Triple Crown Leadership

Triple Crown Leadership

Tag Archives: Emotional Intelligence

Interviewing for Emotional Intelligence

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  In our award-winning book, Triple Crown Leadership, we reveal five advanced leadership practices for building an excellent, ethical, and enduring organization. The first of these is to recruit, develop, and promote people for both “head and heart.” Head involves the education, knowledge, skills, technical competence, and experience necessary for the work. Heart involves integrity, emotional intelligence, and fit with the desired culture of the organization. Some leaders struggle with how to probe for heart qualities in interviews. In chapter 2 of Triple Crown Leadership, we list some questions that can be used to discover heart qualities in candidates. They are also available here: Interviewing for Heart. Recently, Harvey Deutschendorf, an emotional intelligence expert, author, and speaker, published a good article in Fast Company on “7 Interview Questions for Measuring   …Continue Reading


Unleash Your Latent Leader

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Too many people disempower themselves with comments like “If only they would …“ Or “I’m only a (fill in the blank with ‘engineer,’ or ‘salesman,’ or ‘clerk’).” Too many people self-select out of leadership. (See our blog on “The Biggest Barrier to Leadership.”) What if Alice Paul (who fought for women’s rights), or Rosa Parks, or Dr. Martin Luther King, Jr., or Nelson Mandela, or Mahatma Gandhi said the same? Or countless others who had no positional authority but decided to lead anyway? “Leadership is your choice, not your title.” -Stephen R. Covey Those waiting for someone else to lead are missing a wonderful opportunity. Great leadership is a group performance which ebbs and flows among many leaders even within the hierarchy of an organization. To quote John Michael Montgomery’s song,   …Continue Reading


Is Your Organization Headed for a Breakdown?

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Is your organization or team headed for a breakdown? Organizations emit warning signs before breaking down, but the financial signals, such as revenue declines, shrinking margins, and deteriorating working capital ratios, are lagging indicators. Leading indicators are much more important because you can address them before the financials go south. Using our triple-crown framework, here are 20 indicators of organizational breakdowns: Focusing too much on strategy shifts instead of accountability for results Creeping complacency Cutting ethical corners when the pressure is on  Not building ethics into day-to-day processes and decisions Falling prey to short-termism Neglecting integrity, cultural fit, and emotional intelligence in talent selection and promotions Failing to invest adequately in developing leaders with character Not seeking input from everybody in the organization regarding purpose, values, vision Failing to inculcate   …Continue Reading