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As a society we value IQ and logical thinking very high. It starts as soon as we enter school where we get trained to learn logical thinking and our grades are often based on that. As a person we obviously have to master both logical as well as emotional challenges, it’s a part of life. In business logical thinking has, so far, been the value that leads to a career growth. Emotional thinking as been, in my opinion, frowned up on. We have a lot a cultural based comments, like “He/She is very emotional”. That comment has never been spoken with a positive meaning, at least not to my knowledge. “Boys don’t cry” etc.

Really successful business leaders, with success I mean results that stand over time and is based on the organizations capabilities and not just a product, has high EQ as well as high IQ. They have an ability to give purpose to the mission and care for the people and their ideas as well as needs. Everyone has both logical as well as emotional needs, for example:

…In a meeting you want it to start and end on time, have the technical support needed, and you want to be listened to, feel valued as a member as well as safe. A meeting that ended on time where you weren’t listen to wasn’t a good meeting, I think everyone agrees to that.

Hiring and choosing leadership with high EQ becomes more and more relevant, people attend school to learn and grow and want to use their knowledge and reach their dreams in the work place. High EQ would mean that a leader allows people to fulfill their dreams while they develop the companies future. If the two focuses come together you are golden.

High IQ and less strong EQ often leads to decisions that hurt people and the style of leadership besoms more of forcing people. Inspiring them requires EQ and of course methods, tools and skills.

There is a movement happing in businesses and we like to support, develop and help it to become successful. This movement is EQ development and we can see companies struggle with what to do and how to do it however the will is there. It’s a very clear and positive sign.

Organizations have the employees they have and they might have been hired for IQ and now need to strengthen EQ. You can’t just change your workforce. So how do you do it? Partnering with a company that has the IQ and EQ combination as their base. Learn from them, let them model the behavior and train, coach and mentor the organization.

Lean Dimensions International is based on this principle IQxEQ=Unity and Results. We have a combination of Engineering and Psychology with the corresponding methods and tools to take you through the journey.

Take the time and send me an email so we can talk about how we can support you.

Johan Majlov, CEO Lean Dimensions International

IQxEQ=Unity and Results

I sat next to a woman during a flight and she had things to say that made her realize just how disconnected an organization can be.

2 Min Drill Communication Breakdown

We are built to create stories to relax our minds but that also create some issues to be aware of.

2 Min Drill. We are Story making machines.

This is a subject close to my heart. The secret that blocks successful implementation and what you can do about it…

2 Min Drill The secret behind real OpEx

Based on the level of emotion at our last company workshop, LDI has reached new heights in its core value; “Being a loving, caring, and giving family. The LDI “extended” family had the pleasure in building and packaging 10 prosthetic hands that will be internationally distributed at no cost to those in need. This team building exercise was like no other we have seen. It pushed on collaboration, inspiration, assistance, and the overall spirit giving. In the end, many in the team were brought to tears but in the safe environment that LDI provides. Many thanks to all that participated and a special thanks to Carol at Odyssey Teams.

LDI family Building prosthetic hands for people in need.

In this article I will be talking about the key components in delivering a deep-rooted change in an organization, focusing on leadership.

Implementing a continuous improvement system obviously requires 100% committed management team, so after you have a clear direction, and you have your deployment done, your organization is aligned, now it’s important to ensure that the management is 100% commitment.

1% lack of commitment in a management team means 50% lack of commitment on the shop floor. That is important to remember. There are pockets on the shop floor, pockets in the company, they are now not committed to run or do anything with inside the improvement system. Why is that? Well, the managers don’t show commitment, why should I?

Here’s the thing that a lot of managers misunderstand: if you come in, in the beginning of a meeting, and you tell everybody how important it is and then you leave, that is not necessarily considered commitment. It’s not a bad thing to do that, but you know what’s much more powerful? Action, Participation.

Stay in the meetings. Participate. Walk the shop floor. Ask questions, and stay tuned for more articles on that part. I’m going to tell you more about how to develop questions. But if you don’t show action, it doesn’t matter how much you talk. It really doesn’t. And maybe that’s unfair, but it comes with the territory, I’m afraid.

So show actions. Think about this: when you come to work every day, as a leader you can either be a driver that make things happen, you can be a person that builds the road makes connections, the track, the path forward, you can also be a rock that blocks the track. That blocks everybody else from running. You can be a block by not doing anything. Think about that. So you need to show actions to be 100% committed.

Please like and share this, and more importantly, send me an email. We can talk more.Stay tuned for more episodes. Thanks for reading.

Johan Majlov, CEO Lean Dimensions International

Hey can we all get committed please…