I recently reread Daniel Goleman’s 1998 Harvard Business Review article on emotional intelligence . Goleman’s research showed that as individuals get more senior in organizations, differentials in performance are a function not of intellect and technical skills but of emotional intelligence.
When I compared star performers with average ones in senior leadership positions, nearly 90% of the difference in profiles was attributable to emotional intelligence factors rather than cognitive abilities.
Emotion intelligence, in Goleman’s definition, is comprised of:
Self-Awareness: the ability to recognize and understand your moods, emotions, and drives, as well as their effect on others
Self-Regulation: the ability to control, or redirect, disruptive impulses and moods; the propensity to suspend judgment – to think before acting
Motivation: a passion to work for reasons that go beyond money or status; a propensity to pursue goals with energy and persistence
Empathy: the ability to understand the emotional makeup of other people; skill in treating people according to their emotional reactions
Social Skill: proficiency in managing relationships and building networks; an ability to find common ground and build rapport.
So what do I do when you come across something like this – a potentially powerful insight that turns your current thinking on its head? Do I totally revamp my hiring process? Do I do nothing? Or do I tinker around the edges?
As someone who’s constantly on the lookout for these sorts of insights, I know I don’t adopt every great new idea I come across. Sometimes that’s because I don’t fully believe in an idea, but often it’s because I don’t have the guts (or the willingness to take the social risk) to try it (e.g. conduct all meetings standing up).
There are four possible orientations to great ideas.
- Never find them in the first place (don’t read the books, the blogs, watch the TED talks, etc.)
- Consume them and ignore them
- Consume them and incorporate them a bit around the edges
- Embrace them, test them out, and be willing to incorporate them if they work for you
While option 1 (living heads down, actively hiding from all the amazing ideas that are spreading) is the most obvious thing to avoid, it’s options 2 and 3 that are more subtle and just as troublesome. You come across something great, but you don’t actually do anything to make it yours.
As in, “That sounds great, but we can’t really do it that way because….” or, worse, “Well sure that might work for her but that would never work for us because…”
The moment we have a bias towards action, we read/act differently. We’re no longer couch potatoes, waiting to be entertained, we’re active learners leaning forward, taking notes in the margins, sharing the bits we like the best, starting discussion groups, having five other people read the same book so all of us can test out new ideas together.
We come across too many great ideas to allow insight to be a spectator sport.
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p.s. Viewed through this lens, we understand a TED talk (or a TED book), a Domino book, a great manifesto or a focused, passionate blog differently. They are optimized for idea transmission and action. A 250 page book may be what it takes to wring every last drop out of an idea, but the 80 page version probably gives the reader enough to act on.
2 thoughts on “Insight as a spectator sport”
“Action expresses priorities.” — Mahatma Gandhi
You’re absolutely right. When you read and take action, you read in a different way. A way that brings the author’s words to life.
Great post, Sasha! Not only is the emotional intelligence insight great, but also a very good reminder that being a hunter/gatherer of ideas is really pretty useless unless I stay still long enough to plant and water them as well. Good reminder for me today, thanks!