I added a new tool to my repertoire by getting certified on EQ-i 2.0 and EQ360! These are emotional intelligence assessments for your personal and professional development.
Emotional intelligence (EI) was introduced in 1990 by Mayer and Salovey and a number of related models followed them. EI is defined as “the ability to identify and manage emotional information in oneself and others and focus energy on required behaviors” (Durek and Gordon, 2016).
Fortune cover article of June 21, 1990, "Why CEOs fail it's rarely for lack of smarts or vision" demonstrates that successful CEOs stand out for their emotional intelligence and put people before strategy.
"To be frank, there are areas where you don't need a whole lot of emotional intelligence on the job. A successful hit man, for example, would do well to subdue his capacity for empathy while going about his business"
Steven J. Stein, The EQ edge
MHS Assessments claims EQ-i has a good test-retest reliability and there is extensive evidence of external validity to predict job performance, leadership competencies and correlates with emotional and social measures. EQ-i is included in the Mental Measurements Yearbook.
EQ-i 2.0 is a performance predictor and the best of all is that emotional intelligence is trainable. These are a couple of examples of training outcomes:
Outcome on sales.
American express financial advisors’ sales increased 18% after the implementation of an Emotional Competence Program. Sales in sectors where managers were part of this training program increased 11% over sales where managers did not take this program. (Consortium for Research on Emotional Intelligence in Organizations - American Express, 2008) The American express program covers the EI competencies of self-awareness, self-control, empathy, communication and conflict management. It has been offered multiple times since 1994. The most effective training versions are four or five days of training, divided in two segments separated by one to two months. The first part of the program covers self-assessment and self-management, while the second one targets interpersonal effectiveness. The program combines lectures with small group discussions, individual exercises, drawing, writing, and role playing. The participants are all adult workers and the intention of the program is to change one or more emotional intelligence competency. The research included a control group or equivalent experimental controls and the outcome measures are performance and sales. (Consortium for Research on Emotional Intelligence in Organizations, 2018).
Outcome on Safety and Production.
In a large manufacturing plant, supervisors received training in emotional intelligence competencies and following this, lost time accidents were reduced by 50%, grievances were reduced from an average of 15 per year to three per year and the business exceeded its productivity target by $250,000 (Cherniss, 1999). These supervisors received a behavior modeling program where participants learned how to apply new skills in the workplace. Each participant had to practice handling different situations as a supervisor and as a subordinate in another situation. All supervisors had to observe, make notes and discuss (Pesuric and Byham, 1996). Behavioral modeling is based on social learning theory, which is learning by observing others (Bandura, 1977) and can be summarized in four steps: Modeling (demonstration), Role-playing (practice), Social reinforcement (feedback) and Transfer (application on the job) (Goldstein and Sorcher, 1974; Pesuric and Byham, 1996). In a manufacturing plant where supervisors received similar emotional intelligence training as the previous example, production increased by 17 percent. Another group of supervisors who did not get the training did not achieve the same production increase (Porras and Anderson, 1981).
I look forward to using EQ-i 2.0 assessments for your personal and professional development and help you achieve your goals.
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