HayGroup
Emotional Intelligence Services
What is E.I. (Emotional Intelligence)?
While I.Q. intelligence is being smart about ideas, processes, facts, tests & techniques, Emotional Intelligence (E.I.) is being smart about people. Daniel Goleman is one of the most recognized authors & experts in the area of Emotional Intelligence. In his 1995 book he defines Emotional Intelligence as:
“…the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and in our relationships.”
In other words, Emotional Intelligence is being smart about yourself and about other people. It includes both understanding people and doing something with that understanding.
Assessing and Developing the E.I. Competencies:
What is the Emotional Competency Inventory (ECI)?
Emotional Intelligence consists of 18 competences which are developed over the course of your lifetime-some more quickly, some with more difficulty, depending on your personality and your situation. The Emotional Competence Inventory (ECI) is an empirically validated instrument that provides the ‘participant' with an opportunity to assess their current level of proficiency on each of these 18 emotional competencies. The instrument is easily completed (duration 20-30 minutes) either on-line electronically or manually with a paper-based version.
What is the process for completing the ECI?
The ‘participant' will complete the Emotional Competence Inventory (ECI) themselves as part of the self-assessment process. Simultaneously, the ‘participant' selects several other individuals familiar with them who will provide them with anonymous feedback, by also completing the Emotional Competence Inventory (ECI) ratings instrument online indicating their perceptions about the ‘participant'. The respective ‘rater groups' requested to provide feedback about the ‘participant' include, their manager(s), direct reports, professional peers, & others (typically customers) familiar with them. Hay group will process the Emotional Competence Inventory (ECI) data anonymously, and return the Individual Feedback Report to the “change consultant” (William H. Johnson) for review with the ‘participant'. The entire Emotional Competence Inventory (ECI) completion process takes between 3-4 weeks. Once the Report is received by the “change consultant” (William H. Johnson), individual feedback sessions are scheduled and conducted with the participant.
How are the results of the ECI process to be used & applied within the workplace?
Based on the feedback received from the respective Emotional Competence Inventory (ECI) rater groups, an Individual Feedback Report is generated for the ‘participant'. The “change consultant” (William H. Johnson) then works collaboratively with the ‘participant' in providing precise & focused feedback on their strengths and limits (areas of development). The Emotional Competence Inventory (ECI) indicates the specific emotional competencies where development is indicated in order to enhance the individual's overall emotional intelligence, and thus, professional effectiveness. Through a confidential engagement process with the “change consultant” (William H. Johnson), the ‘participant' develops a self-improvement plan that is behaviorally specific & time-measured. The positive results and individual emotional competency improvements resulting from this process are typically quickly evident & significantly noticeable to others with the workplace environment.
What are the benefits of participating in the ECI process?
It is well known, that changing behavior in a sustained and genuine way is extremely difficult. Clearly, there are many individuals presenting great value to the organization in terms of their technical skills and ‘know-how', but whom are often clearly deficient in the practice of the Emotional Intelligence competencies within their interpersonal interactions. With the development of the Emotional Competence Inventory (ECI) , Hay Group researchers have “broken the code” on how to help leaders, managers, and employees increase Emotional Intelligence. In conjunction with the “change consultant” (William H. Johnson), this program can both support the Emotional Intelligence Competencies , as well as create customized competency models that will drive your organization performance to the next level.
Why Emotional Intelligence?
Emotional intelligence is what enables you to manage yourself & your interactions with others. It enables you to:
• Accept changes & thrive in a changing world
• Enjoy your family & friends
• Have smooth interactions with people quite different from yourself
• Be a good parent, spouse, family member
At work, Emotional Intelligence enables you to:
• Communicate effectively with your peers
• Manage difficult situations & individuals
• Maintain smooth working relationships
• Establish rapport & understanding with your customers
• Get good performance from your group
• Understand & provide the results your boss wants
In the end, Emotional Intelligence is about having a positive effect on the people & situations around you, so that everyone involved is more effective.
Within this program framework there are 18 different characteristics, traits & abilities that make up Emotional Intelligence . These are called the Emotional Competencies . These 18 competencies are clustered into the 4 building blocks of Emotional Intelligence .
These 4 Building Blocks, or
clusters of
Emotional Competencies fit together to form Emotional Intelligence:
SELF-AWARENESS
Capacity for understanding one's emotions, one's strengths, and one's weaknesses.
• Emotional Self-Awareness
• Accurate Self-Assessment
• Self-Confidence
SELF-MANAGEMENT
Capacity for effectively managing one's motives and regulating one's behavior
• Emotional Self-Control
• Transparency (Authenticity)
• Adaptability
• Achievement
• Initiative
• Optimism
SOCIAL AWARENESS
Capacity for understanding what others are saying and feeling and why they feel and act as they do.
• Empathy
• Organizational Awareness
• Service Orientation
RELATIONSHIP MANAGEMENT
Capacity for acting in such a way that one is able to get desired results from others and reach personal goals. It is these competencies that will drive organizational performance, are used by leaders to inspire organizations, and that can be used to build strong & profitable customer relationships. Note : The competencies in the first 3 clusters must be in place in order for an individual to be effective in this last cluster.
• Developing Others
• Inspirational Leadership
• Change Catalyst
• Influence
• Conflict Management
• Teamwork & Collaboration
Does someone need all 18 competencies?
You do not need all 18 competencies, but if you live & work with other people you want to have the ability to draw on one or more competencies from each of the 4 clusters or building blocks. It is the interplay of competencies from these 4 clusters that helps us to be effective in our dealings with others.
The Relationship Management cluster contains the competencies that have the most direct effect on your interactions with other people. But these competencies are not enough alone.
It is often difficult to sustain good relationships with others if you lack Self-Management and Social Awareness . The first cluster ( Self-Management ) of competencies relates to the ability to stay motivated, be optimistic, control your temper, and so on. The Social-Awareness cluster means you have the ability to understand other people and their needs.
Finally, it is hard to understand others, to have empathy, if you don't have awareness of your own feelings. The Self-Awareness competencies give you the ability to be cognizant of your own feelings & thoughts, as well as your personal strengths & weaknesses.