Institute for Health and Human Potential

A Transformative Story of Organizational Success    Since 2022, Blue Cross of Idaho has been working with IHHP to foster a high performing culture. We are so pleased to share that we have collaborated with the extraordinary team at BCI to bring you the BCI & IHHP Case Study.     We sat down with the teams at BCI to hear from them about how they fostered a culture of accountability, innovation, and high performance. This video explores how BCI harnessed IHHP’s innovative Last 8% Culture System to overcome challenges, achieve remarkable success, and become a destination employer. The full video is now available for all to watch: https://lnkd.in/ebN8H2ja      This video is only the beginning! Stay tuned for more exciting content about the BCI & IHHP Case Study in the coming weeks - we have so much to share with you!     #Success #SuccessStory #Culture #Transformation #Results #Last8Percent 

Why do Employees with High Emotional Intelligence Thrive? From excelling in collaboration to skillfully handling challenges, employees with high Emotional Intelligence bring many advantages to their teams. In the technology-focused business world of 2024, it is the human touch and emotional intelligence skills that drive team performance and resilience. Read our latest blog post to learn more about how EI impacts employees today: https://lnkd.in/eBX-3GY2

Why Emotional Intelligence is Essential for Today’s Organizations In a world driven by technology, human skills like emotional intelligence are becoming vital for success. Emotional intelligence (EI) helps leaders manage emotions, build strong relationships, and lead with empathy—key differentiators for any organization today. That's why we spoke with Greer Campbell, IHHP’s Senior Leadership Consultant, and Marcie Stern, MHA, RLC, an IHHP facilitator, to dive into the real-world impact of EI, covering: - Tangible outcomes: Companies are seeing measurable improvements in team collaboration, decision-making, and leadership through EI training. - Practical examples: Hear how EI strategies are being applied to drive culture change and enhance success. - Personal insights: Discover what Greer and Marcie value most about EI and how it benefits participants in IHHP’s Science of Emotional Intelligence programs. If you’re in L&D, HR, Talent or just a leader looking to enhance team results, this conversation offers valuable insights on integrating EI to build a resilient, high-performing workforce. 👉 Watch the full interview here: https://lnkd.in/enSKfuBA #EmotionalIntelligence #LeadershipDevelopment #OrganizationalCulture #LearningAndDevelopment #TalentManagement

AI is an essential tool for organizational effectiveness today. But how do you foster a culture that embraces it?    On October 2nd, our partner and keynote speaker, Bill Benjamin, will be teaming up with leading voice in innovation and AI, Kian Gohar, to answer that very question. Bill and Kian will be deep-diving into the world of #AI and how you can make it a part of your organization.     You’ll leave this webinar equipped with the knowledge and practical strategies to empower your people to use AI and leverage it for improved efficiency and results.     Register for this exclusive event by visiting our website – you won’t want to miss this great opportunity to learn from two industry experts about how to make AI your organization’s secret weapon: https://lnkd.in/dh7PHhJK

Is your organization ready for the future of business? Are you ready to empower your people to embrace Artificial Intelligence?     In 2024, we have seen tremendous advancements with artificial intelligence technology. From sorting through complex data to streamlining complicated processes, AI has been a game-changer for organizational efficiency worldwide. But how do you foster a culture where your teams are inspired to embrace AI and driven to use it to its full potential?    On October 2nd from 1-2pm EST, our partner and keynote speaker, Bill Benjamin, will be joined by Kian Gohar, a leading voice in Innovation and AI, to deep-dive into the world of artificial intelligence, discussing how your organization can leverage it to improve results and ways to empower your people to embrace it.     Are you ready to Build a Culture that Embraces AI? Register for the webinar today: https://lnkd.in/dh7PHhJK  

If you're about to have a difficult conversation, remember one thing: Rumination is not preparation. Before an upcoming talk with someone that has the possibility of getting heated, you, like everything else in the world, ruminate. You play out the whole interaction in your head, going through all the different scenarios: They said this, and then you said that. And, what you really meant was… What is rumination? It is repetitive thinking or dwelling on negative feelings and their causes and consequences. Is it helpful? Nope. Not only can it contribute to the development of depression or anxiety but it can make you believe that you have planned out the conversation and are prepared for it. You are not. When you are not prepared, there is a higher likelihood that you will come into the conversation with highly charged emotions, impacting the person you’re speaking to, triggering them, which in turn can make you become more reactive. Soon, the likelihood of having a productive conversation between the two of you plummets. At best, you cover 92% of what you really need to cover. What we know about people who are adept at having Last 8% Conversations is that they go in prepared. They have thought about the other person: what is on their side of the bridge? What emotional needs of feeling included, respected, safe, or valued are potentially not being met for them? What might their good intention be? They also work hard to understand what is going on for themself: what is the conversation they really want to have? How might they have contributed to the situation? Are they feeling not included, respected, safe, or valued? Then when they start, they recognize that they will probably not come in Zen calm. Almost no one does. But that is okay because they have prepared for that also. They have learned how to manage their brain under pressure and so don’t panic when they are coming in hotter than they want to. But maybe the biggest thing people who are skillful at Last 8% Conversations do is that they start by Being Curious. They really try to be a good listener and go in expecting there is information they are are probably missing. And this makes all the difference. The brain was wired to jump to conclusion based on less than 5% of available information. When you ruminate, you create stories that fill the vacuum of the  95% of information you do not know. By starting with curiosity as opposed to certainty, you get more than the 5% of available information. On top of that, it has a powerful impact on them. It makes them feel more listened to. More valued, respected and safe. This protocol, which we have worked on for over 25 years, doesn’t solve all issues but it increases the probability that you will have a productive conversation. Which means you will walk away feeling more proud of yourself and that you will ruminate less about how it could have gone better.

If you want to give someone feedback they will be open to hearing, it’s likely you may be starting with statements about your view of the problem or situation, saying things like: ”Here's what you did.” or “You need to stop doing that.” But statements like this trigger the amygdala, which is the emotional part of the brain, causing people to become defensive. By contrast, genuinely probing questions engage the neocortex, the more rational thinking part of the brain. To avoid triggering other people’s emotional systems, begin a Last 8% conversation in a way that gets them more relaxed and less defensive by starting with questions. For example:  “Give me your thoughts on how that went?” “What’s working well for you and what isn’t?”  “How do you feel the project is going?”  “What was that like for you” “How did that person/situation impact you?” “Tell me more about that” Another advantage of starting a Last 8% conversation with questions is that people may self-diagnose. Most times they know when they've made a mistake or messed up. Often they will be vulnerable and say: “You know what? I don't like the way I showed up. I could have done better”. And when they bring the issue up themselves, you don't have to! And finally, sometimes when you ask questions first, you find out something you didn’t know that changes your view of the situation and how you want to give the feedback. Bottom line: get people talking first so they feel heard – and ready to hear you.

Your Weekly Culture Tip to Win the Week Psychological safety within an organization is a critical element for success. If team members are afraid to take risks, make mistakes, or voice ideas and concerns, then growth remains stagnant and success suffers. Building a culture of high connection and high courage, where innovation can thrive and psychological safety prospers, allows for organizational growth and high performance. #Last8Percent #PsychologicalSafety

A trap we often fall into when we need to have a difficult Last 8% conversation is starting with a focus on the other person. You have to start with yourself. Because if you go into that conversation and you’re nervous or anxious, that immediately sets the other person on the defensive. Everyone's had this experience: someone calls you or walks into your office and you know they think something’s wrong. Your mirror neurons assess that there's danger. You're triggered and start getting defensive. This is illustrated in a great Harvard study. Two people are in a room, wired-up to measure their galvanic skin response time. A third person walks into the room in a dominant emotional state, either positive or negative. The test then determines how long it takes the two people to react emotionally, before the third person even says anything!  How long do you think it takes to register that emotional reaction? Less than 10 seconds – sometimes it’s almost immediate. If you want a conversation in which the other person can hear you, it starts with managing yourself, so you don’t immediately put the other person on the defensive.

Your EI Solution of the Week A highly connected team is a high-performing team. When a leader possesses high EI, they are better able to emotionally connect with their people, foster a culture of psychological safety, motivate their team to perform at their very best, and keep their top talent. #EmotionalIntelligence #HighPerformance