Emotional Intelligence embraces and draws from many branches of behavioural, emotional and communications theories, such as NLP (Neuro-Linguistic Programming), Transactional Analysis, and empathy.
By developing our Emotional Intelligence in these areas and the five EQ domains we can become more productive and successful at what we do, and help others to be more productive and successful too.
The process and
outcomes of Emotional Intelligence development also contain many
elements known to reduce stress for individuals and organisations, by
decreasing conflict, improving relationships and understanding, and
increasing stability, continuity and harmony..
Daniel Goleman identified the five 'domains' of Emotional Intelligence as:
1. Knowing your emotions.
2. Managing your own emotions.
3. Motivating yourself.
4. Recognising and understanding other people's emotions.
5. Managing relationships, ie., managing the emotions of others.
The basic proposition is that people who:
- Are aware of their own emotions and control them
- Are aware of the emotions of others and
- Are socially adept
are
more likely to achieve success in modern organisations. It has been
proposed that these are also important leadership qualities.
Some other definitions are:
'To
really get on you need to have a high level of Emotional Intelligence;
an awareness of your own feelings and empathy with the feelings of
others', Higgs and Dulewicz
'Emotional
Intelligence is the capacity for recognising our own feelings and those
of others, for motivating ourselves and for managing emotions
effectively in ourselves and others', Goleman and Boyatzis.
In
general, Emotional Intelligence purports to describe abilities which
are distinct from, but complementary to, academic intelligence or the
purely cognitive capacities measured by IQ.
Emotional Intelligence may be described as:-
'The
extent to which the individual displays maturity with respect to how
they manage their emotions and information in dealing with the world
around them'
In the last year or two, the view has emerged that
the presence of a high level of Emotional Intelligence, helps to
predict successful work behaviour especially for managers and leaders.
It has relevance to the selection and career development of people in
all organisations.
THE THEORETICAL 4 QUADRANT MODEL
To explain the model, which describes the development of Emotional Intelligence, begin by thinking about the first quadrant, "Self Awareness".
Emotional
Intelligence begins here, with an awareness of our selves. This
incorporates concepts such as being aware of one’s own limitations,
being confident of one’s strengths, and being humble enough to admit
and learn from mistakes in an open way.
From this base spring the next two quadrants, "Self Management" and "Social Awareness".
The implication is that only when one is self-aware can one begin to
manage oneself; also, self-awareness is a requirement if one is to have
an awareness of others’ needs and concerns.
Self-Management involves
managing one’s emotions and impulses. Inherent in this concept are
ideas such as choosing to work for the benefit for others or the
company rather than one's self; setting high standards for ones' self;
being responsible and reliable; and being open and enthusiastic about
new ideas. The overall concept is about positive self-control.
Social Awareness involves
the development of an awareness of others' feelings, needs, and
concerns. The concept encompasses an interest in others and their well
being, and a desire to help them achieve their potential. In the
specific area of relating to customers (since almost every role has
customers, whether "internal" or "external"), social awareness includes
an understanding of, and a desire to satisfy, customers' needs.
A
socially aware person conducts business by developing long-term
relationships characterised by reciprocity, among other things. The
idea that both parties benefit from this, is an integral assumption for
socially aware people.
Finally, social awareness includes
the concept of being aware of the mood of a group - a skill sometimes
described as political deftness. All these elements of social awareness
add up to a picture of someone aware of their social environment, but
who may not yet transform this awareness into action.
Behaviour is the domain of the fourth quadrant, for which the second and third quadrants are precursors. Summarised as "Social Skills", the fourth quadrant includes skills such as
- influencing others;
- listening openly;
- communicating clearly;
- negotiating effectively;
- inspiring others and leading them towards a goal;
- building mutually beneficial relationships;
- and working with others in teams.
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