Part II of V | LEQ – Lived Experience Intelligence | Defining the Spectrum of LEQ
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Defining the Spectrum of LEQ
LEQ – Lived Experience Intelligence: An introduction to an untapped intelligence, and the important implications of this transformational perspective for organizations in their journey to increase diversity in the workplace.
In our previous Newsletter, we discussed the concept of LEQ + Lived Experience Intelligence™ and how LEQ answers the all-time million-dollar question. Do I hire based on diversity? If you have not read it yet, I invite you to read LEQ Part I of V. We also hosted a LinkedIn Audio Event on this topic. Join the conversation here.
In part I, I define LEI as the particular set of knowledge, skills, and abilities that develops out of life events and occurrences in which one has been engaged, ultimately enhancing insight and perspective. How much one uses their LEI as an asset can be thought of as a ‘quotient’ (LEQ). This brings me to the definition of LEQ.
I define LEQ as the extent to which one exercises the knowledge, skills, and abilities that one has developed through life events, applying, and expressing them in one’s thinking and actions, and using them as an asset.
"Lived Experience Intelligence (LEI) is what you have; Lived Experience Quotient (LEQ) is what you use" - Jenn Tardy
In today’s article, let’s take the LEQ concept further. Everyone has LEQ, but there is a spectrum to consider: Relevant LEQ, Primary LEQ, Secondary LEQ, and Tertiary LEQ.
Let’s unpack.
Relevant LEQ: Although everyone has LEQ, in a workplace context, relevant LEQ is more value-added. It is determined based on the organization’s needs and the customers it is trying to serve.
Relevant LEQ Example: An organization wants to release a statement regarding its appreciation of those serving in the military. The relevant LEQ needed is military lived experience intelligence.
Primary LEQ: (This concept we have already covered). It is the particular set of knowledge, skills, and abilities that develops out of life events and occurrences in which one has been engaged, ultimately enhancing insight and perspective.
Primary LEQ Example: An individual who is in the military or is a veteran.
Secondary LEQ: The particular set of knowledge, skills, and abilities that develops out of knowledge of life events acquired by relating closely to a person who is primarily engaged within them.
Secondary LEQ Example: An individual who has a sibling or spouse that is in the military or is a veteran.
Tertiary LEQ: The particular set of knowledge, skills, and abilities that develops out of information acquired via a third party (e.g., market research).
Tertiary LEQ: An individual who is familiar with military service or veteran affairs because they subscribed to a military newsletter.
Here is the takeaway. Relevant, primary LEQ is the most valuable type of LEQ to have within your organization, but it is also the most underrepresented, making it the likely priority from a recruitment perspective. In other words, when you are embedding LEQ into your recruiting model, search for individuals who have relevant, primary LEQ.
Although relevant, primary LEQ is the main focus within this paradigm, the contributions made by secondary and tertiary LEQ are also recognized and valued. Employers can benefit by acting intentionally to harness the potential of these types of LEQ that are, at present, only very rarely acknowledged. All lived experiences are unique and have something to offer to the organization.
In our recently released paper, LEQ – Lived Experience Intelligence™ I discuss the LEQ concept in detail and the potential and application of this innovative perspective in the workplace, outlining its unique benefits for employees and employers alike. In our commitment to support organizations in their mission to increase diversity and untapped voices in their mission to advance their career, we are offering this paper free of cost.
We invite you to:
Download a free copy of the report at http://www.livedexperienceintelligence.com/and share it with your peers.
Follow our Increase Diversity newsletter on LinkedIn (2.22.22 – 3.22.22) – where we will be breaking down the most important concepts regarding LEQ.
Join our 5-part LEQ series on LinkedIn Audio (live discussions)
