Article by Judy Lee featuring Jan Hovrud
There are 899,911 North Americans from a LinkedIn search that listed ‘leadership development’ in their profile. A lot of these people fall under the titles of executives, executive coaches, consultants, or HR professionals.
Now, there are 1,180,000 web pages from Google search results that tie emotional intelligence and leadership development. So, why aren’t more leaders leveraging emotional intelligence skills and tools?
This is where Jan Hovrud from Training Werks Inc. comes in. As a training and coaching consultant, she has worked with leaders to grow their abilities with emotional intelligence knowledge and tools.
Judy: What is the value of using emotional intelligence in leadership development?
Jan: As the saying goes, “It’s lonely at the top.” Leaders are constantly pressed to maximize their outputs, show results and discover new ways to do more with less. Emotional intelligence offers leaders a framework in which they can understand and reflect upon their own development. I find that leaders are indeed “lonely” and eager for a way to clearly see what attributes are critical for success. They want to transform and the concept of emotional intelligence provides them with the feedback necessary to do so.
The insight gained from emotional intelligence feedback provides leaders with a sharp focus. The content subscales reveal what lies beneath everyday work patterns, past behaviors and imbalances. Using the concept allows leaders to strategically face what they need to capitalize on and work to develop. Emotional intelligence helps leaders learn from their past, develop for their future and gain a competitive edge.
Judy: What is your favorite coaching question when working with leaders?
Jan: What has been the most difficult decision you’ve had to make as a leader? This question reveals many things about a leader—his/her vulnerabilities, scope of leadership, values, focus, personality style, strengths, comfort with change, priorities, etc.
Follow-on questions: How long did it take you to make the decision? Who did you consult with before you made the decision? What were the short and long term impacts of the decision? How did you communicate the decision to others?
Judy: Tell me about the most memorable and rewarding experience you’ve had in your emotional intelligence work with leaders?
Jan: Leadership is a tough job. A lot is expected of our leaders these days. I’ve had the pleasure of knowing and working with over 5,000 leaders in the past few years. I continue to be impressed by their dedication and commitment to their organizations. However, one leader really stands out in my mind. He was a sharp, motivated man in one of my emotional intelligence training sessions. He was a standout—asking questions, participating and then, staying after class to talk more. We have ended up having conversations on email– mostly about leadership and his emotional intelligence instrument results.
At one point, this leader told me that he read my email about his EQ results daily so that it would “soak in and take hold.” When he got the chance for the “big interview” that would bring him to the next level, he used his EQ results and knowledge of emotional intelligence to think of answers to possible interview questions. This interview led to an “acting” position which in six months has become his permanent dream job. Many factors affect leadership and interviewing success, but I can’t help but believe his focus on emotional intelligence was one of the keys to his promotion. Recently, in an email, he wrote: “Please know as I continue my career journey, I do thank God for your support and pray your world is blessed with continued prosperity. Your help with emotional intelligence has made a difference in my life.” And, what a difference he has made in mine!
Judy: What kind of impact will the new EQ-I 2.0 have on your work?
Jan: Two words: Greater Passion! The new EQ-i 2.0 is a sophisticated instrument that takes the EQ-i to a higher level. When I learned about the EQ-i 2.0 at the Chicago Launch Event, I was overwhelmed by the possibilities it brings for my work with clients. The MHS team did a first class job redesigning the tool to be more meaningful, flexible and versatile for all types of clients.
I am excited about many new aspects of the EQ-i 2.0. The client reports are colorful, graphic and full of engaging information. They are written in a business savvy format which is easy to read. The EQ Model has a balance of subscales and a new composite scale. The portal is user friendly. The client will experience emotional intelligence in a more integrated way. I see fantastic opportunities to make positive impressions on the careers and lives of my clients with the EQ-i 2.0.
Judy: What is the one piece of key advice you would give to a newly certified EQ-I 2.0 coach? Consultant? HR Professional?
Jan: Start your work with the EQ-i 2.0 immediately! Experience the power of emotional intelligence. It can really change peoples’ lives, and your own.
About Jan Hovrud
Jan Hovrud, owner of Training Werks, Inc., uses interactive facilitation and coaching to help leaders reach higher levels of performance. Her client oriented approach is designed to unlock potential, build skills and inspire people to capitalize on their strengths. Jan is certified in a wide range of assessments that create personal and professional awareness. As a 2011 MHS Partnership Award winner, she has worked with over 5,000 public and private sector leaders in the United States using the EQ-i.
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