Emotional Intelligence: IQ vs EQ

• Emotional intelligence is the ability to identify, assess, and manage emotions in oneself, others, and groups.
• The theory of emotional intelligence has broad support and applications.

Introduction to IQ

• IQ is derived from standardized tests and has been used to assess giftedness and support recruitment.
• IQ is considered too narrow by some, as academic brilliance does not always equate to social competence.
• Success doesn't automatically follow a high IQ.

Emotional Intelligence Quotient (EQ)

• EQ is seen as increasingly relevant to work-related outcomes like individual performance and organizational productivity.
• EQ principles offer a new way to understand behaviors, management styles, attitudes, interpersonal skills, and potential.
• EQ is important in human resource planning, job profiling, recruitment, learning, development, and client relations.

Definition of Emotional Intelligence

• Emotional intelligence is the ability to identify, assess, and manage emotions in oneself, others, and groups.
• People with high emotional intelligence are self-aware, and can sense the emotions of others.
• Those with high emotional intelligence are commonly affable, resilient, and optimistic.
• Emotional intelligence gained popularity with Goleman's 1995 book, "Emotional Intelligence: Why It Can Matter More Than IQ."

Key Historical Figures

• Robert Thorndike used "social intelligence" in the 1920s to describe the skill of managing people.
• David Wechsler defined intelligence in the 1940s as the capacity to act purposefully and deal effectively with the environment.
• Wechsler already in 1943 submitted that nonintellective abilities are essential for predicting success in life
• Howard Gardner wrote about multiple intelligences in 1983 and proposed that intrapersonal and interpersonal intelligences is as important as IQ.
• Wayne Leon Payne is credited with first using the term “emotional intelligence" in 1985.
• John Mayer and Peter Salovey described emotional intelligence in 1990 as the ability to monitor, discriminate, and use emotional information.

Benefits of Emotional Intelligence

• Developing emotional intelligence can increase productivity and success for individuals and others.
• Emotional intelligence development reduces stress by moderating conflict, promoting understanding, and fostering stability and harmony.
• Emotional intelligence strongly links to concepts of love and spirituality.

The Model of Emotional Intelligence

• The five domains of emotional intelligence encompass personal and social competences.
• Personal competences covered are self-awareness, self-regulation, and self-motivation.
• Social competences covered are social awareness and social skills of individuals.

Topics in Self-Awareness:

• Emotional awareness: Recognizing emotions and their effects.
• Accurate self-assessment: Knowing strengths and limits.
• Self-confidence: Sureness about self-worth and capabilities.

Topics in Self-Regulation:

• Self-control: Managing disruptive emotions and impulses.
• Trustworthiness: Maintaining standards of honesty and integrity.
• Conscientiousness: Taking responsibility for personal performance.
• Adaptability: Flexibility in handling change.
• Innovativeness: Openness to novel ideas and information.

Topics in Self-Motivation:

• Achievement drive: Striving to improve and meet standards.
• Commitment: Aligning with the goals of the group or organization.
• Initiative: Readiness to act on opportunities.
• Optimism: Persistence in pursuing goals despite obstacles.

Topics in Social Awareness:

• Empathy: Sensing others' feelings and perspective.
• Service orientation: Meeting customers' needs.
• Developing others: Sensing what others need to develop.
• Leveraging diversity: Cultivating opportunities through diverse people.
• Political awareness: Reading a group's emotional currents.

Social Skills

• Influence: Wielding effective tactics for persuasion.
• Communication: Sending clear and convincing messages.
• Leadership: Inspiring and guiding groups and people.
• Change catalyst: Initiating or managing change.
• Conflict management: Negotiating and resolving disagreements.
• Building bonds: Nurturing instrumental relationships.
• Collaboration and cooperation: Working with others toward shared goals.
• Team capabilities: Creating group synergy in pursuing collective goals.

Summary of Emotional Intelligence domains

• Knowing your emotions.
• Managing your emotions.
• Motivating yourself.
• Recognizing and understanding other people's emotions.
• Managing relationships (managing the emotions of others).

Table of attributes of emotional intelligence

• Know which emotions they are feeling and why.
• Realize the links between their feelings and what they think, do, and say.
• Recognize how their feelings affect their performance.
• Have a guiding awareness of their values and goals.
• 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 humor and perspective about themselves.
• Present themselves with self-assurance and have presence.
• Can voice views that are unpopular and go out on a limb for what is right.
• Are decisive and able to make sound decisions despite uncertainties and pressures.
• Manage their impulsive feelings and distressing emotions well.
• Stay composed, positive, and unflappable even in trying moments.
• Think clearly and stay focused under pressure.
• 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.
• Meet commitments and keep promises.
• Hold themselves accountable for meeting their objectives.
• Are organized and careful in their work.
• Smoothly handle multiple demands, shifting priorities, and rapid change.
• Adapt their responses and tactics to fit fluid circumstances.
• Are flexible in how they see events.
• 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.
• 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 better.
• Learn how to improve their performance.
• Readily make personal or group 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.
• Are ready to seize opportunities.
• Pursue goals beyond what is 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.
• 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 a personal flaw.
• 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.
• Understand customers’ needs and match them to services or products.
• Seek ways to increase customers’ satisfaction and loyalty.
• Gladly offer appropriate assistance.
• Grasp a customer’s perspective, acting as a trusted advisor.
• Acknowledge and reward people’s strengths, accomplishments, and development.
• Offer useful feedback and identify people’s needs for development.
• Mentor, give timely coaching, and offer assignments that challenge and grow a person’s skills.
• 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
• Accurately read key power relationships;
• Detect crucial social networks.
• Understand the forces that shape views and actions of clients, customers, or competitors.
• Accurately read situations and organizational and external realities.
• Are skilled at persuasion.
• Fine-tune presentations to appeal to the listener.
• Use complex strategies like indirect influence to build consensus and support.
• Orchestrate dramatic events to effectively make a point.
• 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
• Articulate and arouse enthusiasm for a shared vision and mission
• Step forward to lead as needed, regardless of position
• Guide the performance of others while holding them accountable
• Lead by example
• Recognize the need for 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
• Handle difficult people and tense situations with diplomacy and tact
• Spot potential conflict, bring disagreements into the open, and help deescalate
• Encourage debate and open discussion
• Orchestrate win-win solutions
• Cultivate and maintain extensive 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
• Balance a focus on task with attention to relationships
• Collaborate, sharing plans, information, and resources
• Promote a friendly and cooperative climate
• Spot and nurture opportunities for collaboration
• Model team qualities such as 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 and share credit

Can Emotional Intelligence Be Learned?

• While some are naturally more gifted, emotional intelligence skills can be learned and can improve with age.
• Learning requires personal motivation, extensive practice, feedback, and reinforcement of new skills.

Promoting Emotional Intelligence in the Workplace

• Work in organizations has changed with fewer management levels and less autocratic styles.
• There is a move toward knowledge and team-based, client-oriented jobs with more individual autonomy.
• Organizations recognize the benefits of higher emotional intelligence for increased sales, better recruitment/retention, and effective leadership.
• Criteria for success are changing to include how well staff handle themselves and others.
• Personal qualities like perseverance, self-control, and interpersonal skills are increasingly important in hiring and promotion decisions.

Missing Link in Improving Job Performance?

• Emotional intelligence bridges the gap between "can do" abilities and "will do" dispositional determinants.
• Organizations offer training in emotional intelligence or competence.
• Leaders should create a flexible and responsible work environment with clear standards, rewards, and commitment.