operating system.<\/li>\n<\/ul>\n
- Partnering \u2013<\/span> investing in our clients, partners, and employees to achieve their strategic goals; not \u201cskimming the cream\u201d. EI Social Skills like service orientation, building bonds and collaboration\/co-operation are the key to partnering success.<\/li>\n<\/ul>\n
- Principle-based Management \u2013<\/span> making decisions based on core beliefs to achieve long term success. Trustworthiness and commitment are at the heart of always acting in our clients\u2019 best interests.<\/li>\n<\/ul>\n