While general mental ability (IQ) is an important component in predicting performance, it is only one element in an often complicated formula. Over the last 10 years, there has been an increasing focus on Emotional Intelligence / Emotional Quotient (EI / EQ) alongside general mental ability for assessing and predicting job performance. EI is defined as a personality trait or willingness to perceive, understand, regulate, and express emotions within oneself as well as in others. Here are six core areas of emotional intelligence that we measure in predicting performance:
The Six Core Areas of Emotional Intelligence
Recognition of Emotion in the Self – Being in touch with one’s own feelings and describing them in words.
Regulation of Emotion in the Self – Being able to control one’s own emotions, particularly in challenging scenarios.
Recognition of Emotion in Others – Being in touch with others’ nonverbal cues.
Regulation of Emotion in Others – Managing others’ emotional states effectively.
Nonverbal Emotional Expression – Communicating one’s feelings to others through nonverbal expression.
Empathy – Understanding others’ emotions by relating them to one’s own experiences.
The Impact of Low Emotional Intelligence
We’ve all encountered individuals with a “low” EI. It can seem as if they just don’t “get it” and have trouble noticing relatively obvious signs of irritation, dissatisfaction, or resentment, or struggle to keep their emotions in check. Even with a superior IQ, a lack of EI often leads to alienation from co-workers, customers, and vendors, and can lead to maladaptive behaviors.
Why Emotional Intelligence is Vital Today
With four generations in the workplace, multicultural environments, global markets, and the increasing need for adaptability, it’s no surprise that the focus on EI has become central. Emotional intelligence allows people to navigate these complexities more effectively, fostering better relationships and improving overall performance.
Balancing IQ and EI in the Workplace
The challenge with EI, IQ, and other predictive performance measures lies in how they are weighted in relation to the company’s environment, role, and job responsibilities. Positions in “hard sciences” may emphasize IQ more heavily, while roles in general management, human resources, and operations may place a higher value on EQ. External factors also play a crucial role in determining the importance of IQ, EI, or other measures. These external factors may include the maturity of the business or industry, corporate culture, market pressures, or the business life cycle.
The Development of Emotional Intelligence
Just as with IQ, individuals are generally born with a baseline emotional intelligence; however, we believe most EI constructs are learned capabilities. Our upbringing, schooling, peer influences, chosen field of study, and work experiences all play a role in EI development. It is possible for anyone to improve their EI, within reasonable parameters, and become more adaptable to today’s rapidly changing landscape. For more information on objectively assessing EQ, email shart@flvcp.com.
Commentaires