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that researchers are puzzled by the fact that while IQ could predict to a significant degree academic performance and, to some degree, professional and personal success, there was something missing in the equation.
Some of those with fabulous IQ scores were doing poorly in life; one could say that they were wasting their potential by thinking, behaving and communicating in a way that hindered their chances to succeed.
One of the major missing parts in the success equation is emotional intelligence, a concept made popular by the groundbreaking book by Daniel Goleman. People with high emotional intelligence tend to be more successful in life than those with lower EIQ even if their classical IQ is average.
emotions
response with appropriate (adaptive) emotions and behaviors in various life situations (especially to stress and difficult situations)
balancing of honest expression of emotions against courtesy, consideration, and respect (i.e., possession of good social skills and communication skills)
Additional,
though less often mentioned qualities include selection of work that is emotionally rewarding to avoid procrastination, self-doubt, and low achievement (i.e., good selfmotivation and goal management) and a balance between work, home, and recreational life.
Why
do some people cause conflict while others are so gifted at resolving it? Why do they put self-interest ahead of the organizational values?
Why do some salespeople build large books of new business with ease while others struggle to do so even though they seem to be putting forth the required effort?
1. Social Competencies
Collaboration and cooperation: working with co-workers and business partners toward shared goals
2. Personal Competencies
a. Self Awareness
Knowing one's internal states, preferences, resources, and intuitions. This competency is important in the workplace for the following reasons.
Emotional awareness: recognizing one's
b. Self Regulation
Managing one's internal states, impulses, and resources. This competency is important in the workplace for the following reasons.
Self-control: managing disruptive emotions and impulses Trustworthiness: maintaining standards of honesty and integrity Conscientiousness: taking responsibility and being accountable for personal performance Adaptability: flexibility in handling change * Innovation: being comfortable with an openness to novel ideas, approaches, and new information
drive: striving to improve or meet a standard of excellence we impose on ourselves Commitment: aligning with the goals of the group or organization Initiative: readiness to act on opportunities without having to be told Optimism: persistence in pursuing goals
SIGNS of HIGH EQ
Expresses his feelings clearly and directly with three word sentences beginning with "I feel...
Does not disguise thoughts as feelings by the use of "I feel like...." and "I feel that...." sentences.
Is not dominated by negative emotions such as: Fear, Worry, Guilt, Shame, Embarrassment, Obligation, Disappointment, Hopelessness, Powerlessness, Dependency, Victimization, Discouragement
Is
Acts
out of desire, not because of duty, guilt, force or obligation. Is independent, self-reliant and morally autonomous.
Is Is
intrinsically motivated.
Is emotionally resilient.
Tends to feel optimistic, but is also realistic, and can feel pessimistic at times.
Does not internalize failure. Is interested in other people's feelings. Is comfortable talking about feelings. Is not immobilized by fear or worry. Is able to identify multiple concurrent feelings.
Can't tell you why she feels the way she does, or can't do it without blaming someone else.
Attacks,
blames, commands, criticizes, interrupts, invalidates, lectures, advises and judges you and others.
Tries to analyze you, for example when you express your feelings.
Often begins sentences with "I think you..." Ex - I think you need to.. I think you should...
Sends "you messages" disguised as "I feel messages" For example, "I feel like you ....
Acts
out.
Is rigid, inflexible; needs rules and structure to feel secure. Is not emotionally available; offers little chance of emotional intimacy.
Is insecure and defensive and finds it hard to admit mistakes, express remorse, or apologize sincerely.
Avoids
responsibility by saying things like: "What was I supposed to do? I had no choice! Holds many distorted and self-destructive beliefs which cause persistent negative emotions
Or may be overly optimistic, to the point of being unrealistic and invalidating of others' legitimate fears.
Locks himself into courses of action against common sense, or jumps ship at the first sight of trouble.
Avoids
connections with people and seeks substitute relationships with everything from pets and plants to imaginary beings.
Rigidly clings to his beliefs because he is too insecure to be open to new facts.
Can tell you the details of an event, and what they think about it, but can't tell you how she feels about it.
Uses his intellect to judge and criticize others without realizing he is feeling superior, judgmental, critical, and without awareness of how his actions impact others' feelings.
Is a poor listener. Interrupts. Invalidates. Misses the emotions being communicated. Focusses on "facts" rather than feelings.
2. A Fortune 500 company in financial services proved that their high EQ salespeople produced 18 percent more than the lower EQ salespeople. One recent study conducted by a Dallas corporation measured that the productivity difference between their low scoring emotional intelligence employees and their high scoring emotional intelligence employees was 20 times.
3. A Texas-based Fortune 500 Company had utilized personality assessments for candidate selection for years with little results in reducing turnover in their high turnover sales force. After turning to an emotional intelligence-based selection assessment and EQ training and development program, they increased retention by 67 percent in the first year, which they calculated added $32 million to their bottom line in reduced turnover costs and increased sales revenues.
4. A large metropolitan hospital reduced their critical care nursing turnover from 65 percent to 15 percent within 18 months of implementing an emotional intelligence screening assessment. A community bank that reduced staff by 30 percent due to the sluggish economy assessed the remaining workforce for their emotional intelligence competencies, placed them in the right role for those competencies, and the bank is now producing more with less people.
5. Lastly, through a series of recent studies conducted by ZERORISK HR, Inc., a correlation was found between low emotional intelligence and theft and shrinkage. One other study in the construction industry yielded results showing workers with low emotional intelligence had a higher likelihood of getting injured while on the job.
Thank You!