Emotional and Personal Intelligence for PMO Professionals
We were delighted to have Geoff Crane join us to lead the session and it’s through Geoff’s work at The Trent University Emotion and Health Research Laboratory (EHRL) in Peterborough, Ontario that we were able to bring a brilliant PMO focused session to you.
Emotional and Personal Intelligence
You’re likely familiar with Emotional Intelligence (EI), a constellation of abilities that allows us to make good decisions when confronted with emotional information. Recent studies into non-cognitive space, however, suggest that EI is not really sufficient to predict the tremendous variation in responses we observe when people have to make these decisions.
Through laboratory work, we’ve come to learn that motivational competencies are just as important to these outcomes as emotional ones. They’re very different from one another, however, and so need to be measured independently. We’ve also come to recognize that the skills needed to experience emotions in ourselves is fundamentally and subjectively different from the ability to interpret these same emotions in other people.
It’s because of these observations that the measurement of non-cognitive competencies has been redesigned.
We call our construct “Personal Intelligence”: an individualized collection of emotional, social and motivational competencies that all work together to help us find success.
After close to a decade of work, we are now unveiling an instrument to measure this construct: The Multidimensional Inventory for Personal Intelligence (MIPI). With it, we’re able to predict important outcomes that we could never before predict with EI measures alone.
We’re also delighted to offer PMO Flashmob participants complimentary online assessments and a 12-page feedback report that explains your scores in detail.
Claim Your Own Online Assessment and Feedback Report
And take a look at the evening session we ran and the collective insights of Emotional and Personal Intelligence in PMO professionals. >> You can take part in the PMO Study and receive the assessment Before the session, each attendee received their own link to complete the assessment and receive their own report.
During the session, Geoff also shared some insights into what the group report revealed – we wanted to see if there was any correlations or similarities in the scorings.
Was there a certain profile for those working in the PMO?
The Video Session
The Presentation Deck
Some Group Insights
What Does it Tell Us?
- If a boxplot is very wide, running from low to high, that suggests that test-takers have a very wide range of scores. It also suggests that the competency in question probably isn’t that important to the job – or at least, it’s not practised as much.
- If a boxplot is narrow, and trends to the right of the midline, that suggests that test-takers are pretty uniform in terms of their proficiency with this competency – and that it must matter to the job (which is why more folks are doing it).
- Points on a boxplot represent outliers. These points are far enough away from the rest of the group that we can surmise they’re sufficiently unusual when compared to everyone else.
With that in mind, we can see the following (written by Geoff):
- Emotional Communication (EC) and Social Agency (SA) both seem to run the gamut.
- Emotional Understanding (EU) and Attentiveness (AT) seem pretty narrow.
- Performance Readiness (PR) and Motivational Self-Efficacy (MS) are a bit wider, but they’re trending high.
This says to me that EU and AT must be essential to a PMO.
Given all the pieces you have to juggle, I’m not surprised about AT.
I AM surprised that EU is so important but EC isn’t – especially when you factor in AT.
I interpret these together as, you’re always paying attention to the emotional state of those in your sphere – you’re watching what’s going on and making decisions – but not necessarily explaining your decisions, at least not in emotional terms.
That probably makes sense given that you’re focused on analytics – but you’re also aware that those analytics you prefer to communicate are all built on a foundation of emotions (“I want – I need – I fear”).
Most of you are no strangers to dancing for others – which makes sense given the breadth of people across the organization with whom you must interact and demonstrate competence. You’re also very seasoned as a group at setting goals for yourselves and others – as one would expect of a PMO.
Introspectiveness (IN) concerns me a bit as it’s ALMOST running the gamut the same as EC.
This is the competency that allows you to make connections and interpret WHY emotions in yourselves and others manifest as they do.
It’s also associated with a solid understanding of the consequence of emotional displays – “If I react with anger here, this will happen…if I react with caution here, this will happen”. Given how important emotions ultimately are to the formation of portfolio objectives, this might be an area for collective work.
We’d love to have more PMO professionals take part in the assessment to see what the group results might show us.
You’re invited to take part in the new PMO Study: Emotional and Personal Intelligence: The role of the PMO practitioner brings together the science and the art – the tools, techniques and processes with the human behaviours that make projects, programmes, and portfolios tick.
The Emotional and Personal Intelligence PMO Study is about wanting to better understand the competencies that focus on our relationships, other people and ourselves, in our everyday PMO work.
PMO Flashmob in conjunction with Adaptimist Insights is conducting a new study which will allow us to understand more about the art side of the PMO role. The emotional and personal intelligence competencies that allow the PMO to work effectively with people at all levels of an organisation; to be able to create and provide services that support the successful delivery of P3M.