Emotional Intelligence is not just trendy. It is becoming part of the every day work place for high performers and producers. In addition, it’s becoming a yearly positive practice of 77% of Fortune 100 & Fortune 500 businesses in the way they value and assess their leaders, stakeholders, teams, productivity and effectiveness. A simple question can help you to evaluate whether or not you need to provide EQ work for your organization: “Does stress, limiting beliefs, and/or emotion affect my employees performance and productivity?” If your answer is “Yes”, then you need to learn about EQ/EI.
What is EI?
As the EQ-i 2.0 measures emotional intelligence (EI), it’s important to consider what EI is, what it measures, and how is can impact people and the workplace.
DEFINING 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.”
Emotional intelligence (EI) as defined here and applied in the Emotional Quotient Inventory (EQ-i 2.0/EQ-i 360) reflects one’s overall well-being and ability to succeed in life.
WHY IS EI 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. IQ and Personality are static factors, in other words they do not change over a person’s lifetime past the age of around 17 . Emotional intelligence though, is not a static factor — to the contrary, one’s emotional intelligence can change over time and can be developed in targeted areas.
EMPLOYEE DEVELOPMENT:
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 identifies, along with the
targeted strategies it provides, make it a highly effective employee development tool.
RECRUITMENT & 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 successful employees. 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.
From MHS EQ Leadership: (The performance stats you were looking for):
Return on your EQ-i® investment (Case Studies):
The EQ-i® is the first scientifically validated Emotional Intelligence (EI) tool in the world. Great starting point, we agree…but your next question is likely, “but does it work?” More importantly, will the EQ-i really make a difference for your leaders? The proof is in the results, and we have the results to prove it. Center for Creative Leadership (CCL) – Global provider of executive education with an exclusive focus on leadership education and research:
• This study was conducted with the world-famous training center (CCL), and it looked at 302 leaders and senior managers, some who were quite successful and others who were struggling. They were tested for emotional intelligence with the EQ-i and were also measured on leadership performance based on feedback from superiors, peers and subordinates. The findings showed that eight emotional intelligence subscales ie: self-awareness, stress tolerance and empathy (to name a few), could predict high leadership performance 80% of the time. This information allowed CCL to better assess leadership potential and determine areas for development within their teams.
How Does It Work?
Increasing your success with emotional intelligence is a three step process:
1. Self-Reflection. Evaluate yourself on the emotional intelligence subscales.
2. Feedback. Get feedback on your EQ-i 2.0 assessment results and compare
to your own evaluation. Make adjustments, if any, to the subscales you
would like to focus on in your development plan.
3. Development. Based on the subscales you have targeted for development,
create a plan for improvement and success. Remind yourself often about
your objectives and re-take the EQ-i 2.0 assessment to track your progress.
What can you Expect?
A Scientific Approach to Talent Development
For almost 20 years, consultants and organizations have trusted the science that underpins the EQ-i 2.0® (and its predecessor the EQ-i 1.0) to help improve human performance. The EQ-i 2.0 is a psychometric assessment which measures emotional intelligence (EI) and how it can impact people and the workplace. Being the first scientifically validated measure of EI, coupled with research from premier organizations, means you can count on the EQ-i 2.0 to add robustness and accuracy to your talent management initiatives.
~Applications of emotional intelligence include:
• Leadership Development
• Selection
• Organizational Development
• Executive Coaching
• Team Building
Copyright © 2011 Multi-Health Systems Inc. All rights reserved.
Based on the original BarOn EQ-i authored by Reuven Bar-On, copyright 1997.
REPORT OPTIONS
• Workplace
• Leadership
• Group
• Workplace EQ 360
• Leadership EQ 360
• Higher Education
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