Mr. B, 38, with MBA and ten years of experience at a well-known leadership consulting firm in roles from consultant to local VP, was promoted to Regional Manager 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 he met us.
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 energy restoration, and other that were not significant to a local VP.
Optimize emotion expression immediately to first take care of his family crisis so that he could focus on his new job and later build intimacy with clients and colleagues. Customize training to target the rest issues. Provide him additional company support while he was learning.
Focus on His New Role
Through 30 minutes of training, he learned how to share his professional stress with his wife, win her understanding and support, and how to connect with clients and colleagues more deeply with the same skills. After the 30 minutes of training, he was able to eliminate his family problems and then concentrate on his new role with more confidence.
Pass successes cannot guarantee future since new challenge requires new skills, and not every issue has a fast solution. It is better to catch the development needs ahead of time than to damage control.
Most senior people do 1 of 2 things: (1) speak to peer and ex-peers and (2) talk to a professional coach. The first can provide advice based on their experiences. The second mainly supports self-discovery, which could take at least weeks to months in this case. Then Mr. B already resigned. His leadership firm could not anticipate his development needs and support him later because they analyzed Mr. B mainly through EQ, psychometric or behaviors instead of 6Qs.
It was through the 6Q Approach we could get to the root causes of Mr. B, identify his best shot and save his job and his region efficiently.