Emotional Intelligence

Emotional Intelligence Theory (EQ - Emotional Quotient)

Emotional Intelligence - EQ - is a relatively recent behavioural model, rising to prominence with Daniel Goleman's 1995 Book called 'Emotional Intelligence'. The early Emotional Intelligence theory was originally developed during the 1970s and 80s by the work and writings of psychologists Howard Gardner (Harvard), Peter Salovey (Yale) and John 'Jack' Mayer (New Hampshire). Emotional Intelligence is increasingly relevant to organizational development and developing people, because the EQ principles provide a new way to understand and assess people's behaviours, management styles, attitudes, interpersonal skills, and potential. Emotional Intelligence is an important consideration in human resources planning, job profiling, recruitment interviewing and selection, management development, customer relations and customer service, and more.

The EQ concept argues that IQ, or conventional intelligence, is too narrow; that there are wider areas of Emotional Intelligence that dictate and enable how successful we are. Success requires more than IQ (Intelligence Quotient), which has tended to be the traditional measure of intelligence, ignoring essential behavioural and character elements. We've all met people who are academically brilliant and yet are socially and inter-personally inept. And we know that despite possessing a high IQ rating, success does not automatically follow.

Different approaches and theoretical models have been developed for Emotional Intelligence. This summary article focuses chiefly on the Goleman interpretation. The work of Mayer, Salovey and David Caruso (Yale) is also very significant in the field of Emotional Intelligence, and will in due course be summarised here too.

Emotional Intelligence - Two Aspects

This is the essential premise of EQ: to be successful requires the effective awareness, control and management of one's own emotions, and those of other people. EQ embraces two aspects of intelligence:

• Understanding yourself, your goals, intentions, responses, behaviour and all.
• Understanding others, and their feelings.

Emotional Intelligence - The Five Domains

Goleman identified the five 'domains' of EQ as:
Knowing your emotions.

1. Managing your own emotions.
2. Motivating yourself.
3. Recognising and understanding other people's emotions.
4. Managing relationships, i.e., managing the emotions of others.

Emotional Intelligence embraces and draws from numerous other branches of behavioural, emotional and communications theories, such as NLP (Neuro-Linguistic Programming), Transactional Analysis, and empathy. By developing our Emotional Intelligence in these areas and the five EQ domains we can become more productive and successful at what we do, and help others to be more productive and successful too. The process and outcomes of Emotional Intelligence development also contain many elements known to reduce stress for individuals and organizations, by decreasing conflict, improving relationships and understanding, and increasing stability, continuity and harmony.

http://www.businessballs.com/eq.htm

Communication - Attention = No Results

Reading a great book at the moment, which really links into my effective listening posts; James Borg, Persuasion, The Art of Influencing People. Really got me thinking about just how effective we communicate and is summed up with an equation .......Communication minus attention equals 'no results'. Quite simply we might be hearing but are we actually listening?

How often he you been in a conversation seemingly listening, then part way through you find yourself wondering, maybe picked up on a piece of detail and gone off on a tangent in your mind. Suddenly realised, by which time you missed the point of the conversation. The problem here is a lack of awareness regarding the speed our brains can consume and process information; much faster than the typical person can speak. We generally pick up on key words, or elements within a conversation which spike our interest, process and think about that and conversely miss the point. A great example from the book, which you will all undoubtedly associate with:

What did you do this weekend?

Drove down to the coast with the kids, to Brighton, and stayed over night.

Oh Brighton. I haven't been there for years. Did you take the train?

No, I drove.

Did you go on your own?

How many of you have been giving a pitch and this scenario runs its course; after the pleasantries the other parties mobile rings. Excuse me whilst I take this call!  Then your disturbed by the secretary, another mobile call and so on; your message is lost the attention is lost. Or have you been the one with the lack of attention? Which ever the case the point is the same, the message is lost.......No results.

So what? This short blog is to raise awareness in maintaining and being attentive, keeping the interest levels on track be they your own or the other party. Next time you find yourself in a conversation be fully engaged and attentive, watch for those distractions, becoming distracted, listen for the detail and don't allow yourself to be distracted. You'll be amazed what you have missed in the past, the opportunities, understanding


and you'll see greater results in life and business.

Emotional Intelligence

Emotional Intelligence Theory (EQ - Emotional Quotient)

Emotional Intelligence - EQ - is a relatively recent behavioural model, rising to prominence with Daniel Goleman's 1995 Book called 'Emotional Intelligence'. The early Emotional Intelligence theory was originally developed during the 1970s and 80s by the work and writings of psychologists Howard Gardner (Harvard), Peter Salovey (Yale) and John 'Jack' Mayer (New Hampshire). Emotional Intelligence is increasingly relevant to organizational development and developing people, because the EQ principles provide a new way to understand and assess people's behaviours, management styles, attitudes, interpersonal skills, and potential. Emotional Intelligence is an important consideration in human resources planning, job profiling, recruitment interviewing and selection, management development, customer relations and customer service, and more.

The EQ concept argues that IQ, or conventional intelligence, is too narrow; that there are wider areas of Emotional Intelligence that dictate and enable how successful we are. Success requires more than IQ (Intelligence Quotient), which has tended to be the traditional measure of intelligence, ignoring essential behavioural and character elements. We've all met people who are academically brilliant and yet are socially and inter-personally inept. And we know that despite possessing a high IQ rating, success does not automatically follow.

Different approaches and theoretical models have been developed for Emotional Intelligence. This summary article focuses chiefly on the Goleman interpretation. The work of Mayer, Salovey and David Caruso (Yale) is also very significant in the field of Emotional Intelligence, and will in due course be summarised here too.

Emotional Intelligence - Two Aspects

This is the essential premise of EQ: to be successful requires the effective awareness, control and management of one's own emotions, and those of other people. EQ embraces two aspects of intelligence:

• Understanding yourself, your goals, intentions, responses, behaviour and all.
• Understanding others, and their feelings.

Emotional Intelligence - The Five Domains

Goleman identified the five 'domains' of EQ as:
Knowing your emotions.

1. Managing your own emotions.
2. Motivating yourself.
3. Recognising and understanding other people's emotions.
4. Managing relationships, i.e., managing the emotions of others.

Emotional Intelligence embraces and draws from numerous other branches of behavioural, emotional and communications theories, such as NLP (Neuro-Linguistic Programming), Transactional Analysis, and empathy. By developing our Emotional Intelligence in these areas and the five EQ domains we can become more productive and successful at what we do, and help others to be more productive and successful too. The process and outcomes of Emotional Intelligence development also contain many elements known to reduce stress for individuals and organizations, by decreasing conflict, improving relationships and understanding, and increasing stability, continuity and harmony.

http://www.businessballs.com/eq.htm

Daniel Goleman is a great source of further information on EI, I particularly enjoyed 'The New Leader'.