Emotional Intelligence.
Feb. 5th, 2007 08:48 am![[personal profile]](https://www.dreamwidth.org/img/silk/identity/user.png){kind=small}
evilehttp://webhome.idirect.com/~kehamilt/ipsyeq.html
EMOTIONAL INTELLIGENCE & EMOTIONAL COMPETENCE
EMOTIONAL INTELLIGENCE:
A form of intelligence relating to the emotional side of life, such as the ability to recognize and manage one's own and others' emotions, to motivate oneself and restrain impulses, and to handle interpersonal relationships effectively.
Originated by Daniel Goldman, psychologist, denoting the cluster of traits/abilities relating to the emotional side of life
major components of emotional intelligence: knowing our own emotions, managing our own emotions, motivating ourselves,recognizing the emotions of others,and handling relationships
The Ten Habits of Emotionally Intelligent People
Copyright 1999 Steve Hein, The EQ Institute - May be copied for educational uses.
High EQ people:
1. Label their feelings, rather than labeling people or situations. "I feel impatient." vs "This is ridiculous."
"I feel hurt and bitter". vs. "You are an insensitive jerk."
"I feel afraid." vs. "You are driving like a idiot."
2. Distinguish between thoughts and feelings. Thoughts: I feel like...& I feel as if.... & I feel that
Feelings: I feel: (feeling word)
3. Take responsibility for their feelings. "I feel jealous." vs. "You are making me jealous."
4. Use their feelings to help them make decisions. "How will I feel if I do this?" "How will I feel if I don't"
5. Show respect for other people's feelings. They ask "How will you feel if I
do this?" "How will you feel if I don't."
6. Feel energized, not angry. They use what others call "anger" to help them feel energized to take productive action.
7. Validate other people's feelings. They show empathy, understanding, and acceptance of other people's feelings.
8. Practice getting a positive value from their negative emotions. They ask themselves: "How do I feel?" and "What would help me feel better?"
They ask others "How do you feel?" and "What would help you feel better?"
9. Don't advise, command, control, criticize, judge or lecture to others. They realize it doesn't feel good to be on the receiving end of such behavior, so they avoid it.
10. Avoid people who invalidate them, or don't respect their feelings. As much as possible, they choose to associate only with other people with high EQ.
EMOTIONAL COMPETENCE:
"A learned capability based on emotional intelligence that results in outstanding performance at work. Our emotional intelligence determines our potential for learning the practical skills based on the five elements : self-awareness, motivation, self-regulation, empathy, and adeptness in relationships. Our emotional competence shows how much of that potential we have translated into on-the-job capabilities." (Goldman, Working with Emotional Intelligence)
The table below lists Goldmans' 5 dimensions of emotional intelligence and the 25 emotional competencies.
The emotional intelligence capabilities are Independent (each contributes to job performance);Interdependent (each draws to some extent on certain others with strong interactions);Hierarchical (the emotional intelligence capabilities build upon one another);Necessary, but not sufficient (having an emotional intelligence doesn't guarantee the competencies will be demonstrated); Generic (different jobs make differing competence demands.
THE EMOTIONAL COMPETENCE FRAMEWORK
Personal Competence
SELF-AWARENESS Emotional Awareness:recognizing one's emotions and their effect
Accurate Self-assessment: knowing one's strengths and limits
Self-confidence: A strong sense of one's self-worth and capabilities
SELF-REGULATION Self-control: Keeping disruptive emotions and impulses in check
Trustworthiness: Maintaining standards of honesty and integrity
Conscientiousness: Taking responsibility for personal performance
Adaptability: Flexibility in handling change
Innovation: Being comfortable with novel ideas, approaches and new information
MOTIVATION Achievement drive: Striving to improve or meet a standard of excellence
Commitment: Aligning with the goals of the group or organization
Initiative: Readiness to act on opportunities
Optimism: Persistence in pursuing goals despite obstacles and setbacks
Social Competence
EMPATHY Understanding others: sensing others' feelings and perspectives, taking an active interest in their concerns
Developing others: Sensing others development needs and bolstering their abilities
Service orientation: Anticipating, recognizing, and meeting customers' needs
Leveraging diversity: Cultivating opportunities through different kinds of people
Political Awareness: Reading a group's emotional currents and power relationships
SOCIAL SKILLS Influence: Wielding effective tactics for persuasion
Communication: Listening openly and sending convincing messages
Conflict management: Negotiating and resolving disagreements
Leadership: Inspiring and guiding individuals and groups
Change Catalyst: Initiating or managing change
Building bonds: Nurturing instrumental relationships
Collaboration and cooperation: Working with others toward shared goals
Team capabilities: creating group synergy in pursuing collective goals
The competencies:
PERSONAL COMPETENCE
SELF-AWARENESS
Emotional Awareness-- People with this competence:
Know which emotions they are feeling and why
Realize the links between their feelings and what they think and say
Recognize how their feelings affect their performance
Have a guiding awareness of their values and goals
Accurate Self-Assessment -- People with this competence:
Are aware of their strengths and weaknesses
Reflective, learning from experience
Open to candid feedback, new perspectives, continuous learning, and self-development
Able to show a sense of humour and perspective about themselves
BLIND SPOTS: Blind Ambition-need to win or be right at any cost
Unrealistic Goals- sets overly ambitious, unattainable goals for group
Relentless Striving- compulsively hardworking at expense of all else,
vulnerable to burnout
Drives Others-pushes others too hard, takes over instead of delegating
Power Hungry- seeks power for own reason rather than for company
Insatiable need for recognition- addicted to glory-takes credit for other's work and blames them for mistakes
Preoccupation with Appearance-needs to look good at all costs-craves material trappings
Need to seem perfect-enraged by or rejects criticism, can't admit mistakes
Self Confidence --People with this competence:
Present themselves with self-assurance; have "presence"
Can voice views that are unpopular and go out on a limb for what is right
Are decisive, able to make sound decisions despite uncertainties and pressures
SELF-REGULATION
Self-control --People with this competency:
Manage their impulsive feelings and distressing emotions well
Stay composed, positive and unflappable even in trying moments
Think clearly and stay focused under pressure
Trustworthiness and conscientiousness --People with this competency:
Trustworthiness--Act ethically and are above reproach
Build trust through their reliability and authenticity
Admit their own mistakes and confront unethical actions in others
Take tough, principled stands even if they are unpopular
Conscientiousness --Meet commitments and keep promises
Hold themselves accountable for meeting their objectives
Are organized and careful in their work
Innovation and Adaptability --People with this competency:
Innovation - Seek out fresh ideas from a wide variety of sources
Entertain original solutions to problems
Generate new ideas
take fresh perspectives and risks in their thinking
Adaptability - Smoothly handle multiple demands, shifting priorities, and rapid change
Adapt thier responses and tactics to fit fluid circumstances
Are flexible in how they see events
MOTIVATION
Achievement Drive --People with this competency:
Are results-oriented, with a high drive to meet their objectives and standards
Set challenging goals and take calculated risks
Pursue information to reduce uncertainty and find ways to do things better
Learn how to improve their performance
Committment --People with this competency:
Readily make sacrifices to meet a larger organizational goal
Find a sense of purpose in the larger mission
Use the group's core values in making decisions and clarifying choices
Actively seek out opportunities to fulfill the group's mission
Initiative and Optimism --People with this competency:
Initiative: Are ready to seize opportunities
Pursue goals beyond what's required or expected of them
Cut through red tape and bend the rules when necessary to get the job done
Mobilize others through unusual, enterprising efforts
Optimism: Persist in seeking goals despite obstacles and setbacks
Operate from hope of success rather than fear of failure
See setbacks as due to manageable circumstance rather than personal flaw
SOCIAL COMPETENCE
EMPATHY
Understanding Others --People with this competency:
Are attentive to emotional cues and listen well
Show sensitivity and understand others' perspectives
Help out based on understanding other people's needs and feelings
Developing Others --People with this competency:
Acknowledge and reward people's strengths and accomplishments
Offer useful feedback and identify people's needs for further growth
Mentor, give timely coaching, and offer assignments that challenge and foster a person's skills
Service Orientation --People with this competency:
Understand customers/clients needs and math them to services of products
Seek ways to increase customers' satisfaction and loyalty
Gladly offer appropriate assistance
Grasp a customer's perspective, acting as a trusted advisor
Leveraging Diversity --People with this competency:
Respect and relate well to people from varied backgrounds
Understand diverse worldviews and are sensitive to group differences
See diversity as opportunity, creating an environment where diverse people can thrive
Challenge bias and intolerance
Political Awareness --People with this competency:
Accurately read key power relationships
Detect crucial social networks
Understand the forces that shape views and actions of clients, customers, or competitors
Accurately read organzational and external realities
SOCIAL SKILLS
Influence --People with this competency:
Are skilled at winning people over
Fine-tune presntations to appeal to the listener
Use complex strategies like indirect influence to build consensus and support
Orchestrate dramatic events to effectively make a point
Communication --People with this competence
Are effective in give-and-take, registering emotional cues in attuning their message
Deal with difficult issues straightforwardly
Listen well, seek mutual understanding, and welcome sharing of information
fully
Foster open communication and stay receptive to bad news as well as good
Conflict Management --People with this competency:
Handle difficult people and tense situations with diplomacy and tact
Spot potential conflict, bring disagreements into the open and help to de-escalate
Encourage debate and open discussion
Orchestrate win-win solutions
Leadership --People with this competency:
Articulate and arouse enthusiasm for a shared vision and mission
Step forward to lead as needed, regardless of poeition
Guide the performance of others while holding them accountable
Lead by example
Change Catalyst --People with this competency:
Recognize the need to change and remove barriers
Challenge the status quo to acknowledge the need for change
Champion the change and enlist others in its pursuit
Model the change expected of others
Building Bonds --People with this competency:
Cultivate and maintain extensize informal networks
Seek out relationships that are mutually beneficial
Build rapport and keep others in the loop
Make and maintain personal friendships among work associates
Collaboration and Cooperation --People with this competency:
Balance a focus on task with attention to relationships
Collaborate, sharing plans, information and resources
Promote a friendly, coooperative climate
Spot and nurture opportunities for collaboration
Team Capabilities --People with this competency:
Model team qualities like respect, helpfulness, and cooperation
Draw all members into active and enthusiastic participation
Build team identity, esprit de corps, and commitment
Protect the group and its reputation, share credit
RESOURCES:
Books:
Emotional Intelligence by Daniel Goldman (1995), Working with Emotional Intelligence by Daniel Goldman (1998)
Online test of Emotional Intelligence visit
Daniel Goldman's Emotional Intelligence Test or
CYBERIA SHRINK- EMOTIONAL INTELLIGENCE QUIZ
Links and resources for Emotional Intelligence see
EQI.org
The Consortium for Research on Emotional Intelligence in Organizations
(I scored a 30 on the test, BTW. Out of a possible 100. 50 is average. I have a LOT to learn. AFOG. *grumble, groan*)
EMOTIONAL INTELLIGENCE & EMOTIONAL COMPETENCE
EMOTIONAL INTELLIGENCE:
A form of intelligence relating to the emotional side of life, such as the ability to recognize and manage one's own and others' emotions, to motivate oneself and restrain impulses, and to handle interpersonal relationships effectively.
Originated by Daniel Goldman, psychologist, denoting the cluster of traits/abilities relating to the emotional side of life
major components of emotional intelligence: knowing our own emotions, managing our own emotions, motivating ourselves,recognizing the emotions of others,and handling relationships
The Ten Habits of Emotionally Intelligent People
Copyright 1999 Steve Hein, The EQ Institute - May be copied for educational uses.
High EQ people:
1. Label their feelings, rather than labeling people or situations. "I feel impatient." vs "This is ridiculous."
"I feel hurt and bitter". vs. "You are an insensitive jerk."
"I feel afraid." vs. "You are driving like a idiot."
2. Distinguish between thoughts and feelings. Thoughts: I feel like...& I feel as if.... & I feel that
Feelings: I feel: (feeling word)
3. Take responsibility for their feelings. "I feel jealous." vs. "You are making me jealous."
4. Use their feelings to help them make decisions. "How will I feel if I do this?" "How will I feel if I don't"
5. Show respect for other people's feelings. They ask "How will you feel if I
do this?" "How will you feel if I don't."
6. Feel energized, not angry. They use what others call "anger" to help them feel energized to take productive action.
7. Validate other people's feelings. They show empathy, understanding, and acceptance of other people's feelings.
8. Practice getting a positive value from their negative emotions. They ask themselves: "How do I feel?" and "What would help me feel better?"
They ask others "How do you feel?" and "What would help you feel better?"
9. Don't advise, command, control, criticize, judge or lecture to others. They realize it doesn't feel good to be on the receiving end of such behavior, so they avoid it.
10. Avoid people who invalidate them, or don't respect their feelings. As much as possible, they choose to associate only with other people with high EQ.
EMOTIONAL COMPETENCE:
"A learned capability based on emotional intelligence that results in outstanding performance at work. Our emotional intelligence determines our potential for learning the practical skills based on the five elements : self-awareness, motivation, self-regulation, empathy, and adeptness in relationships. Our emotional competence shows how much of that potential we have translated into on-the-job capabilities." (Goldman, Working with Emotional Intelligence)
The table below lists Goldmans' 5 dimensions of emotional intelligence and the 25 emotional competencies.
The emotional intelligence capabilities are Independent (each contributes to job performance);Interdependent (each draws to some extent on certain others with strong interactions);Hierarchical (the emotional intelligence capabilities build upon one another);Necessary, but not sufficient (having an emotional intelligence doesn't guarantee the competencies will be demonstrated); Generic (different jobs make differing competence demands.
THE EMOTIONAL COMPETENCE FRAMEWORK
Personal Competence
SELF-AWARENESS Emotional Awareness:recognizing one's emotions and their effect
Accurate Self-assessment: knowing one's strengths and limits
Self-confidence: A strong sense of one's self-worth and capabilities
SELF-REGULATION Self-control: Keeping disruptive emotions and impulses in check
Trustworthiness: Maintaining standards of honesty and integrity
Conscientiousness: Taking responsibility for personal performance
Adaptability: Flexibility in handling change
Innovation: Being comfortable with novel ideas, approaches and new information
MOTIVATION Achievement drive: Striving to improve or meet a standard of excellence
Commitment: Aligning with the goals of the group or organization
Initiative: Readiness to act on opportunities
Optimism: Persistence in pursuing goals despite obstacles and setbacks
Social Competence
EMPATHY Understanding others: sensing others' feelings and perspectives, taking an active interest in their concerns
Developing others: Sensing others development needs and bolstering their abilities
Service orientation: Anticipating, recognizing, and meeting customers' needs
Leveraging diversity: Cultivating opportunities through different kinds of people
Political Awareness: Reading a group's emotional currents and power relationships
SOCIAL SKILLS Influence: Wielding effective tactics for persuasion
Communication: Listening openly and sending convincing messages
Conflict management: Negotiating and resolving disagreements
Leadership: Inspiring and guiding individuals and groups
Change Catalyst: Initiating or managing change
Building bonds: Nurturing instrumental relationships
Collaboration and cooperation: Working with others toward shared goals
Team capabilities: creating group synergy in pursuing collective goals
The competencies:
PERSONAL COMPETENCE
SELF-AWARENESS
Emotional Awareness-- People with this competence:
Know which emotions they are feeling and why
Realize the links between their feelings and what they think and say
Recognize how their feelings affect their performance
Have a guiding awareness of their values and goals
Accurate Self-Assessment -- People with this competence:
Are aware of their strengths and weaknesses
Reflective, learning from experience
Open to candid feedback, new perspectives, continuous learning, and self-development
Able to show a sense of humour and perspective about themselves
BLIND SPOTS: Blind Ambition-need to win or be right at any cost
Unrealistic Goals- sets overly ambitious, unattainable goals for group
Relentless Striving- compulsively hardworking at expense of all else,
vulnerable to burnout
Drives Others-pushes others too hard, takes over instead of delegating
Power Hungry- seeks power for own reason rather than for company
Insatiable need for recognition- addicted to glory-takes credit for other's work and blames them for mistakes
Preoccupation with Appearance-needs to look good at all costs-craves material trappings
Need to seem perfect-enraged by or rejects criticism, can't admit mistakes
Self Confidence --People with this competence:
Present themselves with self-assurance; have "presence"
Can voice views that are unpopular and go out on a limb for what is right
Are decisive, able to make sound decisions despite uncertainties and pressures
SELF-REGULATION
Self-control --People with this competency:
Manage their impulsive feelings and distressing emotions well
Stay composed, positive and unflappable even in trying moments
Think clearly and stay focused under pressure
Trustworthiness and conscientiousness --People with this competency:
Trustworthiness--Act ethically and are above reproach
Build trust through their reliability and authenticity
Admit their own mistakes and confront unethical actions in others
Take tough, principled stands even if they are unpopular
Conscientiousness --Meet commitments and keep promises
Hold themselves accountable for meeting their objectives
Are organized and careful in their work
Innovation and Adaptability --People with this competency:
Innovation - Seek out fresh ideas from a wide variety of sources
Entertain original solutions to problems
Generate new ideas
take fresh perspectives and risks in their thinking
Adaptability - Smoothly handle multiple demands, shifting priorities, and rapid change
Adapt thier responses and tactics to fit fluid circumstances
Are flexible in how they see events
MOTIVATION
Achievement Drive --People with this competency:
Are results-oriented, with a high drive to meet their objectives and standards
Set challenging goals and take calculated risks
Pursue information to reduce uncertainty and find ways to do things better
Learn how to improve their performance
Committment --People with this competency:
Readily make sacrifices to meet a larger organizational goal
Find a sense of purpose in the larger mission
Use the group's core values in making decisions and clarifying choices
Actively seek out opportunities to fulfill the group's mission
Initiative and Optimism --People with this competency:
Initiative: Are ready to seize opportunities
Pursue goals beyond what's required or expected of them
Cut through red tape and bend the rules when necessary to get the job done
Mobilize others through unusual, enterprising efforts
Optimism: Persist in seeking goals despite obstacles and setbacks
Operate from hope of success rather than fear of failure
See setbacks as due to manageable circumstance rather than personal flaw
SOCIAL COMPETENCE
EMPATHY
Understanding Others --People with this competency:
Are attentive to emotional cues and listen well
Show sensitivity and understand others' perspectives
Help out based on understanding other people's needs and feelings
Developing Others --People with this competency:
Acknowledge and reward people's strengths and accomplishments
Offer useful feedback and identify people's needs for further growth
Mentor, give timely coaching, and offer assignments that challenge and foster a person's skills
Service Orientation --People with this competency:
Understand customers/clients needs and math them to services of products
Seek ways to increase customers' satisfaction and loyalty
Gladly offer appropriate assistance
Grasp a customer's perspective, acting as a trusted advisor
Leveraging Diversity --People with this competency:
Respect and relate well to people from varied backgrounds
Understand diverse worldviews and are sensitive to group differences
See diversity as opportunity, creating an environment where diverse people can thrive
Challenge bias and intolerance
Political Awareness --People with this competency:
Accurately read key power relationships
Detect crucial social networks
Understand the forces that shape views and actions of clients, customers, or competitors
Accurately read organzational and external realities
SOCIAL SKILLS
Influence --People with this competency:
Are skilled at winning people over
Fine-tune presntations to appeal to the listener
Use complex strategies like indirect influence to build consensus and support
Orchestrate dramatic events to effectively make a point
Communication --People with this competence
Are effective in give-and-take, registering emotional cues in attuning their message
Deal with difficult issues straightforwardly
Listen well, seek mutual understanding, and welcome sharing of information
fully
Foster open communication and stay receptive to bad news as well as good
Conflict Management --People with this competency:
Handle difficult people and tense situations with diplomacy and tact
Spot potential conflict, bring disagreements into the open and help to de-escalate
Encourage debate and open discussion
Orchestrate win-win solutions
Leadership --People with this competency:
Articulate and arouse enthusiasm for a shared vision and mission
Step forward to lead as needed, regardless of poeition
Guide the performance of others while holding them accountable
Lead by example
Change Catalyst --People with this competency:
Recognize the need to change and remove barriers
Challenge the status quo to acknowledge the need for change
Champion the change and enlist others in its pursuit
Model the change expected of others
Building Bonds --People with this competency:
Cultivate and maintain extensize informal networks
Seek out relationships that are mutually beneficial
Build rapport and keep others in the loop
Make and maintain personal friendships among work associates
Collaboration and Cooperation --People with this competency:
Balance a focus on task with attention to relationships
Collaborate, sharing plans, information and resources
Promote a friendly, coooperative climate
Spot and nurture opportunities for collaboration
Team Capabilities --People with this competency:
Model team qualities like respect, helpfulness, and cooperation
Draw all members into active and enthusiastic participation
Build team identity, esprit de corps, and commitment
Protect the group and its reputation, share credit
RESOURCES:
Books:
Emotional Intelligence by Daniel Goldman (1995), Working with Emotional Intelligence by Daniel Goldman (1998)
Online test of Emotional Intelligence visit
Daniel Goldman's Emotional Intelligence Test or
CYBERIA SHRINK- EMOTIONAL INTELLIGENCE QUIZ
Links and resources for Emotional Intelligence see
EQI.org
The Consortium for Research on Emotional Intelligence in Organizations
(I scored a 30 on the test, BTW. Out of a possible 100. 50 is average. I have a LOT to learn. AFOG. *grumble, groan*)
![[identity profile]](https://www.dreamwidth.org/img/silk/identity/openid.png){kind=small}
no subject
Date: 2007-02-05 03:09 pm (UTC)*hugs*
done
Date: 2007-02-05 03:12 pm (UTC)ought to be fixed now.
no subject
Date: 2007-02-05 07:35 pm (UTC)no subject
Date: 2007-02-05 08:44 pm (UTC)Like I said...I have a LOT of work ahead.