Emotional Intelligence

Our competencies in this area provide the emotional back drop to everything we do – are you aware of the impact of your own habitual mood? There are many different definitions and approaches to emotional intelligence. The Hay Group’s 360 multi-rater assessment is widely used in a business setting while other approaches have been used in other situations such as in an educational context. This model of emotional intelligence is based on research by Goleman who surveyed top performers globally.

Mood and Limbic System

Emotions are not necessarily good or bad. What is important is that they be appropriate. In resonance limbic systems attune to each other – measured heart rate, visual rapport etc. An unconscious mood which is toxic can produce a toxic environment. What’s important is to create resonance – not dissonance. Resonance is a catalyst which allows for people to feel what is required for good work to occur.

Developing skills and knowledge are learned via the executive centers of brain. When we refer to emotional intelligence, we are talking about the Limbic system which is a completely different kind of learning. Because the limbic system is an open system influenced by external sources, we literally need to rewire our circuitry. We must begin by unlearning (extinguishing) old circuits and building new ones through focused attention and practice. This takes more energy than the input of data based knowledge.

Model
  • There are 18 competencies arranged in 4 clusters – Self Awareness, Self Management, Social Awareness and relationship Management
  • Different jobs demand different competencies and the good news is that you do not need all 18 competencies to display Emotional Intelligence.

Hay Group: Emotional Competence Inventory (ECI) 360

“Emotional Intelligence is the capacity for recognizing our own feelings and those of others, for motivating ourselves and for managing emotions effectively in ourselves and in others. An emotional competence is a learned capability based on emotional intelligence that contributes to effective performance at work.” Daniel Goleman, 1998
The Competency Framework

The Competency Framework
Source: Hay Group ECI Accreditation Program presentation

I. Self-Awareness
  • Emotional Self-Awareness: Recognizing how our emotions affect our performance
  • Accurate Self-Assessment: Knowing one’s own inner resources, abilities and limits
  • Self-Confidence: A strong sense of one’s self-worth and capabilities
II. Self-Management

Self-Regulation

  • Emotional Self-Control: keeping disruptive emotions and impulses in check
  • Transparency: maintaining integrity, acting congruently with one’s values
  • Adaptability: flexibility in handling change

Motivation

  • Achievement: striving to improve or meeting a standard of excellence
  • Initiative: readiness to act on opportunities
  • Optimism: persistence in pursuing goals despite obstacles and setbacks
III. Social Awareness
  • Empathy: Sensing others’ feelings and perspectives, and taking an active interest in their concerns
  • Organizational Awareness: Reading a group’s emotional currents and power relationships
  • Service Orientation: Anticipating, recognizing, and meeting customers’ or clients’ needs
IV. Relationship Management

Leading Others

  • Developing Others: sensing others’ development needs and bolstering their abilities
  • Inspirational Leadership: inspiring and guiding individuals and groups
  • Change Catalyst: initiating or managing change

Working with Others

  • Influence: having impact on others
  • Conflict Management: negotiating and resolving conflict
  • Teamwork and Collaboration: working with others toward a shared goal

Source: Hay Group ECI Accreditation Program presentation

See also: Other Assessments.