EQi-2.0 Emotional Intelligence

Emotional Intelligence

“I’ve Got A Feeling”
-Black Eyed Peas

Douglas W. Bush, M.A. http://www.douglaswbush.com
2007 © All Rights Reserved


“It’s What Happens”



Purpose

To increase your understanding of emotional
intelligence, what it is and how emotions
define leaders and the experience they create
for others at work and the results they get as
a bottom-line.



Objectives
• What is it?
• Why is it important in your position?
• How is it measured?
• How do you develop it?
• How do you use it back on the job?


Icebreaker

1. One word: How do you
feel right now?
(Not “good” or “bad”)
2. What is a current
challenge for you?
(In one sentence)



Norms
• ______________________
• ______________________
• ______________________
• ______________________
• ______________________


Definition

“a set of emotional and social skills
that influence the way we perceive
and express ourselves, develop and
maintain social relationships, cope
with challenges, and use emotional
information in an effective and
meaningful way.”


Activity – Best Manager or Mentor

Think of the best leader or
manager you ever worked
for.

Describe the qualities and
characteristics.


Activity – Best Manager or Mentor

• “common sense,” “street-smart”
• trust-building behavior
• showed integrity
• evaluated assets and liabilities • people acumen
• developed strategic planning • assertive, tactful, diplomatic
• analyzed financial statements • effective communicator
• proven track record of good results • self-aware
• focused on bottom-line • establishing personal relationships
• listened and responded to
people’s concerns and needs
• fostered meaningful dialogue
• composed under pressure

Video

Daniel Goleman on Social and Emotional Intelligence

Who Enjoys The Most Success?
Exercise

Instructions: The EQ Team will brainstorm and
identify the best reasons why EQ determines success.

The IQ Team will brainstorm and identify the best reasons why
IQ determines success.

When the EQ Team presents their best reasons for why EQ
determines success, the IQ Team questions these reasons.
The EQ Team supports and defends.

When the IQ Team presents their best reasons for why IQ
determines success, the EQ Team questions the reasons.
The IQ Team supports and defends.

Differences between IQ and EQ?

An array of emotional and social capabilities,
competencies, and skills that influence
one’s ability to succeed in coping with
environmental demands and pressures while
developing and maintaining relationships.
A measure of an individual’s
intellect, analytical, logical, and
rational abilities.


ROI – Making the Case


American Express
Purpose
To develop a training and development program with a strong scientific basis
as well as a measureable implementation and evaluations process.
Results
The EQ-i program was implemented within AMEX with 2000 leaders. Dept. teams
were assessed as a group on their EI skill sets. Each team worked on key challenge
areas as identified through the EQ-I group report. Program impact was
subsequently evaluated.
ROI Impact
A follow-up survey with 50 leaders
who completed the EI-based high
potential program and then
promoted. This survey showed that:
• 100% of respondents stated that
knowing their EI strengths and
weaknesses helped them in
Douglas W. Bush, M.A. transitioning to a higher level role.
http://www.douglaswbush.com

Center for Creative Leadership

Purpose
To evaluate key emotional intelligence character-
istics that define high performing leaders.
Results
Evaluated 302 leaders ROI Impact
and senior managers,
some of whom were
quite successful and
others who were
struggling. Participants
were tested for
emotional intelligence
and measured on
leadership performance
based on feedback from
superiors, peers, and
subordinates. Douglas W. Bush, M.A. http://www.douglaswbush.com

Who gets the better results?

EQ
IQ

Logical, Rational
Self-Aware, Impact
Relationships, Feelings Technical, Financial
Consequences, Ramifications Systematic, Methodical

Where are you?

IQ

EQ

Can You Really Enhance Your EQ?


Research shows…


The Importance of EQ

• What is the importance of EQ in your:
 organization?
 department?
 section?
 position?
• Why does EQ matter?


How it is measured

EQ-i 2.0

Copyright © 1997, 2011 Multi-Health
Systems Inc. All rights reserved.


EQ-i® 2.0
Overview

Developed by Reuben Bar-On, Ph.D

The Emotional Quotient Inventory (EQ-i®) is the first scientifically validated
and most widely used Emotional Intelligence assessment in the world.

Based on more than 20 years of research worldwide, the EQ-i examines an
individual’s social and emotional strengths and weaknesses.

Respondents self-report on their life and workplace performance in 15 key
areas of emotional skill that have been proven to contribute to proficiency in
complex business activities such as conflict resolution and planning.

By identifying the areas that need improvement, a person can immediately
begin developing those areas. At the same time, areas where the person excels
can be leveraged to their full potential to maximize effectiveness in daily
activities.


EQ-i 2.0 Model


EQ-i® 2.0

• Overview of Your Results
• Results for each Scale and Subscale
• What Your Scores Mean
• Impact at Work
• Emotional Implications
• Social and Behavioral Implications
• Strategies for Action
• How You Can Develop This Skill
• Own up to your Weaknesses
• Balancing your EI
• Well-Being Indicator
• Action Plan & Agreements
• Applications for Leaders and Senior Managers

EQ-i® 2.0
Interpretation


EQ-i® 2.0
Interpretation – Total EI Score

TOTAL EI Score

- is created by summing 118 of the 133 items
- a general indicator of emotional intelligence
- it encapsulates how successful the individual is at perceiving
and expressing oneself, developing and maintaining social
relationships, coping with challenges, and using emotional
information in an effective and meaningful way

the Total EI score can mask high or low functioning in any given subscale, and
therefore it is important to examine more closely the composite and subscale
scores

EQ-i® 2.0
Interpretation – High and Low Behavioral Descriptors

• Divide into 5 groups
• Each group is assigned a scale with
five subscales
• Each group describes in behaviorally
specific terms:
- a high score on the scale
- a low score the scale


EQ-i® 2.0
Interpretation – Composite Scores

Self-Perception Composite

LOWER SCORES HIGHER SCORES
• May not be in touch with feelings • Feels good about oneself
• May lack inner strength and • Feels positive about life
confidence • In touch with own emotions
• Emotions may elude or confuse • Recognizes and predicts emotions
them • Detects nuances between
• May not understand emotional different emotions
landscape
• May not make good use of
abilities

Having a solid understanding of oneself, one’s emotions and one’s
inner life allows one to better express thoughts and feelings.

EQ-i® 2.0

Self-Expression Composite

• Struggles to express own thoughts • Free from emotional dependency
and feelings on others
• May be emotionally dependent • Constructively expresses
• May find it hard to describe how thoughts and emotions
one feels • Can describe and articulate how
• Expression of emotion may not be one feels
constructive • Openly and confidently expresses
• May refrain from sharing thoughts oneself self-directed
and beliefs

Being able to openly and honestly express one’s true thoughts and
feelings enables one to have healthy relationships and interactions
built on trust.

EQ-i® 2.0

Interpersonal Composite


• May lack appropriate social skills; • Seeks and maintains high-caliber
withdrawn relationships
• May struggle to understand or • Sensitive to and cares for the needs
relate to others of others
• May not see how own emotions • Can predict how own emotions affect
affect others others
• Relationships may be of lower • Sociable, easy to approach
quality or depth • Feels a responsibility to contribute to
• May not be sensitive to the society, one’s social group or team
feelings of others

A healthy network of relationships gives one greater resources
from which to gather information and process it accordingly and
seek feedback in order to arrive at optimal solutions.

EQ-i® 2.0

Decision Making Composite

• May not use emotional •Leverages emotional information to make
information effectively decisions
• Emotions may hinder decision •Seeks and maintains high-caliber
making relationships
• May fall victim to rash •Finds good ways of arriving at a solution
behaviors/decisions •Grounded; able to objectively size up a
• Could struggle to remain situation
objective •Can separate emotion-driven
• May be derailed or biased by assumptions from fact
emotions •Resists or delays impulses to act;
methodical

Feeling competent, calm and grounded in one’s ability to use
emotional information to make decisions renders one better equipped
to deal with everyday M.A. http://www.douglaswbush.com derailed by emotions.
Douglas W. Bush, stressors, without being

EQ-i® 2.0

Stress Management Composite
• Struggle when faced with stress or • Calm and works well under pressure
change • Resilient; draws from multiple coping
• May often feel anxious or stressed strategies
• May be rooted in tradition; resistant • Optimistic about the future
to change • Cope well with the emotions
• Pessimistic about the future associated with change and stress
• Less hopeful and resilient • Adaptive; view change as a positive
thing

Feeling resilient in the face of adversity and armed with an arsenal of
coping strategies heightens feelings of self-security, confidence and a
deeper understanding of oneself and one’s strengths.

EQ-i® 2.0
Interpretation

Subscale Scores


EQ-i® 2.0
Interpretation – Subscale Scores


EQ-i® 2.0
Interpretation – Balancing Subscales

• 10 points between any two subscales
indicates that there is a likelihood of
exhibiting one set of behaviors
significantly more often than the
other set.


EQ-i® 2.0
Customer Operations Manager

• Which of the 15 subscales are
most important for success in
your position?


EQ-i® 2.0

Results for
each of fifteen
sub-scales


EQ-i® 2.0

• Who found value in what we just did?
• What specifically did you get?
• How will you use your results?


EQ-i® Just Imagine
2.0
DISCOVER
Appreciate
the best of
what is. DREAM
DO Envision
Experiment, what might
modify, be.
empower,
improvise

DESIGN
Co-construct
what is
possible.


EQ-i® 2.0
Page 20


EQ-i® 2.0
Applications for Leadership

Agreements in the areas of:
• Culture Change
• Communication
• Decision-Making
• Financial Bottom-Line
• Teamwork
• Others?


EQ-i® 2.0


How it is developed

Emotional
Assess
Intelligence

Between what you
Identify
are doing and what
Gaps
you need to be doing

Plan & Enhance specific
Action behaviors

Follow Up Re-assess


How it is developed
What I
Know I
Need To Organizational
Do Needs

What I Will Start Doing

What I
Actually Personal Needs
Do


Emotional Intelligence Cognitive Skills
How it is developed • Self-awareness
• Self-talk
• Reading and interpreting social
cues
• Problem-solving and decision-
making
• Reframing
Behavioral • Understanding perspectives of
Skills others
• Non-verbal • Understanding norms
• Verbal • Attitude toward self and work
• Practice

Emotional Skills
• Identifying and labeling feelings
• Expressing feelings
• Assessing the intensity of feelings
• Managing feelings
• Delaying gratification
• Controlling impulses
• Reducing stress
• Knowing the difference between
feelings and behavior

How it is developed
Career
Skills Development
Development

Leadership
Development Personal
Development


How it is developed


Next Steps?


EQi-2.0 Emotional Intelligence

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