Mr. B, 38, with MBA and ten years of experience at a leadership consulting firm in roles from consultant to local VP, was promoted to Regional Manger to boost regional sales and minimize turnover. Two months later, sales remained flat, and turnover had increased. His pregnant wife was very unhappy, as Mr. B spent a great deal of time away from home due to the new job. He was so burned out that he was contemplating resignation when we met.
Work from Inside Out
The Executive 6Q Assessment found Mr. B was an excellent consultant with many great leadership characteristics, such as decision-making, learning, EQ, persuasion, etc. However, he was weak in sales and marketing, and challenged in public influence, emotional expression, and restoring his energy level, factors that were not significant to a local VP. The fact that he did not enjoy social contact became an issue when retaining talent became a top priority.
Optimize emotion expression immediately to take care of his family crisis so that he could focus on his new job. Customize training to target the rest issues. Provide him additional company support while he was learning.
Focus on His New Role
With 30 minutes of our training, he was able to eliminate his family problems so he could focus on his new role.
Pass successes cannot guarantee future since new challenge requires new skills, and not every issue has fast solution. Thus, it is better to KNOW your talent at personal level than to do damage control. For today’s leaders, it is better to catch your development needs long before 360 degree.