Coaching and Consultation
Individuals, Managers, Executives & Corporations

THE LEADERSHIP QUOTIENT
Four things are involved in making someone a leader; someone who is successful. I call it the Leadership Quotient (LQ). The four facets of the LQ are: Intelligence Quotient (IQ), Emotional Quotient (EQ), Personality, and Integrity. The success of a leader is contingent upon these four facets.

While your IQ is inherited, you can maximize it through continual learning, whether formally in higher education, or informally through personal learning. Emotional Intelligence (EI), as defined by Daniel Goleman in his best-selling book by the same title, is “the ability to motivate oneself and persist in the face of frustrations; to control impulse and delay gratification; to regulate one’s moods and keep distress from swamping the ability to think” (p. 34). Personality factors are things such as extraversion, spontaneity, agreeableness, and conscientiousness. Your personality is neutral, but what makes it either powerful or detrimental is the impact EI has upon your personality. Finally, integrity is simply your ability to consistently live your values. These values are not only moral in nature, but also incorporate your life values and prioirities.

All four of these factors combined create your overall Leadership Quotient. Dr. Stewart offers a personal coaching experience to help you objectively analyze these areas and develop a personal growth and development plan for you!

EMOTIONAL INTELLIGENCE

Cognitive intelligence has been generally credited with being the main human factor that determined whether a person would be successful in his or her life. However, as early as 1920, E. L. Thorndike introduced the concept of social intelligence, which focused upon interpersonal relationships. He believed that “intelligence varies according to the life situation on which it works” and that social intelligence “shows itself abundantly in the nursery, on the playground, in barracks and factories and salesroom . . . It requires human beings to respond to, time to adapt its responses, and face, voice, gesture, and mien [expression] as tools”.

David Weschler (1940), at the 48^th annual meeting of the American Psychological Association, who is most known for his work with developing the intelligence scale, briefly discussed the existence of non-intellective factors in general intelligence (g). He recognized that there are factors outside of g (IQ) that measure intellectual ability. He stated that it centers in “such facts as that individuals with identical IQ’s may differ markedly in regard to their effective ability to cope with their environment”. Howard Gardner (1983, 2004) in his book Frames of Mind introduces his theory of multiple intelligences, one of them being “personal” intelligences. These early ideas are where the concept of emotional intelligence finds its historical roots.

Many founding EI theorists as well began wondering whether or not there are several other factors involved in a person being successful other than intelligence (i.e. Bar-On, 1997, Goleman, 1995, 1998). Daniel Goleman, while not the originator of the concept of emotional intelligence, is the one credited with popularizing the concept through his book, Emotional Intelligence: Why it can matter more than IQ (1995). He suggests that IQ constitutes only about 20 percent of the factors that actually determines life success.

To illustrate, Goleman (1995) lists examples of people with high IQ’s who do incredibly dumb things, suggesting that “smart” people can be “stunningly poor pilots of their private lives”. The reason for this is because people, regardless of their IQ, have to learn to deal with their emotions. Reuven Bar-On (2000), one of the foundational developers of emotional intelligence, bases his construct of EI off of the social intelligence model noted earlier. He believes that our behaviors are both purposeful and adaptive and that social intelligence can be “described as a model of personality and individual behavior in which people are presumed to be knowledgeable about themselves and the social world in which they live”. They use this knowledge to be aware of and guide their emotions to move their actions toward outcomes that they believe will be most advantageous for them. Instead of just looking at general intelligence to examine successful or unsuccessful behaviors, one must evaluate the other components of intelligence, such as social and emotional intelligence.

Dr. Stewart will test your level of EI and your personality characteristics. He will use the EQ-i® to assess your level of emotional intelligence and the DiSC® personality assessment to draw out your individual personality techniques.

EQ-i

Reuven Bar-On (1997) developed his own mixed model construct of emotional intelligence, which is tested and evaluated by the Bar-On Emotional Quotient Inventory, or EQ-i. There is an overall EQ score (1), with each of the five composite scales receiving a score (5), as well as 15 subscales, each receiving its own individual score. The five subscales are categorized as intrapersonal, interpersonal, stress management, adaptability, and general mood. The 15 subscales are divided up according to their respective composite scales. These are (Bar-On, 1997, p. 15-18):

IntRApersonal:

• Self-regard: the ability to respect and accept oneself as basically good.
• Emotional self-awareness: the ability to recognize one’s feelings
• Assertiveness: the ability to recognize one’s feelings
• Independence: the ability to be self-directed and self-controlled in one’s thinking and actions and to be free of emotional dependency.
• Self-actualization: the ability to realize one’s potential capacities.

IntERpersonal:

• Empathy: the ability to be aware of, to understand, and to appreciate the feelings of others.
• Social responsibility: the ability to demonstrate oneself as a cooperative, contributing, and constructive member of one’s social group.
• Interpersonal relationships: the ability to establish and maintain mutually satisfying relationships that are characterized by intimacy and by giving and receiving affection.

Adaptability:

• Reality testing: the ability to assess the correspondence between what is experienced and what objectively exists.
• Flexibility: the ability to adjust one’s emotions, thoughts, and behavior to changing situations and conditions.
• Problem solving: the ability to identify and define problems as well as to generate and implement potentially effective solutions.

Stress Management:

• Stress tolerance: the ability to withstand adverse events and stressful situations without “falling apart” by actively and positively coping with stress.
• Impulse control: the ability to resist or delay an impulse, drive, or temptation to act.

General Mood:

• Optimism: the ability to look at the brighter side of life and to maintain a positive attitude, even in the face of adversity.
• Happiness: the ability to feel satisfied with one’s life, to enjoy oneself and others, and to have fun.

DiSC (adapted from www.resourcesunlimited.com)

DiSC® is an assessment of human thinking and behaviors that helps people understand “why they do what they do.” The DiSC is made up of four components, namely Dominance, influencing, Steadiness, and Conscientiousness. The DiSC® Model was created over 75 years ago by psychologist William Marston.  Marston’s model was first revealed in his book Emotions of Normal People. Marston’s primary interest was in theories of emotions and the physical manifestations of emotional states. Marston proposed that the behavioral expression of emotions could be categorized into four primary types, stemming from the person’s perceptions of self in relationship to his or her environment. The first dimension was the person’s perception of the environment; specifically, whether it was perceived as favorable or unfavorable.  The second dimension was the person’s perception of their own power within the environment; specifically, whether they viewed themselves as more powerful or less powerful than the environment. Combined into one model, these two dimensions eventually led to the four DiSC behavioral styles, Dominance (D), influence (i), Steadiness (S), and Conscientiousness (C).

COACHING PACKAGES

Successful consulting is a result of the combined commitment and effort by both the client and the consultant. The relationship between both agents must be fruitful, mutually advantageous, and focused on achieving all agreed-upon objectives and goals.

• Fees for test administration: $200 for DiSC personality assessment, Bar-On EQ-i.
• Group Seminar (up to 12 people): $1,500
• Hourly fee for organizational assessment and evaluation: $200 per hour.
• Individual Coaching:

CONSULTANT QUALIFICATIONS: Dr. Greg Stewart, PhD, LPC
Becoming More Coaching & Consulting

Bachelor’s Degree – Organizational Leadership
Master of Arts in Counseling
Doctor of Philosophy – Counselor Education & Supervision. Dissertation: The Effects of Emotional Intelligence upon Job Satisfaction and Organizational Commitment.
Certified Bar-On Emotional Quotient Inventory test administrator.
Experience in training multiple staff and leadership development.
Adjunct faculty for Cornerstone University.
Classes taught include: Organizations and Environments, Groups and Organizational Behavior, The Individual in the Organization, Management and Leadership, & Human Resource Management.

My passion is to help leaders become more than what they are. I believe Emotional Intelligence (EI), strengths development, and personality development is the key to this being accomplished. Someone who trains themselves to exercise high emotional intelligence will have a much higher degree of success with self-management, social relationships, career success, and finally in the realm of leadership. The resonant leader is “one who can inspire, motivate, arouse commitment and sustain it, will constantly strengthen and fine tune his/her EI competencies and move fluidly between different leadership styles, flexing to meet the needs of the situation” – Katie Dearborn, Organizational Development Specialist.

Email Dr. Stewart directly to set up an appointment.

Or visit becomingmore.com