1. Emotional Intelligence (EQi)
Emotional Intelligence is a set of emotional and social skills that collectively determine how well we:
Perceive and express ourselves
Develop and maintain social relationships
Cope with challenges
Use emotional information in a meaningful way
Completing the EQi:
You will receive an from Joanna with the instructions on how to get to the EQi website and answer the questions
The questionnaire should take about 20 minutes to complete
Complete it in a quiet spot at home alone
Do not think of yourself in any particular role (e.g. parent, boss, nurse, etc.)
You will get the results in January just prior to your next coaching session.

2. Developing Talent
David Knipping
EMBA 512

3. ILEAD and Executive MBA
Leading Organizations
Organizational Change Model
Leading Others
Practical Leadership Skills
MBTI: Team Building
Leading Self
Personal Change Model
MBTI: Self Development
Executive Coaching
Talent Management

4. Quiz Question #1
Discussions about Talent Development tie back to which individual listed below?
Peter Drucker
Lawrence Peter
Peter Pan
Peter Benchley

5. Talent Management
Acquire
Perform
Develop

6. Talent Acquisition

7. What does a hiring manager need in a candidate?

8. #1 _____________ #2 _____________
Hiring Managers Need:
#1 _____________ #2 _____________

9. The best predictor of future behavior is
_________ ________.

10. Performance
CONTENT “What”
PROCESS
“How”
Job Objectives
Competencies

11. What is the best solution?
Performance Appraisal
What is the best solution?

12. Polarity Management
Individual
Accountability
Teamwork

13. Talent Assessment
Mike
Lombardo
Bob
Eichinger
&
(Lom–inger)

14. The key traits are listed below.
Learning Agility
Learning Agility is the ability to learn from first-time experiences and adapt to changing conditions.
The key traits are listed below.
Is self-aware – understands own strengths and weaknesses
Is curious beyond own area of expertise and seeks new challenges
Seeks and uses feedback to improve behavior
Is comfortable with ambiguity and has a tolerance for risk

15. Quiz Question #2
Bob and Mike came to the following conclusion about the general population as a result of their research:
__% Naturally demonstrate learning agility
__% Have the capability, but don’t allow traits to come out often
__% Traditional learners
20, 70, 10
10, 60, 30
30, 50, 20

16. Lominger 9 Box Model PERFORMANCE OVER TIME
Who will be the future leaders of our
business or organization?
LEARNING AGILITY

17. Unproven or Inconsistent Performer
HIGH
PERFORMANCE OVER TIME 3
High Pro 2
Adaptable Pro 1
Consistent Star 6
Functional Performer 5
Core Performer 4
Future Star 9
Low Performer 8
Unproven or Inconsistent Performer 7
Potential Diamond
LEARNING AGILITY
LOW
HIGH

18. Why not just focus on High Performers?
71% of High Performers are not High Potentials, however
93% of High Potentials are High Performers
“Peter Principle”
Corporate Leadership Council

19. Targeted Work Assignments Self Directed Training Professional Coaching
Talent Development Techniques LO
Targeted Work Assignments
Self Directed Training
Assessment & Feedback
COST
Professional Coaching
Traditional Training HI LO
Developmental Impact HI

20. Org Change and Learning Agility

21. Three common Reasons for Organizational Change Failures1
Lack Of A Clear Future State
Poor Explanation Of Why The Decision Was Made
Insufficient Information About What Is Changing For Each Individual 2 3

22. Organizational Change Model2 3 1

23. Talent Management Summary ACQUIRE PERFORM DEVELOP Competencies KSA’s
Job Objectives
PERFORM
Learning Agility
Performance
DEVELOP