Consultant, Writer And Trainer
Head - Human Resource Develpoment
EQ is an individual’s ability to deal with other people, manage oneself, motivate others, understand his own feelings and respond appropriately to the everyday environment successfully. It is used interchangeably with EI (emotional intelligence). EI though is largely learnt, developed throughout life and conditioned by life's experience.
The rules of work are constantly changing and new yardsticks are being used to evaluate the performance of employees. Decisions regarding hiring and firing employees and retaining, sidelining or promoting them are also based on this. Today's corporate world uses IQ as a criterion for recruitment, and EQ for promotions.
Emotional intelligence can be instrumental in many situations at workplace and can help achieve organisational effectiveness. High EQ is essential to take the right decisions and solve problems.
# High EQ can lead to
# Increased productivity
# Improved responsiveness
# Greater creativity
# Reduced stress levels
# Improved relationships
EQ serves as a valuable tool for HR professionals and managers who intend to bring about changes in their organisations. Having the ability to understand what motivates individual employees, an EI manager adapts management style to organisation values.
Since managers need to lead by example, they should have the ability to model right behaviours. EI facilitates this. EI is a learned behaviour and organisations can significantly benefit by incorporating it in their management training programmes.
Hope this will be of help.
18th September 2006 From India, Delhi
Until recently the main approaches to assessing and developing human behaviour have been personality questionnaires. However, by using the Emotional Intelligence model, it is possible to assess a candidate's ability to manage their personality and behaviour and hence their potential for success in different situations. In today's business environment what matters is not just a person's training or their expertise but their people skills and their ability to manage themselves and others. Understanding a candidate's Emotional Intelligence enables managers/recruiters to assess quickly the key behavioural competencies that predict success in the job role they are recruiting for.
Originally conceived by Salovey and Mayer (1990) and popularised by Goleman (1996; 1998), Emotional Intelligence (EI) is the "ability to accurately perceive, understand, integrate and effectively manage one's own emotions and those of others". For businesses, Emotional Intelligence can provide a framework to measure and understand the 'real' human factors that determine success - how users manage their work and others; how they make decisions etc. It helps organisations and teams understand why people behave the way they do and how to maximise their performance.
Hope it has been of some help
18th September 2006 From Sri Lanka, Kolonnawa