“Historically, leaders in most organizations have neglected emotions in the workplace. Today we realize that emotions are very much a part of workplace success. How individuals respond to real situations each and every day and what organizations do to foster productive emotional responses can make the difference between the organization that stumbles and the organization that thrives.”
Marcia Hughes, President
Many companies today are teetering on the edge of disaster. Excessive downsizing has created employees who find themselves overworked, underappreciated and constantly seesawing between exhaustion and fear. Competition in the workplace is fierce and many new recruits feel a need to turn to aggressive tactics to get ahead of their peers or risk falling behind.
Business leaders are beginning to realize that such negative emotions among their employees are not healthy for the organization and its prospects for success. Many are seeking ways to turn negative emotions into positive, productive behavior.
Research indicates a strong correlation between emotional intelligence and individual job performance. By emphasizing emotional intelligence in hiring and in teambuilding and training programs, senior management and human resources professionals can improve decision making, problem solving and the ability to cope with change among employees. Emotionally intelligent organizations maximize potential for business success and increase productivity because people in these organizations share more powerful connections.
Organizations today must strive to become more emotionally intelligent. Their success – indeed their very survival – depends on it.
Emotional Intelligence Defined
Emotional intelligence, alternatively known as EI or EQ, reflects an individual’s ability to deal with daily environmental challenges and helps predict success in life, both in professional and personal pursuits. EI competencies include empathy, intuition, creativity, flexibility, resilience, stress management, leadership, integrity, happiness and optimism, as well as intrapersonal and interpersonal communication skills.
Emotional intelligence is based on a long history of research and theory in personality and social psychology. The three most widely used approaches to emotional intelligence were developed by Reuven BarOn, Daniel Goleman, and Jack Mayer, Peter Salovey and David Caruso. While the theory and practice of EI continues to evolve, the central premise that social and personal competencies are vital for a productive life remains a common theme throughout each model. And research continues to demonstrate EI’s importance to both individuals and organizations.
Measurement of Emotional Intelligence
The Bar-On Emotional Quotient Inventory (EQ-i®) is the first scientifically developed and validated measure of emotional intelligence.
Reuven Bar-On is an internationally acknowledged expert and pioneer in emotional intelligence and has been instrumental in defining, measuring and applying various aspects of the concept since 1980. He coined the term “EQ” (“emotional quotient”) in 1985 to describe his approach to assessing emotional and social competence and created the EQ-i, which was the first test of emotional intelligence to be published by a psychological test publisher (1997).
Today EQ-i assessments are the most widely used measure of EI, approaching two million copies distributed worldwide, making it one of the most popular psychological tests.
The EQ-i provides information for each individual on five composite scales and 15 subscales: o Intrapersonal Scales: self-regard, emotional self awareness, assertiveness, independence, self-actualization o Interpersonal Scales: empathy, social responsibility, interpersonal relationships o Adaptability Scales:...