NEGRON Consulting strongly believes in the value of Emotional Intelligence, in developing the necessary skills to be a better leader, and in assisting organizations in their drive to provide more open, honest, committed, and productive environments.
Emotional Intelligence refers to the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions in us and in our relationships. EI (sometimes called EQ) describes abilities distinct from, but complementary to, academic intelligence or the purely cognitive capacities measured by IQ.1
EI is getting more and more attention as the recognition has grown for the power of self-awareness, the importance of resiliency and dealing with adversity, and choosing how we think, feel, and act. All of these, and more, are elements of assessment tools now being used my major corporations and institutions, as a result of:
Increased Recognition of the Value of Emotional Intelligence
Growth in Workplace Diversity and Global Business
Recognized Way to Invest and Develop Organization’s High Potential Talent
Fostering Positive Workplace Culture (Generational, Work-Style, Times of Instability)
What are Emotional Competencies?
The Emotional Competence Inventory (ECI) measures 18 competencies organized into four clusters: Self-Awareness, Self-Management, Social Awareness and Relationship Management. Depending on your situation, there is a combination of competencies you can use to be effective. An ECI certified coach / facilitator can help identify the competency combinations that have been shown to lead to success.2
The 4 Major Clusters of the EI Competence Model3
The following provides a summary, with select examples of the specific competencies within each major cluster:
Self-Awareness: Emotions affect on performance, self-confidence / presence.
The cluster's three competencies are:
Social Awareness: how people handle relationships and awareness of others’ feelings, needs, and concerns.
The cluster's three competencies are:
Self-Management: Managing ones' internal states, impulses, and resources.
The cluster's six competencies are:
Relationship Management: skill or adeptness at inducing desirable responses in others.
The cluster's six competencies are:
Teamwork & Collaboration
Benefits of the EI Competence Model4
An individual does not need proficiency in all 18 competencies, but if they work and live with other people they may want to have the awareness and ability to draw on one or more of the competencies from the 4 clusters. Leaders who possess these skills can help their organizations create competitive advantage through:
Effective use of time and resources
Improved motivation and teamwork
What is Emotional Intelligence & Diversity (EID)?
From Diverse Teams at Work, Gardenswartz & Rowe (SHRM, 2003)
While human beings function on both rational and emotional levels, emotions are at the heart of our energy, commitment and motivation. Feelings are also fundamental in forming our reactions to the differences we see in others, whether we approach or avoid, like or dislike, accept or reject. The more we understand and manage our emotional responses, the more we can enjoy increased comfort in relationships, effectiveness in interactions and peace within ourselves.
EID involves the ability to feel, understand, articulate, manage and apply the power of emotions to interactions across lines of difference.
Diversity, the multiple dimensions across which we interact, illustrates places where we are alike and different from others. Dealing with others across these lines of difference often triggers powerful responses that require emotional intelligence to manage.
Emotional Intelligence and Diversity is an intentional, conscious process that enables you to gain understanding and mastery of a wide variety of skills. These competencies are both insight- and action-based and focus on understanding both yourself and others in order to have productive interactions.5
The 4 major components of the EID Model6
A critical first step in developing the ability to deal with differences is an awareness of yourself that enables you to understand your reactions to others. This involves being comfortable with who you are and an understanding of your values, passions, preferences and world view. It also entails acknowledging the biases and assumptions you have that influence your attitudes.
Knowing what makes me tick
Being comfortable in my own skin
Being in tune with my own biases and hot buttons
In a diverse world, understanding and managing your emotions internally is not enough. Intercultural Literacy involves understanding others’ cultural rules, norms, and values, while being able to empathize with them and metaphorically walk in their shoes.
Understanding cultural whys behind behavior
Seeing the benefits and limitations of all norms
Transcending my own perspective (empathy)
Destructive behaviors sometimes occur when powerful feelings triggered by differences are evoked. It is at times like these that the energy of emotions needs to be managed and channeled in a constructive direction.
Making ambiguity an ally
Being my own change master
Getting in charge of self-talk
Working effectively with others across the range of human differences requires that you consciously and intentionally manage your behavior in order to build productive relationships. It encompasses being able to serve as a cultural interpreter by helping others understand the different cultural rules and perspectives involved in situations.
Serving as a cultural interpreter
Communicating effectively and resolving conflicts in diverse settings
Structuring synergistic and compelling environments
Benefits of the Emotional Intelligence & Diversity Model7
The Emotional Intelligence and Diversity (EID) model benefits on both the individual and organizational levels, helping you understand and develop your emotional inteeligence and apply the power of that intelligence effectively. The following is a sample listing of the benefits of increasing Emotional Intelligence in a Diverse World:
Decreased stress and worry
More constructive ways of dealing with anger
A feeling of being more in control of your environment
Increased understanding of others
Enhanced satisfaction at work
Better ways of dealing with the egos of others
Better ways to overcome resistance to change
Enhanced commitment, engagement, and motivation
More openness, honesty, and trust
More creativity and innovation from diverse perspectives
NEGRON Consulting offers a wide-range of Organizational and Leadership Development assessment tools and workshops. To better identify and quantify the needed baseline information, we work closely with our clients to understand their targeted outcomes, and then evaluate and recommend the appropriate instrument.
Learn more below about NEGRON Consulting, our Consulting Services, the Clients we serve, the Workshops we offer, and Emotional Intelligence through Related Articles.
1Working with Emotional Intelligence (Daniel Goleman, 1998)
2HayGroup ECI Feedback Report
3Consortium for Research on Emotional Intelligence in Organizations
5EID Primer (Gardenswartz, Ph.D., Cherbosque, Ph.D., and Rowe, Ph.D., Emotional Intelligence and Diversity Institute)
7Emotional Intelligence for Managing Results in a Diverse World (Gardenswartz, Ph.D., Cherbosque, Ph.D., and Rowe, Ph.D., Emotional Intelligence and Diversity, 2008)