Case Study Quantified Emotional Intelligence

A little something about us

Leadership development transforms individuals, their teams, their businesses.  With a global presence, working with some of the most renowned businesses in the world, leadership is all we do!

We bring a unique combination of our experienced coaches, supported by the first scientifically validated emotional intelligence tool in the world, the EQ-i 2.0®.

Since 2011 we have supported organisations, teams and leaders to navigate their crucible moments by delivering quantifiable change

Proof is in the results and this case study is a quantifiable example of how our programmes deliver change.

 

 

A little something about David

David was a high potential and valued member of the team but his derailing behaviours lead him to take some time out from the business to “regain his balance” for a couple of weeks.

So how did he bounce back from that to only 9 months later being promoted, invited to the board and receiving a significant salary increase?

Learn how our approach supported David,  while accelerating the growth of his organization by reading on….

A Brief History

Scenario

Our Client, let’s call him David, had been given some time out of the business due to some derailing behaviours which were preventing him achieving his business targets and causing friction within the leadership team. 

It appeared that David might soon be exiting the business

He sought our help independently, and when his organisation had visibility over the agreed programme and approach, they took over the sponsorship.

Context

Industry Sector – Tech (Privately Held)

Scale of leadership responsibility – Average deal size = €1.2m

Leadership Challenges –

  • Focusing on the problem at hand
  • Leading without authority
  • Managing conflict

 

EQ-i 2.0 and us: how we get to quantify results

EQ-i 2.0® is a scientifically proven leadership psychometric  tool.

With data collected from thousands of the worlds best leaders and their teams revealing the keys to success, this tool provides an evidence based model for leadership.

 This tool enables our bespoke approach, supporting leaders in an increasingly virtual, fluid and complex world.

Action and Theory have a decade of experience of using EQ-i 2.0® to support senior leaders globally.

 

Our Approach

Over a 9 month project with a number of milestones, David and his leadership coach had a series of transformational conversations, supplementary calls and e-mail dialogue to ensure he was supported as he progressed

We worked with David focusing on three primary areas of his emotional intelligence and related behaviours.  These were identified using EQ-i 2.0®.  David’s overall profile placed him in the lower range with a number of sub sectors reported as very low.

Example Project Timeline

Key Milestones:

1.EQ-i Profile A = Complete Emotional Intelligence profiling tool

2.EQ-i Feedback = Client receives feedback on their personal profile

3.Stakeholder Focus Setting Meeting:  Agree the outline focus of key knowledge from the perspective of the Stakeholder (line manager) ie skills and behavioural challenges to be addressed

4.Transformatinal Conversations

5.EQ-i Profile A = Complete Emotional Intelligence profiling tool to quantify progress

6.EQ-i Feedback = Client receives feedback and reviews progress

7.Stakeholder Review Meeting = Discuss the progress made and to agree any applicable next steps

8.Wrap Up Meeting = Client and coach complete a final wrap up and discuss next steps, inc how to keep the Action Experiments alive

Outcomes: Delivering quantiable Change in all the key focus areas

At the end of the project, David completed another EQ-i 2.0® profile which quantified the significant changes that had resulted.  These changes have been validated by the stakeholders (executive leadership team, peer group and reports) and extend beyond the initial brief.

The profile quantified how he now:

üExperiences increased self confidence

üApplies substantial influence and sets strategic direction

üElicits confidence from his peers in decision making

Within 2 months of the projects conclusion David’s performance had so significantly improved, that he received:

üAppointment as Commercial Director (with shares)

üSignificant salary increase

üInvited to join the board of the parent company

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