What is Emotional Intelligence?
Emotional intelligence or EQ are the non-cognitive skills that make us personally and socially more competent and successful. One can think of Emotional Intelligence as being made up of 4 areas that all begin with the letter S:
Self Awareness - Awareness of one’s emotions and using it to guide one’s behavior. It is awareness of strengths and weaknesses and being confident in working towards goals.
Self Management - Ability to handle anger and frustration in a positive way and to put off immediate gratification in pursuit of a larger goal. It is the ability to deal with stress without falling apart and to cope in healthy ways. It is adapting to changes easily and expressing motivation and optimism in the face of obstacles.
Social Awareness - Ability to see things from another’s point of view and to see a situation accurately. It is also one’s involvement and willingness to work with others for the common good of the group.
Social Skills - Ability to develop and maintain close relationships which involves honesty and trustworthiness. It is one’s skill in working with others: communication, cooperation, assertiveness and negotiation of differences. This area of EQ includes the leadership skills of influencing and developing others.
Why is it important?
One’s IQ can predict how successful one will be in school but not in life. In the 1990s Daniel Goleman wrote 2 books, Emotional Intelligence (1995) and Working with Emotional Intelligence (1998) in which he popularized how important these skills are in career success. He documents years of research and examples on how these personal and social competencies are better predictors of personal and career success than one’s IQ.
In his research at nearly 200 c0mpanies, Daniel Goleman found direct ties between emotional intelligence and measurable business results. Hiring, training and developing employees and leaders in emotional intelligence lead to decreased attrition rates, increased performance, improved customer satisfaction and higher sales and profits. Emotional intelligence differentiated between high and low performers and was crucial in being a good leader. (Harvard Business Review, 2004)
Talent is becoming increasingly scarce. People want leadership with vision. Emotional intelligence can shape an organization’s culture to develop effective leadership that develops and retains talented employees. (The 2012 Workplace Issues Report, Joshua Freedman, Six Seconds, February 2012)
Emotional Intelligence Assessment: EQ-i
Emotional intelligence can be measured using a tool such as the EQ – i , which is a self - assessment that can be taken online and produces a report that gives an EQ or emotional quotient score as well as 15 sub scores on the components that make up one’s EQ.
The subscales or competencies are:
Emotional self -awareness
Self - actualization
The EQ – i report shows strengths and areas to improve to be more effective on the job as a performer, manager, or leader, thus achieving greater success for oneself and for the company. A coaching plan can be developed to target growth steps, outline action steps and evaluate progress. This assessment takes about 30 minutes to complete which is followed by a 45 minute feedback session to discuss report results and outline strategy for development. The assessment must be interpreted by a certified trainer.
To learn and develop emotional intelligence competencies in group setting
For leadership development
For development: to improve effectiveness and grow competencies
For performance: to achieve a higher level of productivity
For support while in transition from 1 role to another within the organization
To follow up from training to improve targeted skill areas
Plan and implement process
To establish an emotionally intelligent organization or a coaching culture, the commitment and modeling of these qualities starts with the CEO and his executive team and through training, coaching and support on a daily basis, the culture evolves, and the organization and their business is impacted.
Pre and post test evaluations and/or assessments
Achievement of specific goals as established by client/company
Job performance measures
Feedback on evaluations given to subordinates, supervisors, team members
Enhanced employee and team effectiveness
Higher productivity which leads to business results
Improved morale through companies promoting personal and professional growth and maintaining leaders who know how to effectively manage their people
Quality leadership which leads to quality organizations
Improved self management skills in high school and college students which leads to better grades and retention in programs
Build trust, collaboration, and communication which are all essential to good business
Learning is experiential which individuals are more likely to retain and use after the training is completed