May 12, 2025
How Emotional Intelligence Can Transform Your Leadership (Part 4)
In this episode, Terry Baylor and Ralph Owens discuss the critical role of emotional intelligence (EQ) in leadership, teamwork, and career success. They explore how EQ can foster a positive workplace culture, build trust and collaboration within teams, and aid in conflict resolution. The conversation emphasizes the importance of self-awareness and understanding one's triggers to enhance job performance and personal growth. The hosts also recommend key resources for developing emotional intelligence.Takeaways-Emotional intelligence is essential for effective leadership.-Leaders should aim to be a thermostat, setting the tone for their teams.-Creating a positive work culture is fundamental to team success.-Trust is built gradually but can be lost quickly.-Conflict resolution is enhanced through emotional intelligence.-Character and capacity must be balanced for effective leadership.-Emotional intelligence contributes to job fulfillment and performance.-Life experiences shape our emotional responses and interactions.-Understanding personal triggers is crucial for effective communication.-Continuous assessment and development of emotional intelligence are vital. Chapters00:00 The Role of Emotional Intelligence in Leadership06:10 Building Trust and Collaboration through EQ12:59 Assessing and Developing Emotional Intelligence
★ Support this podcast ★1
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I didn't come up with it, but
you can be a thermostat or a
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barometer, right?
That's.
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A good.
One, yeah.
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So what I prefer to be is the
thermostat, right.
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As a leader, I don't necessarily
want to tell the temperature.
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I want to be the one setting the
temperature.
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And I think we have a lot of
opportunity to talk about that.
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Welcome to leadership
Sovereignty.
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I'm your host, Terry Baylor,
along with Ralph Owens.
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On today's show, we'll discuss
how EQ Emotional Quotient can
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impact your leadership, teamwork
and career success.
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Enjoy the show.
And we are live.
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Hello world.
Welcome to another episode of
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Leadership Sovereignty.
Terry, how you feeling today?
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Good morning everybody.
Let's get to it all.
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Right, all right, we are in
episode 4 of How emotional
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intelligence Can Transform Your
Leadership.
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In this episode, we're going to
talk about emotional
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intelligence in the workplace.
So our first topic is emotional
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intelligence and leadership.
So when we talk about
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leadership, you can't miss the
the importance of emotional
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intelligence for leaders.
You know, one of the things that
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come to mind for me is it's
essential to lead the people
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that you are that you are
leading, right, in order for you
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to be a good leader.
As your emotional intelligence
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develops, you connect better
with them.
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I mean, what what comes to mind
for you, Terry on that?
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I'll say this, right, There's a,
there's a saying that I like to
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use.
I didn't come up with it, but
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you can be a thermostat or a
barometer, right?
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That's.
A good one.
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Yeah.
So what I prefer to be is the
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thermostat, right?
As a leader, I don't necessarily
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want to tell the temperature.
I want to be the one setting the
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temperature.
And I think we have a lot of
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opportunity to talk about that
in terms of where we are today,
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where culture is, all the
influences that we have, right?
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There's so many things vying for
our attention.
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And are we basically a letting,
allowing those things to set our
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barometer right?
You know what, how did you start
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your morning right?
There's so many.
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It's, it's, it's a lot in there.
It's a lot in there.
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Yeah, that's good.
That's really good, really good.
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So, so how do we create a
positive and supportive work
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environment, you know, with EQ?
I mean, what comes to mind for
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you there too when you get
there?
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Again, right, it's about the
culture, right?
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What, what, what culture are are
you trying to foster?
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Right.
We've seen and heard, you know,
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there are cultures built on
fear.
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There are cultures built on
teamwork.
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There are cultures built on the
mission, right?
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So, yeah, I, I think it, it all,
it all boils down to what kind
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of culture are you trying to
build?
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And, and, and fundamentally,
right.
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We yeah, I've said this before
in previous in a previous
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episode, who you are in your
room is who you are everywhere,
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essentially right now.
You may dial it down outside of
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your room, but believe me,
there's bleed.
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Yeah.
Absolutely, yeah.
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So you can't you're, you're not
a totally different person.
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You can fake it so so long, but.
Let the right.
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Situation arise, right?
That's a real you.
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Right people.
All the time I did, I didn't.
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I didn't.
I couldn't believe I did that.
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Yes, you just.
Yeah, it was always there.
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Yeah, it was always there.
That's good.
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That's good.
That's good.
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I think to, you know, better
understanding those who report
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to you make it easier for you to
create their culture, right?
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You know, when you leave with
empathy and you get on the other
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side of the table and you
understand where they're coming
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from, it helps you to create a
culture that is more impactful
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to them.
No, that's, that's, that's
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excellent, man.
That's good stuff.
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What about emotional
intelligence with teamwork?
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You know, talk about how EQ
builds trust to collaboration.
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You know what comes to mind for
you for that.
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You know, team is big for me,
right?
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People often refer to me as a
coach, right?
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I have, you know, of course you
guys know, you know, my kids
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play sports and do all these
things and you know, kids call,
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you know, my kids are like, hey,
Liz T, is your dad practicing
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today?
There's a reason why they want
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to be in those environments.
The reason why they want to be
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in an environment because it's
one that's building them and
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challenging them, right?
I, you know, when, when, when
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we're out there, it's about
getting better.
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And if there is a, if there is
an opportunity or a space that
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needs improvement, we call that
out.
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But there's a way to call it
out, right?
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There's a way that you can do it
that in that in that inspires
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someone to be the best version
of themselves.
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So that's what comes to mind for
me.
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That's good, that's great,
that's excellent.
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I know, you know, the things
that come to mind for me is, you
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know, as we continue to, you
know, leave with empathy, again,
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get on the other side of the
table.
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It just builds building block
foundations of trust, right?
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You know, and collaboration is
built on that.
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You know, you're not going to
collaborate with people that you
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don't trust.
You know, we talked about that
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earlier in the show, Terry.
You can build trust by the
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droplet, but you lose about a
bucket full, right?
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Each moment that you have and
each opportunity that you have
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that you employ EQ to reach
people, you build, you know, the
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foundation of trust in that
relationship, which is needed in
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the workplace, especially for
collaboration, right?
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Because trust always leads to
collaboration.
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But what about resolving
conflicts?
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You know, we talked a little bit
about, you know, conflict
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resolution and, and, and EQ's
ability to help assist with
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that.
Any anything come to mind for
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you, Terry?
Yeah, so and and I think we hit
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on this a little bit before,
right.
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So, you know, a lot of times
people want to lean on their
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they want to be built, build on
their intellect, right?
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So in the book emotional
intelligence, he called it your
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capacity, right?
So we typically want to lean on
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our capacity.
The question is, how much
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character though, are we trying
to lean on, right?
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So that's what that's what comes
to mind for me, right?
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So and, and, and, and in the
book, Daniel Goldman basically
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said that those who have high
capacity but low character,
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there is an imbalance, right?
So, yeah, on the capacity side,
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they're amazing.
But on the character side,
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that's where we start to get the
misuse of power, the the
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mistreating of people, the the
writing of unjust policies,
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right?
And things of that nature.
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But here's the here's here's
the, here's the.
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Here's the.
Here's the key to that, though.
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Those who are of high capacity
and those who have high
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character and low capacity,
their ability to to run their
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domains suffer.
So we can't have an unbalanced
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aspect of capacity and
character.
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We want to develop both, right?
Both we want to, we want to
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operate at a high level in both
of those areas, capacity and
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character, character and
capacity.
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That's funny.
That's excellent.
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That is excellent.
That's excellent.
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So, you know, as we look at the
EQ and career success, I mean,
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that ties directly into that,
right character and capacity and
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EQ, using EQ to build that.
So as we talk about the impact
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of emotional intelligence on job
performance, I mean, one of the
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things that that comes to mind
for me is that EQ will help you
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feel more fulfilled in your job,
right?
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Because you make more meaningful
connections with the people that
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you're actually working with.
Instead of you always trying to
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figure out or be in opposition
with people, Now that you're
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being able to make connections
with them, you can actually lead
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them, right?
You can actually influence.
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We talked about what is the
leadership?
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Leadership is influenced.
You can actually influence them.
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But you know what?
What comes to mind for you to
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when you talk about emotional
intelligence specific to job
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performance?
Yeah, I think I love this area,
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right?
A lot of times the first day
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that came to mind for me was
Game of Thrones, right?
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We going to work like in Game of
Thrones, right?
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We speak, we we go into we go
into work like it's Big Brother,
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right alliances and you know,
all the things that happen,
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they're right.
And we understand that anytime
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you have people in a scenario,
right, you're going to have the
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politics of life, right.
There's you can't get around
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that.
Is that our main goal and focus
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though, right.
So I want to introduce another
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book and we'll talk about this
in the past too, right.
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So Bill George, I love his
story.
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Look, look him up.
He was the CEO.
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Well, I want to say Mantronics
if I'm if I'm calling the right
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corporation, but he did some
amazing stuff with it, right?
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A ticket from a four billion
company to $8 billion company
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anyway.
And then I also want to because
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these guys kind of have a very
similar approach, the owner of
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Starbucks, right?
And so basically what they're
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what they're talking about is
your life influences are going
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to impact how you say the world.
So, so how does, how did that
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tie into, you know, my career
success?
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It, it, it means everything
because basically what they're
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saying is your core drivers come
from your life experiences.
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So what I want, what I want to
encourage everyone to do is look
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back at your look back at your
story, right?
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And how you see yourself in your
story is how your story plays
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out is how you engage, right?
It's how you interact, right?
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So if you, and, and it's not to
say that any of our backgrounds
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are better than the other or any
of our experiences are better
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than the other, it's to
understand.
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And Ralph, you say this all the
time, you got to understand your
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triggers.
Absolutely.
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Yeah.
So important.
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So, so let's let's, let's let's
be real candid.
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If you in a situation that
wasn't very trusting, then that
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means you're going to have to
pay a little bit more attention
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to how you interact, you know,
with folks.
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Me and my wife was just having a
conversation the other day and
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we were, we were discussing in a
person and, and, and my wife was
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like, I just, it was something
about the person that I just
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couldn't put my finger on it.
And I told that I said, I
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already know.
I said from the moment I met
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this person, they reminded me of
this individual and I'm not
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going to call the name out.
And when I, when I said that to
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my wife, she was like, yes,
because all the words sound
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right, but they're disconnected
from the person because it just
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seems like they are like, it's
like AI.
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It's like someone fed them the
information in and then they
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just regurgitated it back out,
right.
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You know, we've all used AI.
You know, sometimes you put a
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prompt in AI and it just comes
back with this thorough answer.
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No personality, right?
No character, no, no feel or, or
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human that, you know, human
nature.
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And so my wife basically said,
that's what I get from that
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person.
I say, yeah, I've got it from
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the very first time we met.
And I was denying what I felt
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because I didn't want first, the
experience I had with that other
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individual wasn't so pleasant,
right?
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And just because of how they
would would carry out things,
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you know, we we succeeded.
But it was just, it was just, it
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was just, dude, it was pushing
the boulder up the hill because
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you had to decipher and figure
out and, and you know how it is
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when you have to make up for
somebody's shortcomings, right
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all the time.
Now it's OK.
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Some of the.
Time.
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Some of the time, right?
Yeah, yeah.
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00:13:05,480 --> 00:13:06,760
Yeah.
So anyway, that's that's what
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00:13:06,760 --> 00:13:09,080
comes to mind for me.
That's good, man.
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00:13:09,120 --> 00:13:10,760
That, that is really good.
That's really good.
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00:13:10,800 --> 00:13:13,760
So that the context isn't until
our, our final point for the
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00:13:13,760 --> 00:13:16,800
show, which is, you know,
emotional intelligence
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assessments and development by,
you know, just how critical it
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is for you to constantly be
assessing your emotional
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00:13:25,160 --> 00:13:28,320
intelligence level and ability,
right?
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00:13:28,320 --> 00:13:32,440
And the, and the importance of
putting, you know, focused time
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00:13:32,440 --> 00:13:34,040
into developing it.
Right.
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00:13:34,040 --> 00:13:36,200
Terry, I mean, you, you gave
some roots, some excellent
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00:13:36,200 --> 00:13:38,600
recommendations on books.
You want to you want to just
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00:13:38,600 --> 00:13:41,480
touch on what those were again
because those are the things
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00:13:41,480 --> 00:13:43,640
that resources that we can use
to develop ourselves.
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00:13:44,120 --> 00:13:49,160
Yes, so there was emotional
intelligence and I I mentioned
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00:13:50,840 --> 00:13:55,640
Mr. Daniel who who wrote that
book.
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00:13:55,960 --> 00:14:00,080
And then there is True North by
Bill, Bill George.
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00:14:01,600 --> 00:14:04,480
Yeah, just just just just great
books.
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You know, I would also, I'd be
remiss, Ralph, if I'm looking at
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my notes here, I'd be remiss if
we didn't mention, you know, how
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to win friends and influence
people.
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00:14:13,920 --> 00:14:16,640
I mean, that's and I, you know
that, you know, you, you
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00:14:16,640 --> 00:14:19,600
recommended me that book.
Yeah.
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That started it.
That started it all.
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That is a legendary.
You know, it's, it's great to
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start there.
Yeah, yeah, that's great.
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That's great.
That's great.
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00:14:29,520 --> 00:14:33,920
I also would add how to have
power and influence when dealing
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with people.
The the author's name escapes me
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right now, but it was it was
another great book that'll help
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you develop your emotional
intelligence.
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00:14:43,240 --> 00:14:45,960
But yeah, no, this is good, This
is good, This is great.
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Episode 4 and we are looking
forward to our final episode in
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00:14:52,400 --> 00:14:55,480
this series, episode 5, but
we'll talk about emotional
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00:14:55,480 --> 00:15:00,000
intelligence for Personal group.
Until next time, thank you for
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00:15:00,000 --> 00:15:02,960
tuning in and God bless and we
will see you on the net.
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00:15:03,800 --> 00:15:05,560
Alright, Ralph.
Hey man, you did a great job on
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00:15:05,560 --> 00:15:06,960
the road, bro.
I love it.
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00:15:07,160 --> 00:15:09,120
I love it.
Technology at its best.
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00:15:09,640 --> 00:15:12,400
At its best.
Talk next week, Bye.
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00:15:13,120 --> 00:15:15,920
Thank you for listening to the
Leadership Sovereignty Podcast.
265
00:15:16,200 --> 00:15:19,280
If this content blessed or
helped you in any kind of way,
266
00:15:19,640 --> 00:15:23,720
support us today by subscribing
to our YouTube channel, clicking
267
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the like button for this
episode, and sharing this
268
00:15:26,320 --> 00:15:28,320
content with others that you
think it will help.
269
00:15:29,000 --> 00:15:32,760
Until next time, stay safe,
peace and blessings.
00:00:00,040 --> 00:00:03,800
I didn't come up with it, but
you can be a thermostat or a
2
00:00:03,800 --> 00:00:05,880
barometer, right?
That's.
3
00:00:05,880 --> 00:00:06,960
A good.
One, yeah.
4
00:00:07,040 --> 00:00:11,440
So what I prefer to be is the
thermostat, right.
5
00:00:11,800 --> 00:00:15,920
As a leader, I don't necessarily
want to tell the temperature.
6
00:00:16,920 --> 00:00:19,880
I want to be the one setting the
temperature.
7
00:00:20,360 --> 00:00:24,320
And I think we have a lot of
opportunity to talk about that.
8
00:00:24,920 --> 00:00:26,560
Welcome to leadership
Sovereignty.
9
00:00:26,640 --> 00:00:29,440
I'm your host, Terry Baylor,
along with Ralph Owens.
10
00:00:29,640 --> 00:00:34,560
On today's show, we'll discuss
how EQ Emotional Quotient can
11
00:00:34,560 --> 00:00:38,400
impact your leadership, teamwork
and career success.
12
00:00:38,760 --> 00:00:47,720
Enjoy the show.
And we are live.
13
00:00:48,360 --> 00:00:50,520
Hello world.
Welcome to another episode of
14
00:00:50,920 --> 00:00:52,880
Leadership Sovereignty.
Terry, how you feeling today?
15
00:00:53,680 --> 00:00:55,520
Good morning everybody.
Let's get to it all.
16
00:00:56,760 --> 00:01:01,080
Right, all right, we are in
episode 4 of How emotional
17
00:01:01,080 --> 00:01:02,760
intelligence Can Transform Your
Leadership.
18
00:01:03,720 --> 00:01:06,520
In this episode, we're going to
talk about emotional
19
00:01:06,520 --> 00:01:11,560
intelligence in the workplace.
So our first topic is emotional
20
00:01:11,560 --> 00:01:14,800
intelligence and leadership.
So when we talk about
21
00:01:14,800 --> 00:01:20,880
leadership, you can't miss the
the importance of emotional
22
00:01:20,880 --> 00:01:23,680
intelligence for leaders.
You know, one of the things that
23
00:01:23,680 --> 00:01:26,280
come to mind for me is it's
essential to lead the people
24
00:01:26,280 --> 00:01:31,000
that you are that you are
leading, right, in order for you
25
00:01:31,000 --> 00:01:33,480
to be a good leader.
As your emotional intelligence
26
00:01:33,720 --> 00:01:35,560
develops, you connect better
with them.
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00:01:35,920 --> 00:01:37,840
I mean, what what comes to mind
for you, Terry on that?
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00:01:39,200 --> 00:01:43,120
I'll say this, right, There's a,
there's a saying that I like to
29
00:01:43,120 --> 00:01:44,560
use.
I didn't come up with it, but
30
00:01:44,560 --> 00:01:49,000
you can be a thermostat or a
barometer, right?
31
00:01:49,000 --> 00:01:49,640
That's.
A good one.
32
00:01:49,880 --> 00:01:53,360
Yeah.
So what I prefer to be is the
33
00:01:53,360 --> 00:01:57,600
thermostat, right?
As a leader, I don't necessarily
34
00:01:57,600 --> 00:02:02,480
want to tell the temperature.
I want to be the one setting the
35
00:02:02,480 --> 00:02:06,080
temperature.
And I think we have a lot of
36
00:02:06,080 --> 00:02:09,759
opportunity to talk about that
in terms of where we are today,
37
00:02:10,240 --> 00:02:16,680
where culture is, all the
influences that we have, right?
38
00:02:16,680 --> 00:02:19,760
There's so many things vying for
our attention.
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00:02:20,160 --> 00:02:25,160
And are we basically a letting,
allowing those things to set our
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00:02:25,160 --> 00:02:28,240
barometer right?
You know what, how did you start
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00:02:28,240 --> 00:02:29,880
your morning right?
There's so many.
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00:02:29,920 --> 00:02:31,840
It's, it's, it's a lot in there.
It's a lot in there.
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00:02:32,480 --> 00:02:34,800
Yeah, that's good.
That's really good, really good.
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00:02:35,960 --> 00:02:39,880
So, so how do we create a
positive and supportive work
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00:02:39,880 --> 00:02:42,840
environment, you know, with EQ?
I mean, what comes to mind for
46
00:02:42,840 --> 00:02:44,080
you there too when you get
there?
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00:02:46,800 --> 00:02:49,760
Again, right, it's about the
culture, right?
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00:02:49,760 --> 00:02:53,240
What, what, what culture are are
you trying to foster?
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00:02:53,720 --> 00:02:57,640
Right.
We've seen and heard, you know,
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00:02:57,640 --> 00:02:59,480
there are cultures built on
fear.
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00:02:59,840 --> 00:03:02,200
There are cultures built on
teamwork.
52
00:03:03,040 --> 00:03:06,440
There are cultures built on the
mission, right?
53
00:03:07,840 --> 00:03:10,560
So, yeah, I, I think it, it all,
it all boils down to what kind
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00:03:10,560 --> 00:03:12,800
of culture are you trying to
build?
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00:03:12,800 --> 00:03:15,000
And, and, and fundamentally,
right.
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00:03:15,000 --> 00:03:18,200
We yeah, I've said this before
in previous in a previous
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00:03:18,200 --> 00:03:22,440
episode, who you are in your
room is who you are everywhere,
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00:03:23,080 --> 00:03:26,960
essentially right now.
You may dial it down outside of
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00:03:26,960 --> 00:03:29,640
your room, but believe me,
there's bleed.
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00:03:29,640 --> 00:03:31,960
Yeah.
Absolutely, yeah.
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00:03:32,200 --> 00:03:34,600
So you can't you're, you're not
a totally different person.
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00:03:34,600 --> 00:03:38,200
You can fake it so so long, but.
Let the right.
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00:03:38,200 --> 00:03:41,400
Situation arise, right?
That's a real you.
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00:03:42,480 --> 00:03:44,720
Right people.
All the time I did, I didn't.
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00:03:44,840 --> 00:03:46,720
I didn't.
I couldn't believe I did that.
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00:03:46,720 --> 00:03:49,160
Yes, you just.
Yeah, it was always there.
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00:03:49,400 --> 00:03:53,240
Yeah, it was always there.
That's good.
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00:03:53,280 --> 00:03:54,160
That's good.
That's good.
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I think to, you know, better
understanding those who report
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00:03:57,640 --> 00:04:01,080
to you make it easier for you to
create their culture, right?
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00:04:01,360 --> 00:04:04,160
You know, when you leave with
empathy and you get on the other
72
00:04:04,160 --> 00:04:06,880
side of the table and you
understand where they're coming
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00:04:06,880 --> 00:04:09,920
from, it helps you to create a
culture that is more impactful
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00:04:09,920 --> 00:04:11,760
to them.
No, that's, that's, that's
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00:04:11,760 --> 00:04:13,000
excellent, man.
That's good stuff.
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00:04:13,720 --> 00:04:16,399
What about emotional
intelligence with teamwork?
77
00:04:16,399 --> 00:04:20,000
You know, talk about how EQ
builds trust to collaboration.
78
00:04:20,399 --> 00:04:22,000
You know what comes to mind for
you for that.
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00:04:22,720 --> 00:04:25,000
You know, team is big for me,
right?
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00:04:25,960 --> 00:04:29,280
People often refer to me as a
coach, right?
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00:04:29,280 --> 00:04:31,960
I have, you know, of course you
guys know, you know, my kids
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00:04:31,960 --> 00:04:36,320
play sports and do all these
things and you know, kids call,
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00:04:36,560 --> 00:04:41,040
you know, my kids are like, hey,
Liz T, is your dad practicing
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00:04:41,040 --> 00:04:43,640
today?
There's a reason why they want
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00:04:43,640 --> 00:04:46,520
to be in those environments.
The reason why they want to be
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00:04:46,520 --> 00:04:49,760
in an environment because it's
one that's building them and
87
00:04:49,760 --> 00:04:53,240
challenging them, right?
I, you know, when, when, when
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00:04:53,240 --> 00:04:55,600
we're out there, it's about
getting better.
89
00:04:55,840 --> 00:04:59,680
And if there is a, if there is
an opportunity or a space that
90
00:04:59,680 --> 00:05:01,720
needs improvement, we call that
out.
91
00:05:02,440 --> 00:05:04,880
But there's a way to call it
out, right?
92
00:05:04,880 --> 00:05:08,800
There's a way that you can do it
that in that in that inspires
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00:05:08,800 --> 00:05:11,400
someone to be the best version
of themselves.
94
00:05:11,400 --> 00:05:13,240
So that's what comes to mind for
me.
95
00:05:13,880 --> 00:05:15,640
That's good, that's great,
that's excellent.
96
00:05:15,920 --> 00:05:20,520
I know, you know, the things
that come to mind for me is, you
97
00:05:20,520 --> 00:05:23,360
know, as we continue to, you
know, leave with empathy, again,
98
00:05:23,360 --> 00:05:24,600
get on the other side of the
table.
99
00:05:24,920 --> 00:05:28,920
It just builds building block
foundations of trust, right?
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00:05:28,960 --> 00:05:31,520
You know, and collaboration is
built on that.
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00:05:31,880 --> 00:05:33,560
You know, you're not going to
collaborate with people that you
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00:05:33,560 --> 00:05:35,680
don't trust.
You know, we talked about that
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00:05:35,680 --> 00:05:39,920
earlier in the show, Terry.
You can build trust by the
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00:05:39,920 --> 00:05:42,600
droplet, but you lose about a
bucket full, right?
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00:05:42,600 --> 00:05:45,840
Each moment that you have and
each opportunity that you have
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00:05:45,840 --> 00:05:50,160
that you employ EQ to reach
people, you build, you know, the
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00:05:50,160 --> 00:05:53,360
foundation of trust in that
relationship, which is needed in
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00:05:53,360 --> 00:05:56,840
the workplace, especially for
collaboration, right?
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00:05:56,840 --> 00:06:00,040
Because trust always leads to
collaboration.
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00:06:02,200 --> 00:06:04,880
But what about resolving
conflicts?
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00:06:04,880 --> 00:06:07,400
You know, we talked a little bit
about, you know, conflict
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00:06:07,400 --> 00:06:11,320
resolution and, and, and EQ's
ability to help assist with
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00:06:11,320 --> 00:06:12,960
that.
Any anything come to mind for
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00:06:12,960 --> 00:06:16,480
you, Terry?
Yeah, so and and I think we hit
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00:06:16,480 --> 00:06:18,360
on this a little bit before,
right.
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00:06:18,360 --> 00:06:22,920
So, you know, a lot of times
people want to lean on their
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00:06:24,600 --> 00:06:28,560
they want to be built, build on
their intellect, right?
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00:06:28,560 --> 00:06:31,640
So in the book emotional
intelligence, he called it your
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00:06:31,800 --> 00:06:34,920
capacity, right?
So we typically want to lean on
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00:06:34,920 --> 00:06:38,040
our capacity.
The question is, how much
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00:06:38,040 --> 00:06:42,320
character though, are we trying
to lean on, right?
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00:06:42,320 --> 00:06:45,000
So that's what that's what comes
to mind for me, right?
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00:06:45,000 --> 00:06:48,840
So and, and, and, and in the
book, Daniel Goldman basically
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00:06:48,840 --> 00:06:57,200
said that those who have high
capacity but low character,
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00:06:57,880 --> 00:07:02,040
there is an imbalance, right?
So, yeah, on the capacity side,
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00:07:02,040 --> 00:07:05,680
they're amazing.
But on the character side,
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00:07:05,760 --> 00:07:10,360
that's where we start to get the
misuse of power, the the
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00:07:10,440 --> 00:07:16,840
mistreating of people, the the
writing of unjust policies,
129
00:07:17,160 --> 00:07:18,680
right?
And things of that nature.
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00:07:19,120 --> 00:07:20,640
But here's the here's here's
the, here's the.
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00:07:20,640 --> 00:07:22,120
Here's the.
Here's the key to that, though.
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00:07:22,680 --> 00:07:25,840
Those who are of high capacity
and those who have high
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00:07:25,840 --> 00:07:35,000
character and low capacity,
their ability to to run their
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00:07:35,000 --> 00:07:40,200
domains suffer.
So we can't have an unbalanced
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aspect of capacity and
character.
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00:07:44,760 --> 00:07:49,400
We want to develop both, right?
Both we want to, we want to
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00:07:49,400 --> 00:07:54,320
operate at a high level in both
of those areas, capacity and
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00:07:54,320 --> 00:07:57,400
character, character and
capacity.
139
00:07:58,400 --> 00:07:59,640
That's funny.
That's excellent.
140
00:07:59,640 --> 00:08:01,440
That is excellent.
That's excellent.
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00:08:01,800 --> 00:08:07,320
So, you know, as we look at the
EQ and career success, I mean,
142
00:08:07,320 --> 00:08:11,360
that ties directly into that,
right character and capacity and
143
00:08:11,400 --> 00:08:16,800
EQ, using EQ to build that.
So as we talk about the impact
144
00:08:16,800 --> 00:08:20,400
of emotional intelligence on job
performance, I mean, one of the
145
00:08:20,400 --> 00:08:24,080
things that that comes to mind
for me is that EQ will help you
146
00:08:24,080 --> 00:08:26,080
feel more fulfilled in your job,
right?
147
00:08:26,440 --> 00:08:29,200
Because you make more meaningful
connections with the people that
148
00:08:29,200 --> 00:08:33,880
you're actually working with.
Instead of you always trying to
149
00:08:33,880 --> 00:08:37,400
figure out or be in opposition
with people, Now that you're
150
00:08:37,400 --> 00:08:40,480
being able to make connections
with them, you can actually lead
151
00:08:40,480 --> 00:08:42,760
them, right?
You can actually influence.
152
00:08:42,760 --> 00:08:44,000
We talked about what is the
leadership?
153
00:08:44,000 --> 00:08:46,720
Leadership is influenced.
You can actually influence them.
154
00:08:46,720 --> 00:08:49,640
But you know what?
What comes to mind for you to
155
00:08:49,640 --> 00:08:52,520
when you talk about emotional
intelligence specific to job
156
00:08:52,520 --> 00:08:56,120
performance?
Yeah, I think I love this area,
157
00:08:56,200 --> 00:09:00,160
right?
A lot of times the first day
158
00:09:00,160 --> 00:09:02,760
that came to mind for me was
Game of Thrones, right?
159
00:09:02,760 --> 00:09:06,880
We going to work like in Game of
Thrones, right?
160
00:09:06,880 --> 00:09:12,000
We speak, we we go into we go
into work like it's Big Brother,
161
00:09:12,040 --> 00:09:17,080
right alliances and you know,
all the things that happen,
162
00:09:17,160 --> 00:09:19,440
they're right.
And we understand that anytime
163
00:09:19,440 --> 00:09:23,800
you have people in a scenario,
right, you're going to have the
164
00:09:24,360 --> 00:09:28,000
politics of life, right.
There's you can't get around
165
00:09:28,000 --> 00:09:33,800
that.
Is that our main goal and focus
166
00:09:33,800 --> 00:09:37,840
though, right.
So I want to introduce another
167
00:09:37,840 --> 00:09:39,880
book and we'll talk about this
in the past too, right.
168
00:09:39,880 --> 00:09:43,240
So Bill George, I love his
story.
169
00:09:44,200 --> 00:09:46,480
Look, look him up.
He was the CEO.
170
00:09:47,520 --> 00:09:51,400
Well, I want to say Mantronics
if I'm if I'm calling the right
171
00:09:52,400 --> 00:09:55,040
corporation, but he did some
amazing stuff with it, right?
172
00:09:55,040 --> 00:09:58,560
A ticket from a four billion
company to $8 billion company
173
00:09:58,800 --> 00:10:02,560
anyway.
And then I also want to because
174
00:10:02,560 --> 00:10:08,120
these guys kind of have a very
similar approach, the owner of
175
00:10:08,120 --> 00:10:10,800
Starbucks, right?
And so basically what they're
176
00:10:10,800 --> 00:10:17,480
what they're talking about is
your life influences are going
177
00:10:17,480 --> 00:10:23,720
to impact how you say the world.
So, so how does, how did that
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tie into, you know, my career
success?
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It, it, it means everything
because basically what they're
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saying is your core drivers come
from your life experiences.
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So what I want, what I want to
encourage everyone to do is look
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back at your look back at your
story, right?
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And how you see yourself in your
story is how your story plays
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out is how you engage, right?
It's how you interact, right?
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So if you, and, and it's not to
say that any of our backgrounds
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are better than the other or any
of our experiences are better
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than the other, it's to
understand.
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And Ralph, you say this all the
time, you got to understand your
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triggers.
Absolutely.
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Yeah.
So important.
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So, so let's let's, let's let's
be real candid.
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If you in a situation that
wasn't very trusting, then that
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means you're going to have to
pay a little bit more attention
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to how you interact, you know,
with folks.
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Me and my wife was just having a
conversation the other day and
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we were, we were discussing in a
person and, and, and my wife was
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like, I just, it was something
about the person that I just
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couldn't put my finger on it.
And I told that I said, I
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already know.
I said from the moment I met
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this person, they reminded me of
this individual and I'm not
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going to call the name out.
And when I, when I said that to
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my wife, she was like, yes,
because all the words sound
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right, but they're disconnected
from the person because it just
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seems like they are like, it's
like AI.
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It's like someone fed them the
information in and then they
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just regurgitated it back out,
right.
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You know, we've all used AI.
You know, sometimes you put a
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prompt in AI and it just comes
back with this thorough answer.
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No personality, right?
No character, no, no feel or, or
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human that, you know, human
nature.
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And so my wife basically said,
that's what I get from that
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person.
I say, yeah, I've got it from
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the very first time we met.
And I was denying what I felt
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00:12:33,760 --> 00:12:37,960
because I didn't want first, the
experience I had with that other
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00:12:37,960 --> 00:12:40,880
individual wasn't so pleasant,
right?
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00:12:41,560 --> 00:12:44,800
And just because of how they
would would carry out things,
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00:12:44,800 --> 00:12:48,240
you know, we we succeeded.
But it was just, it was just, it
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00:12:48,240 --> 00:12:51,800
was just, dude, it was pushing
the boulder up the hill because
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00:12:51,800 --> 00:12:56,560
you had to decipher and figure
out and, and you know how it is
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00:12:56,560 --> 00:12:59,840
when you have to make up for
somebody's shortcomings, right
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00:12:59,880 --> 00:13:02,000
all the time.
Now it's OK.
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00:13:02,000 --> 00:13:02,640
Some of the.
Time.
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00:13:02,760 --> 00:13:04,840
Some of the time, right?
Yeah, yeah.
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00:13:05,480 --> 00:13:06,760
Yeah.
So anyway, that's that's what
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00:13:06,760 --> 00:13:09,080
comes to mind for me.
That's good, man.
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00:13:09,120 --> 00:13:10,760
That, that is really good.
That's really good.
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00:13:10,800 --> 00:13:13,760
So that the context isn't until
our, our final point for the
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00:13:13,760 --> 00:13:16,800
show, which is, you know,
emotional intelligence
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assessments and development by,
you know, just how critical it
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00:13:21,320 --> 00:13:25,160
is for you to constantly be
assessing your emotional
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00:13:25,160 --> 00:13:28,320
intelligence level and ability,
right?
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00:13:28,320 --> 00:13:32,440
And the, and the importance of
putting, you know, focused time
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00:13:32,440 --> 00:13:34,040
into developing it.
Right.
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00:13:34,040 --> 00:13:36,200
Terry, I mean, you, you gave
some roots, some excellent
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00:13:36,200 --> 00:13:38,600
recommendations on books.
You want to you want to just
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00:13:38,600 --> 00:13:41,480
touch on what those were again
because those are the things
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00:13:41,480 --> 00:13:43,640
that resources that we can use
to develop ourselves.
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00:13:44,120 --> 00:13:49,160
Yes, so there was emotional
intelligence and I I mentioned
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00:13:50,840 --> 00:13:55,640
Mr. Daniel who who wrote that
book.
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00:13:55,960 --> 00:14:00,080
And then there is True North by
Bill, Bill George.
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00:14:01,600 --> 00:14:04,480
Yeah, just just just just great
books.
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00:14:05,840 --> 00:14:08,640
You know, I would also, I'd be
remiss, Ralph, if I'm looking at
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00:14:08,640 --> 00:14:12,240
my notes here, I'd be remiss if
we didn't mention, you know, how
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00:14:12,240 --> 00:14:13,920
to win friends and influence
people.
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00:14:13,920 --> 00:14:16,640
I mean, that's and I, you know
that, you know, you, you
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00:14:16,640 --> 00:14:19,600
recommended me that book.
Yeah.
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00:14:19,600 --> 00:14:21,440
That started it.
That started it all.
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00:14:22,360 --> 00:14:26,320
That is a legendary.
You know, it's, it's great to
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00:14:26,320 --> 00:14:28,760
start there.
Yeah, yeah, that's great.
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00:14:28,800 --> 00:14:29,520
That's great.
That's great.
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00:14:29,520 --> 00:14:33,920
I also would add how to have
power and influence when dealing
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00:14:33,920 --> 00:14:36,600
with people.
The the author's name escapes me
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00:14:36,600 --> 00:14:40,280
right now, but it was it was
another great book that'll help
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00:14:40,280 --> 00:14:42,440
you develop your emotional
intelligence.
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00:14:43,240 --> 00:14:45,960
But yeah, no, this is good, This
is good, This is great.
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00:14:47,360 --> 00:14:52,400
Episode 4 and we are looking
forward to our final episode in
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00:14:52,400 --> 00:14:55,480
this series, episode 5, but
we'll talk about emotional
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00:14:55,480 --> 00:15:00,000
intelligence for Personal group.
Until next time, thank you for
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00:15:00,000 --> 00:15:02,960
tuning in and God bless and we
will see you on the net.
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Alright, Ralph.
Hey man, you did a great job on
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00:15:05,560 --> 00:15:06,960
the road, bro.
I love it.
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00:15:07,160 --> 00:15:09,120
I love it.
Technology at its best.
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00:15:09,640 --> 00:15:12,400
At its best.
Talk next week, Bye.
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00:15:13,120 --> 00:15:15,920
Thank you for listening to the
Leadership Sovereignty Podcast.
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00:15:16,200 --> 00:15:19,280
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