“We have come a long way in the research and we now know what can work in helping individuals to develop their EQ-i,” says MLEK senior partner, John Elliott, who has been administering and interpreting Emotional Quotient Inventories (EQ-i) for almost 15 years. He has seen the interest in EQ-i go from a curiosity to a very misunderstood tool used widely in the business world.
Emotional Intelligence is a vitally important resource to help individuals develop a keen sense of self-awareness and become more attuned into the world they experience daily. The problem arises when those same individuals look at Emotional Intelligence as way to determine flaws in character of self and others. In other words, there is a tendency to use Emotional Intelligence as a way to categorize a person’s capabilities to meet the interpersonal demands of their work.
This is problematic. Evaluating Emotional Intelligence should be used to understand how we people can be more effective at expressing their emotions in a healthy productive way to improve how they handle the daily demands. Instead, some organizations use the measurement of EQ-i to create a collective consciousness in order to make compliance in behaviour more important rather than helping their employees recognize the intrinsic rewards of becoming self-aware, understanding their emotions and emotional management. The true benefits of EQ-i.
When consulting with clients, Elliott often asks why they would like to introduce EQ-i. He often hears that they “have heard a lot about the subject and are looking for a tool to make their staff communicate better and get along better.”
He recommends working with organizations to understand the wide-range of benefits that the tools and measurement of EQi can provide. As an Emotional Intelligence consultant, Elliott helps organizations develop strategies and resources that match both the organizational goals and the individual goals. Here’s his three-step approach when working with a company or organization.
Ensure someone in the organization is knowledgeable about Emotional Intelligence and how it is measured.
Provide insight to those taking the EQi assessment on the benefits of growth through feedback.
Ensure the organization’s goals are aligned with the skills that are part of the EQi measures.
Elliott says the third step is extremely important. “This step is essential to helping the participants articulate their personal goals as they support the organizational goals.”
Research has proven that those who have high EQ-i have resiliency and can use this as a competitive advantage in supporting their organizations. For more information on Emotional Intelligence go to www.eiconsortium.org