HR Leaders
What if you could greatly improve the emotional intelligence of difficult leaders in your organization?
Poor management skills and low self-awareness can create toxic behaviors that lower morale, decrease productivity, and lead to high turnover, costing organizations millions each year. Even one leader with toxic or “jerk boss” behaviors can become a major liability and detract from the organization’s culture and harm the company’s reputation.
Do you have a leader in your organization who:
Is overly controlling and is a micromanager, which delays project completion and leaves staff feeling disempowered and frustrated?
Is known for losing their cool at times, blames or demeans people publicly when things go wrong?
Takes all the credit for the team’s achievements, likely because they fear being outshined and see their staff as a threat to their position?
Creates unnecessary urgency around task completion that infringes on staff’s personal time?
Is passive-aggressive, sends mixed signals about work quality, and avoids giving direct and honest feedback?
Patty Franco:
Uniquely Qualified to Develop Leaders
With 15 years of in-depth experience in Human Resources and Talent Management at Fortune 500 companies, along with 10 years of running her own businesses, Patty understands what it takes for leaders to be effective change agents and drivers of high performance.
Patty excels at gaining the trust of both challenging or cynical, low-EQ leaders and highly motivated, high-EQ leaders aiming to advance within a company. After years of offering traditional classroom leadership training and personalized 1:1 coaching, Patty has found that the most effective way to improve difficult leaders is through 1:1 coaching that includes key content taught in leadership classes.
Patty leads her clients through a highly customized process that includes many of the following activities:
Designing their own personal leadership brand through self-reflection and clarity about the type of leader they wish to become.
Teaching core skills such as giving feedback using models like Radical Candor, SBI (Situation-Behavior-Impact), The Sandwich Technique, and DESC (Describe-Express-Specify-Consequences)
Assessing one’s current level of Emotional Intelligence and co-creating a plan to make incremental progress in each area.
Identifying habits that hinder success and replacing those with more beneficial habits.
Identifying blind spots and uncovering how participants might be unknowingly sabotaging relationships by using a Positive Intelligence assessment and subsequently applying the concepts of the Mental Fitness model.
Other options could include conducting a 360 review to obtain comprehensive and specific feedback from others.