DEFINING EMOTIONAL INTELLIGENCE (EI)
Emotional intelligence is defined as “a set of emotional and social skills that influence the way we perceive and express ourselves, develop and maintain social relationships, cope with challenges, and use emotional information in an effective and meaningful way.”
WHY EI IS IMPORTANT?
While emotional intelligence isn’t the sole predictor of human performance and development potential, it is proven to be a key indicator in these areas. Emotional intelligence is also not a static factor — to the contrary, one’s emotional intelligence can change over time and can be developed in targeted areas.
Applications of emotional intelligence include:
• Leadership Development
• Organizational Development
• Executive Coaching
• Team Building
• Student Development
THE EQ-i MODEL
The EQ -i 2.0 model is based on the EQ-i model created by Dr. Reuven Bar-on, one of the pioneers most prestigious area of emotional intelligence. EQ-i means Emotional Quotient Inventory.
It is a tool designed to measure the 15 emotional competencies that define our emotional intelligence quotient, included on 5 scales:
Intra-personal, Self expression, Interpersonal Relations, Decision Making and Stress Management.
The availability of this information allows the practitioner to gain an understanding of their strengths and areas for improvement in emotional terms, can put action plans for the development of the most critical areas.
TWO IMPORTANT APPLICATIONS OF THE EQI-2.0
1. LEADING WITH EMOTIONAL INTELLIGENCE
Now there is the option of integrating emotional intelligence within the management culture and leadership of your organization in order to bring the Leadership training and development to the next level.
The EQ-i 2.0 measures the interaction between a person and the environment he/she operates in. Assessing and evaluating an individual’s emotional intelligence can help establish the need for targeted development programs and measures. This, in turn, can lead to dramatic increases in the person’s performance, interaction with others, and leadership potential. The development potentials the EQ-i 2.0 identities, along with the targeted strategies it provides, make it a highly effective employee development tool.
2. RECRUITMENT AND RETENTION
The EQ-i 2.0 is versatile in workplace environments and can be used by employers — via HR and OD consultants, psychologists, or EQ-i 2.0 certified professionals — as a screening tool in hiring, leading to the selection of emotionally intelligent, emotionally healthy, and the most-likely
Supplemented by other sources of information, such as interviews, the EQ-i 2.0 can make the recruitment and selection process more reliable and efficient. A sound recruiting process leads to higher retention rates and reduced turnover which can result in significant cost savings, improved employee effectiveness and increased morale
• Leadership Report: The Leadership report will help you bring emotional intelligence into the practice of coaching to develop better leaders. Closely related concepts, EI and leadership are integrated into this one report where your client’s EQ-i 2.0 results are discussed in relation to important leadership competencies. Based on data collected from 200 successful leaders (senior managers to C-level executives), your client’s results are not only shown against this comparison group but key relationships between EQ-i 2.0 subscales and leadership outcomes will be discussed. The new Leadership Report will have customization features that include turning scores on and off as well as choosing to include personal development worksheets. You will receive a coach and client report that can be used to help with leadership assessment, leadership placement, training of leadership skills, and understanding potential derails to success.
• Workplace Report: The Workplace Report is designed for use in a wide variety of coaching and development situations and work settings. It focuses on the impact of emotional intelligence at work and offers suggestions for working with colleagues, supervisors, and clients. In recruiting, this report is useful when using scores to guide the selection of follow-up interview questions, and in identifying potential training and development needs.
• Group Report: The EQ-i® 2.0 Group Report combines the EQ-i 2.0 scores of individuals in a manner that allows you to make interpretations at the group or team level. This report presents an overview of group results that identifies group strengths as well as the areas where the group as a whole can be more effective. Furthermore, the EQ-i 2.0 Group Report discusses the organizational implications of a group’s emotional intelligence (EI) score and recommends strategies for action that can further develop the group’s potential.
• Report EQ360: The Workplace EQ 360 Report includes not only the feedback of all the ratters, but also the feedback of the participant — all in one consolidated report in both and client and coach’s version. This saves the participant time and effort in working through multiple reports, and it allows for better comparison and understanding of the feedback received. Reports are structured in a very clear and linear manner that is easy to follow and reference — making the Workplace EQ 360 an entirely positive user experience for both the client and the administrator.