I want you to imagine yourself as a statue in front of a mirror. You can see and fully grasp one view of you. With time and maturity, you can understand there is more to you than what you see, and even obtain a comprehensive understanding of what others experience based on their feedback and behavior towards you.
This analogy generally starts my 360 results coaching sessions. Recently, I was able to use the Leadership EQ 360 tool for a team I personally respect. The top three leaders wanted a self-discovery and growth tool that would allow other unit members and others to provide feedback, and they were all familiar with the 360 concept. For those not familiar, 360-degree assessments (also known as multi-rater feedback or multisource feedback) are a performance evaluation method that provides an individual with the opportunity to receive feedback from multiple sources.
Specifically. the Leadership EQ 360 2.0 is a multi-rater version of the Level B EQ-i 2.0 assessment that surveys the same emotional and social skills as the self-report, but from an observer’s perspective (e.g., peers, manager, friends/family, direct reports, and others). The EQ 360 2.0 is not a test — it is a series of reliable and valid questions to gauge the fifteen sub-skills and five composite areas of emotional intelligence. This “snapshot in time” is designed to provide the participant with a meaningful learning experience and a chance to develop one’s Self.
“Leading people is a completely different skillset than technical expertise and knowledge. Emotional Intelligence builds that bridge.” – Ed Hennessy, Leadership Call LLC
I believe EQ is an essential leadership skill –the end state is to build greater trust, greater understanding, accept greater responsibility, and create authentic leadership connection. Connection is important for leaders and all levels; authentic connection requires a full self-awareness and ability to engage in a healthy way with others.
For example, as the root of managing change and inspiring others through tough times (yes, the year of 2020, I’m looking at you), leaders must first manage their own emotions associated with change (by using the sub-scales of emotional self-awareness and emotional expression).
“Knowledge has a beginning, but no end.” – Anonymous
Self-growth occurs in vulnerable moments – and it is worth the effort and time in the long-run as you appreciate and understand the “full statue” of yourself. With the 360, you have the opportunity to strengthen the features that work for you while simultaneously modify the parts that are not optimally working. I really hope you enjoy what you “see.”
Melinda (Mindy) Morris is the 628th Air Base Wing Equal Opportunity Director, Alternative Dispute Manager, and Self-Awareness Advocate. Mindy is passionate about helping and encouraging others and was fortunate to gain experience within the Air Force model Equal Opportunity program, resilience, positive psychology, leadership, diversity and inclusion and conflict resolution. Mindy has a SHRM-CP certification and is trained to independently facilitate True Colors personality tests, Emotional Intelligence and DISC. In September 2018, she authored “Humanity’s Favorite Flaws…. And How to Overcome Them.”
