Emotional Competence

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The Consortium for Research on Emotional Intelligence in Organizations ( www.eiconsortium.org )

EI Framework

1

The Emotional Competence Framework
SOURCES: This generic competence framework distills findings from: MOSAIC competencies for professional and administrative occupations (U.S. Office of Personnel Management); Spencer and Spencer, Competence at Work; and top performance and leadership competence studies published in Richard H. Rosier (ed.), The Competency Model Handbook, Volumes One and Two (Boston : Linkage, 1994 and 1995), especially those from Cigna, Sprint, American Express, Sandoz Pharmaceuticals; Wisconsin Power and Light; and Blue Cross and Blue Shield of Maryland. Much of the material that follows comes from Working with Emotional Intelligence by Daniel Goleman (Bantam, 1998). Personal Competence SELF - AWARENESS Emotional awareness: Recognizing one’s emotions and their effects. People with this competence: • • • • 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

Accurate self-assessment: Knowing one’s strengths and limits. People with this competence are: • • • • Aware of their strengths and weaknesses Reflective, learning from experience Open to candid feedback, new perspectives, continuous learning, and selfdevelopment Able to show a sense of humor and perspective about themselves

Self-confidence: Sureness about one’s self-worth and capabilities. 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

The Consortium for Research on Emotional Intelligence in Organizations ( www.eiconsortium.org )

EI Framework

2

SELF - REGULATION Self-control: Managing disruptive emotions and impulses. People with this competence: • • • 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: Maintaining standards of honesty and integrity. People with this competence: • • • • 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: Taking responsibility for personal performance. People with this competence: • Meet commitments and keep promises • Hold themselves accountable for meeting their objectives • Are organized and careful in their work Adaptability: Flexibility in handling change. People with this competence: • • • 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

Innovativeness: Being comfortable with and open to novel ideas and new information. People with this competence: • • • • 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

SELF - MOTIVATION Achievement drive: Striving to improve or meet a standard of excellence. People with this competence: • • • • 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

The Consortium for Research on Emotional Intelligence in Organizations ( www.eiconsortium.org )

EI Framework

3

Commitment: Aligning with the goals of the group or organization. People with this competence: • • • • Readily make personal or group sacrifices to meet a larger organizational goal...
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