Pillar 2: the Importance of Emotional Intelligence

As I continue the blog series on the Four Pillars of Leadership, Emotional Intelligence (EI) is Pillar two. This pillar is very important fpr two reasons:

1) It is vital to helping any leader create a connection with their subordinates;


2) Perhaps even more importantly, EiQ helps the leader manage themselves.

EI is one of the most complex of the Pillars and yet the most effective. This pillar changed not only me for the better as a leader but also changed the way I was viewed as a leader.

I am often asked by leaders on how they can make a fast and significant improvement to their leadership. The answer, without a doubt, is improve your emotional intelligence.

So what is emotional intelligence you might ask? According to Daniel Goleman author of the seminal work on Emotional Intelligence it is “the ability to manage ones self and their relationship with others”.  As simple as this may sound, the actual execution of emotional intelligence can be daunting. Why? Because it requires you as a leader to take a hard introspective look at yourself and how you manage your emotions, your reaction to events, and your relationships.

Taking this kind of an inventory of how you are doing is not easy. I can remember my epiphanal moment regarding my own EI. I was having a conversation with one of the lieutenants in the organization I was leading and I could tell from the beginning I was not connecting. The conversation was cordial, and there were no issues, but I could just tell I was not getting my intended message across. I could see it in his eyes that he heard me, but he didn’t connect with me.

In other words, he would do what I had asked, but the way I asked had demotivated him. This was a problem. I remember walking away thinking I have to improve the way I am coming across and what people are not hearing because of my failure to realize my own faults in connecting. It was then that I began to research EI and begin to apply it to not only my leadership life but my whole life. This is why EI is so important. It can help you improve in all areas of your life.

In 1995, Danile Goleman published the seminal book Emotional Intelligence. It immediately became a NY Times Best Seller and sold millions of copies. In the book Goleman gives the five components of EI. They are Self Awareness, Self Management, Organizational Awarness, Relationship Management, and Empathy.

In next weeks blog, I will begin to define and dive deep into these components. Until then take a moment to reflect on your ability to connect to people. Do you struggle with how you approach people, come across or connect with people. If so. There’s hope. Until next time. KEEP SHARING THE GROWTH!!!

Please consider joining our new private Facebook group forum here  where you can answer a few questions and be accepted into our members only forum to discuss this and other blog posts. Please join us!

Dean Crisp
CEO Crisp Consulting Group/Leaders Helping Leaders Network


Dean Crisp

“Emotional Intelligence is THE component of leadership that will make or break you as a professional and a leader. Learn it, understand it, apply it.”


Image, Brand & Law Enforcement

By Guest Blogger, Judy Pal

October 8, 2019

As leaders, we all know the importance of police building a trusting relationship with our communities. Often times, we think the person to create these partnerships should be the chief, community coordinators, or the Public Information Officer.  Truth be told, it’s the responsibility of every employee of the department – both sworn and professional staff.


In the past, our profession didn’t put an emphasis on developing our image in the community.  We let the media create it for us … that didn’t work out so well, especially in this day-and-age of sensation and drama.  We now have the tools in social media to be not only the first responder, but the first reporter of stories that affect our community and our brand. 


It starts with ensuring every employee recognizes they are the ‘brand’ of not only the agency, but the profession as a whole.  One bad event somewhere in the country, reflects on every police employee across the country.  We need to focus not only on the direct contact officers have with the people of our communities, but what people are saying about us and how traditional media is covering our stories.


We must be acutely aware of the fact that every person we encounter will have a different perception of our officers.  We must strive to ensure those interactions are perceived as fair and professional.  Some of the best officers tell stories of their experiences involving an arrest where they truly did make a positive difference in someone’s life.  As my mentor, Bill Bratton, espouses, “Cops count, police matter.”  Let’s make sure the actions of every employee reflect the professional, courteous, respectful image we want for our profession.


Judy Pal

Media & Public Relations Expert.  Listen to Judy discuss this important topic with Dean this week on our Straight Talk Podcast. Learn more about Judy and her areas of expertise at 

10-8 Communications.com 

“Make sure the actions of every employee reflect the professional, courteous, respectful image we want for our profession”


As stated in the earlier blogs, Mindset is one of the key components for any leader. Adjusting your mindset will immediately improve your leadership. Our mindset determines our attitude which in turn determines our actions. Let’s explore how we can develop our mindset so that it is an asset to our leadership.

As a leader you always want to have a growth mindset not a fixed one. With a growth mindset you see the world from a more positive perspective, and it is easier to develop future leaders. Both of these mindsets are products of our paradigms (the lens in which we see the world). In order to change our paradigms, we must first change our mindsets. So, let’s explore some ways to change our mindsets.

First, Realize you need to adjust your mindset and have the desire to change. Without the desire nothing will be accomplished.

Secondly, Affirm your “why” of what you are trying to accomplish. Without a meaningful “why” your mindset will fluctuate with mood.

Thirdly, See the Bigger Picture. This is really important when a fixed mindset begins to dominate you.

Fourthly, Pay attention to what you say to yourself. If you think you can’t you probably want. Our self talk is extremely important.

Finally, Practice a growth mindset. Change your perspective and look for the positive.

As stated in an earlier post, Mindset is one of the most important components of leadership. Every leader should strive to approach leadership with a growth mindset. Having a growth mindset is the fastest way to seeing immediate change in your leadership. In my next series, we will begin to explore the second pillar of leadership. emotional intelligence. I will post several blogs to explain what emotional intelligence is and how to become emotionally intelligent. Join in the conversation and post your tips on how to have a growth mindset.




Growth vs Fixed Mindset

Continuing with the Mindset.  Last weeks blog we defined mindset as our current state of thought based on what we expect. Mindset is one of the Four Pillars of Leadership.  Without the proper mindset nothing of quality ever gets accomplished.  I didn’t always have a very positive mindset.  Around year ten as a Chief I could tell my mindset was beginning to become a issue.  I suffered not only from a hyper-vigilant state of mind, but was beginning to suffer as a leader.  It was then that I had an epiphany moment.  

My sons bought me a book for Christmas and the Title was “How to Be a Happy Father”.  Yes thats the title.  When I ask them “why” they replied,”that lately I seemed unhappy and that my attitude was not the best.  Talk about a wake up call.  

I immediately began to research how we develop bad attitudes and how to adjust my view of the world.  I found the book “Mindset” written by Carol Dweck a Professor at Stanford University.  In the book she describes the importance of Mindset and several types of mindsets.  This immediately connected with me.  She described mindsets as Growth and Fixed.  From the growth mindset you see things from a positive perspective and see problems as opportunities not obligations.  From the fixed mindset you see the world as negative and problems are not growth opportunities but obligations that. Once I realized that my entire day was shaped by my mindset, I realized that I wanted to change it started with the right mindset.  

Tomorrow when you hear the alarm go off and it is the beginning of the workday I want you to stop for a moment and think about your mindset.  Is your mindset when you hear the alarm I am ready to face the day with enthusiasm and growth or is my mindset UGH! or “Oh Crap” another day at work.  I find that my mindset is the key to the day ahead.  More next week on how we can begin to change our mindset and wake up with a growth mindset not a fixed one………….

Until Next Week….Keep helping others become the  best version of themselves by first looking inward  and then sharing the growth!!!!!!  LHLN……

Let me know your thoughts…




Installment 2 of 3 on Mindset 

By Dean Crisp

Four Pillars of Leadership


In this weeks blog I am going to begin a series on the Four Pillars of Leadership.  As with any structure, belief or culture pillars are required to support the foundation or it will collapse on itself.  Leadership is no different.  Without strong pillars leadership is weak and unsupported.  This concept was developed through years of being constantly tested as a leader.  
The pillars are: Mindset, Emotional Intelligence, Self Reflection and Self Healing. Lets begin with Mindset. What is Mindset.  Mindset has received a great deal of attention in leadership with good reason.   Mindset sets the tone for leadership and leaders.  Without the proper mindset nothing good gets accomplished.  What is Mindset exactly?  Mindset can be defined as your current state of thought based on expectations. Carol Dweck the Stanford Professor identified two types of Mindsets,  Growth and Fixed.  A growth mindset is one that allows you to see things more positively and generally from a favorable point of view.  A fixed  mindset is the opposite in that you see the world more cynically and with a negative perspective. I know personally how having both of these mindsets can impact your leadership. After many years as a Chief I could feel myself suffering from a fixed mindset.  I could feel myself becoming more cynical and more isolated in thought. This is what I refer to as  my dark years as a leader.  I was not at my best.  I have always focused on improving the organization and the people but not so much myself. I was not as willing to adjust my Mindset. Even though I knew I had to change I was held captive by my fixed mindset.   Then a epiphany moment occurred.   In next weeks Blog learn how I made that adjustment and what were the results…….Please join in our conversation and tell us about your experience with mindset…until next week……keep Leading……
Dean Crisp
CEO Crisp Consulting Group
Leaders Helping Leaders Network

The Types of Knowledge

& the transfer of it

I have had the opportunity to travel and speak about leadership a great deal over the past several years.  I have  talked about the importance of mindset, self reflection. emotional intelligence along with many other important leadership topics.  Doing research for a presentation on Generations I found a leadership topic that I had not heard much about nor had really considered; Knowledge Transfer.  This is defined as transferring knowledge from one person to another or transferring information from one part of the organization to the other. It is not as simple as teaching my job to those below me or passing along how we have always done things.  It is the actual transfer of Knowledge.  This is vital to the success  of new leaders who will be replacing you.  This can literally be the life blood that ensures success.   

There are two types of knowledge. Tacit and Explicit.  Tacit knowledge is those things you learn by experience and Explicit is what is easily transferred through speaking or writing. Both are critical to share. Your willingness to share your knowledge will be a part of your leadership legacy.  The next Generation needs your Knowledge. 

Do you have a knowledge transfer plan? Currently, there are 6 million Boomers and even older Xers retiring every week. With each of them goes years of critical tacit and explicit knowledge on both the organization and functional capacity. I challenge you top begin to transfer that knowledge on a formal basis by using Mentoring, Guidance, Work Shadowing, Paired Work Groups, and other ways to share that knowledge that is so vital.  Just as leaving a leadership legacy of which you can be proud is important, make sure you are leaving a knowledge transfer legacy as well.  Your people, your organization, and your community deserve it.

Let me know your thoughts…




The Value of Leadership

The other day I was sitting in the airport and was thinking about a special group of  leaders who have had tremendous influence in my life. I was going through the litany of the normal leadership qualities, that each one of them possesses. All of them have the prerequisite qualities of honesty, integrity, determination, ability to communicate as well as many other qualities. None of them are super humans, but somehow they were able to make a huge impact on me personally. How did they do it? 

Let’s explore how I think they did it! 

I firmly believe that most leaders want to impact others in a positive and special way, but some are more successful than others.  Why? How is it that some leaders are seen as significant in our lives, while others not so much?

What is it that creates this special impact.  The answer is Value!

Those leaders who have impacted me In a special way  added tremendous value to my life. They were able to put their leadership qualities into action (and this is key  – Action) to create a special formula resulting in value. It wasn’t one ingredient, but the sum of all the parts mixed together with actions that created the result. 

As you ponder your leadership impact Ask yourself this question? 

To whom am I adding value?

If I am not adding the value that they need or that I am capable of providing, how do I do it? 

It starts with the desire to be significant and the determination to make it happen. You can do it.  It’s too important not to learn to do it. 

I’d love to hear from all of you on how you as leaders add value to your followers. 

What leader(s) have shaped you and your leadership style? What qualities did they add to your life? Let us hear from you.

I encourage you to join LHLN and to continue to follow us at LHLN as we find ways to add value to others on a daily basis.

Have a great week!



Put Your Leadership Into Action

One of the key components of leadership is Action. Without it leadership never happens and it is just a word.  Your actions put your leadership into motion.  At LHLN in our course on Intentional Leadership we teach that the actions of a leader are the true measure of Leadership and one of, if not THE most, important part of their leadership components.  

What are your leadership Actions?  Do they reflect what you say or what you do?    

You can be the most educated, well read or experienced leader, but nothing matters more to those you lead than what you do (actions) as leader.  One example, I have heard hundreds of times from leaders is that they claim that people are their most valuable resources and that caring for you people is a high priority. But everyone that works for them doesn’t really see that in their Actions.  They “talk” a good game, but when it comes to actually showing it, they fall way short.  Not following through with your leadership actions can severely damage your effectiveness as a Leader.  

Let me challenge you this week to examine your leadership Actions. Do you really do what you say you do as a leader?   Nothing will matter more to your employees.     

“What are your leadership actions? Do they reflect what you say or what you do.”



Dean Crisp







The Three W’s of Leadership

August 19, 2019

The three W’s of leadership. The Want-Why-What. These are extremely important to every leader.

Let’s start with the WANT to. You have to want to be a leader for the right reasons. Not for personal gain or better schedule or the money.  Although all of those things may be part of taking a leadership role you have to “want to” do it for the right reason.  One word comes to mind when I think of leadership. sacrifice.  You will sacrifice as a leader and when times are tough if you don’t have the right want to it will suck.

The WHY.  Nothing is more important to a leader than understanding your leadership WHY. Mine is simple. To inform inspire and educate myself and others to lead a purpose driven life. What’s your why? Do you have one. Knowing your leadership why is one of the most powerful personal motivators you can possess. Things will change when you know your leadership Why.

The WHAT.  This is what you do as a leader your leadership actions. When you have the right want and why your what is more important. Have you ever been lead by someone whose leadership actions are not the best. They probably don’t have the right want or why. Get these three in synch and watch your leadership life change and those around you. Join us at LHLN for more.





Dean Crisp




Room For Improvement

As an intentional leader, you spend a great deal of time working on improving yourself with the hope that it translates into improved leadership actions. I was reflecting on my own self-improvement last week while listening to a podcast by Marshall Goldsmith. He is the author of  What Got You Here, Won’t Get You There.  As a personal life coach, Goldsmith was discussing how leaders need to continually work on themselves. A question instantly came to mind, “Do you know what room in your leadership house should be the largest?”  The ROOM for IMPROVEMENT! Now think about that for a second and ask yourself, “How big is my ROOM for IMPROVEMENT?” if it is like mine, your need is huge, but maybe your room is about the size of a small closet. We get so caught up in the day to day activities that we often forget to work on our own self-improvement. This has made me rethink my commitment to self-improvement and to consciously expand the size of this room in my own Leadership House…It has helped me reconnect with what I call the Four Pillars of Leadership: Mindset, Self-Reflection, Self-Healing, and Emotional Intelligence. 

How about you?….Would love to hear how you work on self-improvement as a leader every day. Join In…


“Do you know what room in your leadership house should be the largest?  The ROOM for Improvement!”

“We get so caught up in the day-to-day activities that we often forget to work on our own self-improvement.”

“This has made me rethink my commitment to self-improvement and to consciously expand the size of this room in my own Leadership House.”

“It has helped me reconnect with what I call the four pillars of leadership: mindset, self-reflection, self-healing and emotional intelligence.”