What is emotional intelligence (EQ)?
Emotional Intelligence can be defined as the science and practice of good emotional awareness and self-management. It's the ability to make our emotions work for us by becoming aware of, accepting and managing them. EQ is the seed of our happiness, well-being, great communication and rewarding relationships.
Is emotional intelligence really so important?
Yes. Emotions communicate our awareness and interpretation of the world. Emotions drive us. Tapping into emotional information gives us essential information that keeps us living and working to the best of our abilities and open to opportunities. Emotions move us towards success and fulfilment, yet few of us specifically build the strength of this emotional realm. This is a mistake.
Intellectual intelligence, on the other hand, measured by IQ, does not do any of this as it tests specific intellectual abilities, something completely different. It's that simple. Any wonder IQ is being replaced as a means to identify and build winning skills.
Benefits of Emotional Intelligence
As our emotions are so fundamental to us it's not surprising that building EQ builds all of these.
- Effective leadership
- Wellbeing, resilience and engagement
- High performing teams
- Efficient recruitment & succession
- Early warning signs of derailment
- Engaging relationships across teams, stakeholders and organisation
- Sustainable self-management and performance-oriented culture
Emotional intelligence Testing
Emotional Intelligence can be accurately assessed, monitored and importantly also built using EQ tests and assessments.
Emotional Intelligence Tests - Assessment and models
There are several models for testing EQ. We use two of the best.
1) The EQ-i2.0 is one of the most widely used. It has fifteen EQ components in 5 areas. The balance of how someone uses these fifteen components reflects their detailed personal and social competences. Ask us if you wish to take the EQ-i.
2) The Advanced Relationship Test (A.R.T) has 18 sub-components in 6 areas. This assessment is quite profound and gives far more granular detail of the social-relationship components of EQ. We use the two assessments as appropriate to their needs within an organisation. You can take the Advanced Relationship Test now at the www.artofempathy.co.uk.
At EQworks we test, analyse, explain and develop emotional intelligence, particularly in leaders and their teams. The results can be profound. In the last 20 years the majority of top performing organisations in the US and UK have used emotional intelligence training to some degree. You can download a sample EQ-i report below (excludes personalised feedback that usually accompanies such reports).
EQ tests build learning & development
People with higher EQ learn faster and better (research by Walter Mischel *). Developing EQ competencies unlocks potential, 'enables' learning and higher performance.
Building High EQ people
Emotionally intelligent people take advantage of opportunities more readily and avoid problematic situations more easily. Sometimes called 'street smarts’ they read people and communicate well, form strong relationships and create powerful coping strategies where as emotionally unintelligent people don’t — no matter how high their IQs. EQ is distinct from cognitive intelligence (IQ) and unlike IQ can be significantly enhanced through coaching, training and practice.
Developing EQ involves more than just building competencies like empathy, impulse control and assertiveness. It involves learning how to balance qualities like these and how to make them work best in different situations.
Building High EQ Teams
We believe EQ truly comes into its own when used across a team. EQ gives us invaluable insights into team dynamics and enables us to get to the heart of what creates high performing teams. We’re then able to understand how they work and unlock their unutilised potential.
By building EQ competency models it's possible to visually represent groups’ strengths and weaknesses and show how they can work better together. This then informs not only the structure of the 'optimal' development programme but allows the group members themselves to take responsibility for their development. Participant’s taking an interest in, and understanding this process is key to the programme’s success.
EQ Team Leadership Programme - Click here to read more
Building high EQ Organisations
EQ powerfully drives high performing cultures as it lies at the heart of skills such as leadership, resilience, engagement and wellbeing. In challenging times, these skills are even more imperative as the pressure for optimum performance increases. Through measuring, profiling, monitoring and comparing EQ (using the EQ-I ®) people and teams can hone and develop high performance.
The EQ-i® Emotional Intelligence tool
The EQ-i ® is the most trusted measure of emotional Intelligence and a highly versatile people development tool. It's used effectively in these areas;
- measure performance
- develop wellbeing
- develop leadership
- create engagement
- identify high performers
It consists of fifteen competencies within five key areas or composite scales. These can be seen in more detail above. The BarOn EQ-i(R) can be also be used alongside other competencies and performance measures and to track and show ROI.
And the reason why it's so versatile is that it's used in the whole life cycle of talent management to;
- Test EQ leadership abilities
- Inform on the most efficient programme design
- Monitor development over time and compare to others
- Develop competencies based on needs to specific requirements
- Pick high performers based on their EQ
Taking the EQ-i
Taking the EQ-i is simple. To get the most from the experience read our EQ FAQ.
To find out more about your own EQ potential, your group's or organisation's contact us here or call us on +44 208 455 65 75.
(* Walter Mischel is well known for his pioneering research in the US into how children handled deferring gratification, eating Marshmallows, and re-tested the group, years later, after they took their SAT's. He found that those with abilities to defer gratification as young children had, on average, significantly higher SAT scores.)