UNLOCKING LEADERSHIP POTENTIAL: THE IMPORTANCE OF EQ
By Dianne Gonzales
FINDING PEOPLE WHO KNOW PEOPLE
In 1999, a study conducted by David McClelland showed that after supervisors received training on emotional competencies that includes listening and managing emotions, lost-time accidents decreased by 50% and grievances went down from 15 per year to three. In addition, the plant exceeded productivity goals by $250,000.
In another study conducted by Center for Creative Leadership, 302 managers attending a leadership development program volunteered to take part of an EQ survey. The results suggest that managers who don’t feel responsible for others, can’t handle stress, are unaware of their own emotions or has a tendency to erupt into anger easily are viewed as likely to derail due to problems dealing with other people.
Importance of Emotional Intelligence Assessment
- They are empathetic, warm people with the ability to understand how people feel and how they behave in certain ways
- They have excellent interpersonal skills, are good at relating to people and are able to articulate ideas effectively
- They are driven and enthusiastic towards their work and can maintain a positive outlook.
- They have a greater ability to remain calm and composed in the face of stress.
There are key personality characteristics associated with EQ that has been proven to predict effectiveness in any role:
2. Emotional Appraisal
This factor involves accurately identifying emotions in others, and the capacity to empathize with others. It relates to the abilities of individuals to ?sense what others are feeling, and to understand what the implications of certain emotions are on other people’s behaviors. Being aware of other people’s emotions is essential for interpreting various social cues, which in turn guides appropriate social behaviors.
Self-Regulation is the ability to manage, adapt and respond in a productive manner to emotions and moods. This involves changing one’s emotional experience and his/her expression of emotions in order to fit the situation. For example, employees may try to express certain emotions that are aligned with their organization’s expectations.
4. Social Orientation
This factor relates to the individual’s tendency to enjoy, and successfully engage in, relationships with others. High scorers are seen as team players as they have a collaborative style, enjoy the company of others, and are accepting as well as inclusive of others’ ideas and perspectives. High scorers are likely to be collaborative, outgoing and effective at building relationships.
This factor assesses the individual’s confidence in their interpersonal skills relating to receiving and expressing emotional information in social settings. In order to use emotional information effectively, individuals need to use a combination of verbal and non-verbal communication to articulate ideas and messages. Effective use of these cues should influence and motivate others to strive for their best.
For many years, the focus of businesses has been on speed and automation, but as we face the new era of rapid, disruptive change, highly resilient and emotionally intelligent people becomes more relevant in today’s workforce. As Goleman suggested, “In a high-IQ job pool, soft skills like EQ marks those who emerge as outstanding.”
Talegent EQ’s assessment enables predicting emotional intelligence – the ability to perceive and manage emotions in both the self and in others – as well as some of the effective attributes associated with the construct.
Should you wish to learn more about coming up with an EQ-oriented assessment, feel free to contact us using the form at the right side. We will be more than happy to discuss it with you.