EI Climbing the Ladder to Leadership Success Helen Harvey Emotional Intelligence Proactive End in Mind 7 Stages of Change LQF Self Awareness / Self-Regulation: is about emotions and managing their effects; I have learnt that I am more reflective than I previously thought. As a result I now allow myself time to think, plan and reflect; this reduces my stress levels and means I am calmer, more centred and in control. Self Motivation: Being driven to achieve; this course has re-awakened my self- belief and has helped me recognise that what I do is really worthwhile. Proactive: a responsibility to make things happen; the circle of influence / circle of concern helped me to realise that I use to waste energy trying to change things outside my area of influence. Using this “habit” during the project helped me to determine what was in and what was out. Seek First to Understand: listen for content, emotions and intentions. Listening on 3 levels has been the most challenging “habit” for me to improve. I have learnt to summarise, confirm my understanding and reflect back, what was said. During my project, I ensured that I listened to what was important to the phlebotomy team manager, her staff, the patients and service users by conducting a series of surveys and interviews. I demonstrated empathy by recognising and considering their feelings, when making decisions about the outcomes of the project. Tame and Wicked Problems: My take home message from this session, was that as a leader I don’t have to know all the answers. As a result, when dealing with a problem, I now don’t offer a solution, I am open and share what I know and what I don’t. I am more humble. I recognise my role is to create the space to let an answer emerge. 7 Stages of Change: Previously I never understood why, I couldn’t transfer my motivation and enthusiasm onto others. The 7 stages of change helped me to see where I was going wrong. As a result I try to raise awareness of the situation and don’t offer the solution, so the staff take ownership and buy-in to finding a solution. A less push and more pull approach to change management. Acknowledgements: Chris Crosby, Richard Pearce, Dianne Lloyd, Merlin Walberg, Penny Humphris, my co-participants and finally Ian Barnes for the opportunity. LQF: A positive experience. Confirming my strengths and future development needs: self-awareness, self-management, leading change through people & collaborative working; a lot of the feedback related to listening and communicating skills; therefore I plan to complete a Neuro-linguistic programming (NLP) course next. End in Mind: a visualisation experience; I have come to recognise that I need to think bigger; not to be fix my “end in mind” on the short to mid-term goals. With the project, I found that my initial “End in Mind”, was only part of the bigger picture; as I came to understand the needs of this multifaceted service, I came to realise that I was dealing with a “wicked” problem; the end in mind gradually evolved, until the final outcomes became clear. Seek First to Understand Tame and Wicked Problems