Why Genos

Prospective clients ask me that question every week, and I respond with two introductory resources that will help them begin to explore the field of EI and start thinking clearly about what to look for to qualify an effective EI program that will address their needs.

The first resource is the "Guidelines for Best Practice" document, developed by Cary Cherniss (of Rutgers and the EI Consortium) and Daniel Goleman. This paper has very useful information for any potential client considering an EI program for themselves or their company. The "Guidelines" doc is available as a free PDF download elsewhere on my site (CarmineLeo.com) or you can download the original from the EI Consortium website:

The second resource is my own reply to an inquiry on my website, which is quoted here. This letter (sent in 2007) to a prospective client explains my reasons, why I, as a coach, chose the Genos EI instead of any of the other available and reputable models.

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Hi _______, (name withheld to protect privacy)

Thanks for your inquiry, and I'll be glad to assist you with your questions. There are many reasons why I chose Genos above all the other EI models out there and I'm happy to share them with you. When I first decided to add EI development to my executive coaching practice, I investigated all the currently available, reputable instruments, including the MSCEIT, the Bar-On EQ-i, the Hay Group ECI from Goleman, the EQ Map and several others. After seven months of research and comparison, I concluded that the Genos model met my needs as a coach and my clients' needs for EI development far more effectively than any of the rest of the pack. Here's why:

1) The Genos EI Assessment is the only instrument developed intentionally and specifically, from the ground up, for application in the workplace. All the other assessments appeared to be developed originally for clinical applications and had been adapted and retooled for the workplace, like fitting a square peg into a round hole. Also, Genos is a second generation instrument, that is, when creating their model, the original researchers at Swinburne University surveyed the six predominant instruments in a large factor analytic study looking for the "definitive measure" of EI. They extracted only those elements, unique to EI, that the others all had in common, and focused their model development on those dimensions.

2) The science behind the development of the Genos model is both ongoing and extremely robust. Published, peer-reviewed papers are available online and are also freely given by the scientists at Genos. They'll provide you with whatever you need or want: benchmark data, reliability, validity and accuracy studies, workplace correlations, ROI case studies and etc. Additionally, Dr. Ben Palmer (the Genos Director of Research) is a contributing author and research member of the EI Consortium, which is the global clearinghouse for conversations about ongoing EI development and research. The Genos model is one of only ten measures validated and approved by the EI Consortium.

3) Unlike many of the other EI models available, the Genos model is pure EI, that is, there are no additional measures of personality or character traits included in the survey. In my experience as an executive coach, changing personality and character traits requires an inordinate amount of energy, effort and attention. It can be done, but my observations have been that the minute attention lapses off the personality trait, the client returns to their internal baseline behaviors for that trait. EI is a learned competency, so once the new behavior is solidly in place, it tends to persist.

4) The Genos EI Assessment has 70 questions, can be completed in about 20 minutes online, and delivers a report that contains many developmental strategies for the client. These strategies are exceptionally useful and relevant for my clients and for me as their coach, as they provide the foundation for our ongoing work together. Also, the simplicity and speed of the assessment process means that a client company assessing an entire executive team with 360's only expends a couple hours total for each individual, instead of 4 to 6 hours required by some of the other assessment models. While completing the assessments does take a small commitment of time, this is a comparatively painless process for the clients.

5) The Genos EI model addresses development with a small number of dimensions (7) that are easily understood by anyone, even a young person. It's easy to talk about and explain, and executive clients quickly see the relevance to their own professional circumstances. This intellectual accessibility generates rapid buy-in from participants and makes my job as a coach much less complicated.

6) The Genos Assessment is a full 360, with separate rater categories for managers, peers, direct reports and clients/customers. The rating gaps between self-perceptions and the feedback from different groups of others provides information that can be carefully customized for each individual participant and adapted for specific developmental purposes. The assessment results become a powerful tool for insights into the underlying causes and outcomes of workplace behaviors.

7) The Genos Assessment measures behavior, where all the others measure skills, abilities or competencies. As a coach, I'm interested primarily in what people DO in their workplace relationships. The Genos model gives me a tangible way to quantify relationship and communication behaviors, and with the before and after assessments, it gives me performance accountability that nothing else I've ever used has given. Using the same rater population for the post-development assessment gives both me and the client an accurate snapshot of what worked, how well it worked, and where continued development would be useful.

8) The Genos EI program fits with my coaching style and my ideal client market like a hand in a glove. Genos has developed an EI coaching structure with eight core modules that can be adapted and customized for any client. There is a manual that each client receives, and the process is completely transparent all around. Everyone knows up-front what they are getting into, and what will be required for success.

The manual, the behavioral focus, the alignment between the developmental work and the corporate goals, the clarity and simplicity of the model, all work together to make the Genos model very easy to apply. When you add in the step-by-step evaluation process, the program sponsor receives accurate data for monitoring the progress of the program and producing a measurable ROI.

9) Unlike some EI models used by trainers who simply deliver a two-day workshop and then disappear, the Genos EI Development Program is an in-depth, 3- to 4-month process that is evidence-based and outcome-focused, with the outcomes tied closely to corporate objectives. We impact performance through cognitive-behavioral restructuring, using a methodology that is best delivered through coaching. This deep work over time produces real behavioral change that persists and can be measured.

10) I have one final point here, and though it might seem irrelevant to some, it's very important to me personally. I really prefer to do business only with people I trust and respect. In the four years I've been working with Genos, my trust, respect and admiration for them has only grown. Their products and processes are unique in the EI marketplace and, given their alignment and consistency with the Guidelines for Best Practice, are incredibly effective. These are wonderful people doing remarkable work, and I feel privileged to do business with them.

I hope all this is helpful. If you have any further questions or there is any other way I can assist you, please feel free to contact me again.

Best Regards,

Carmine

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Carmine Leo, CEC, PCC

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President

Carmine Leo & Associates, Inc.

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