Does your organization test employees’ Emotional Intelligence Quotient (EQ)? How about employees’ Intelligence Quotient (IQ)?
It is imperative that leaders of organizations invest in their human capital. Once a baseline EQ and IQ is determined, one can determine where employees flourish naturally, and where coaching and personal development would prove beneficial – at the individual and organizational level.
The positive affect of EQ on an organizations bottom line is widely reported in empirical research. Click here to browse 19 cases where EQ proved beneficial to various organizations bottom line.
What is emotional intelligence?
Originally coined by Daniel Goleman, EQ is a construct that encompasses 4 subsets.
1. Perceiving Emotions – Self-Awareness. Some peoples emotions are fleeting – emotions come to the surface without time to reflect and consider how to react. When mindfulness is practiced, this first level of EQ is easily attained, and builds a foundation for the following three levels can be strengthened.
2. Understanding Emotions – When mindful self-awareness of one’s emotions is paired with introspection, or self-directed investigative questions, we begin to break the habitual flip-of-a-switch reactions induced by our emotions.
3. Managing Emotions – Once we ask ourselves questions, such as “why do I feel this way?” or “whats really bothering me?” we can break the habit, and take actions that are in line with both our individual and organization’s values. This self-knowing can be strengthened, and helps us be more authentic, and less regretful. By breaking the habitual processing of emotion to behavior, we begin to strengthen our Mindfulness technique (Cognitive Behavioral Training or CBT) and no longer become a product of our emotions.
4. Using Emotions – Once there is a baseline strong enough to combat our instinctual amygdala’s fight-or-flight response, we begin to master Self-Awareness & Regulation of our Emotions. Applying the first three steps into everyday interactions (both external and internal) further strengthens our experiential processing, and thus, EQ.
Daniel Goleman’s lived experiences and research in Emotional Intelligence have found some interesting facts. EQ is actually a predictor to success, whereas IQ is not. People with a 160 IQ often work for people with an IQ of 100. Often, the smartest people are not the best leaders. Why is that?
1. Self-Awareness – Self-Knowing, or being in tune with ones thoughts and emotions. Straightforwardness can easily be attained through adapting a mindset built onauthenticity and honesty.
2. Self-Management/Regulation – Via awareness and introspection we can combat habitual experiential processing of emotions by: changing our narrative/self-talk. This neurolinguistic programming literally trains our brain to be more mindful and break negative habitual thought processes (rumination, negativity or pessimism, anger, etc).
3. Social Skills – Once we have mastered our own self-awareness and regulation, we can apply these techniques into managing our relationships – whether they be family, friends, peers, coworkers, or managers.
4. Adaptability – Catalysts such as optimism, motivation, drive, and passion further the development of EQ. This aspect relates to resilience, bouncing back from situations like a rubberband and finding a remedy.
5. Social Awareness – Empathy, or understanding the feelings of others. Imperative for relationship management and influencing others. Without empathy a leader is simply a manager.
3 kinds of empathy
1. COGNITIVE – “I understand” … how you see things. I know what mental models you possess, I know what language I should use to speak with you efficiently. This empathy is necessary to be successful, without it, you possess poor communication skills and relationships alike.
2. SOCIAL – Sensing in your brain immediately what someone is feeling: rapport. Paying full attention to the emotions, body language, and non-verbal cues of others.
3. EMPATHIC CONCERN – This kind of empathy deals with a third part of the brain, (apart from PFC and Amygdala): an ancient mammalian system for parenting. This system is similar to a parents’ love for a child, its different than emotional and cognitive, and deals with a genuine, innate desire to feel the distress of others and want to help them.
The energizers act as catalysts that bring our internal self-awareness and regulation to the next levels, into our interactions with social groups and our relationships with others.
Earlier we discussed combating the amygdala’s instinctual fight-or-flight response. You might still be wondering how we can combat something that is instinctual, right?
Mindfulness is first and foremost the foundation for learning. It is imperative that sinks in. When we are not mindful, our attention is elsewhere, not within, and we are unable to devote our full self and attention to the task at hand. Daniel Goleman found that measuring the competencies of EQ in 4-8 year olds and checking up on them in their 30s significantly predicted their success and health better than IQ or Socioeconomic Status of the family they grew up in.
Above, the Rational Brain is called the Prefrontal Cortex (PFC) – the mind’s executive center. This part of the brain is where planning, decision making occur. Goldman-Rakic referred to the PFC as the brains “mental sketch pad” that intelligently guides thought, action, and emotion. Essentially, this structure is the self-awareness and regulation area of the brain – the mindfulness structure. It is important to note the limbic system (amygdala) is connected to the PFC. The amygdala deals with emotional processing. By strengthening our mindfulness techniques, and thus, emotional intelligence, we place a stop light in between the amygdala and PFC. When something sets off an emotion in us, rather than simply reacting, this stoplight lets the PFC take over so that we can make decisions in line with our individual values as well as our organizations (if we’re at work).
Emotional intelligence’s benefits on an organization’s bottom line
1. SALES – A study found that of 40 Fortune 500 Organizations within the study, salespeople with high EQ out performed salespeople with low EQ by 50%.
2. PRODUCTIVITY – In that same study of 40 Fortune 500 Organizations, the programmers who scored in the top 10% percentile of EQ competencies pumped out new software 3x as fast as the rest.
3. STABILITY – A study found that assessing and training EQ increased retention and lowered turnover by 67% and allowed the company to re-invest in current human capital, as opposed to investing in recruiting and filling occupancies.
4. SATISFACTION – One organization saw increased job-satisfaction scores after testing EQ and placing employees in positions that were suitable to their EQ. Employees reported feeling more fulfilled.
5. INCREASED RISK MANAGEMENT – Training EQ was found to reduce theft and accidents in the workplace.
6. EXEMPLARY CUSTOMER SERVICE – By training EQ for customer service representatives, they were not only more efficient in, but more comfortable with, dealing with situations of customer incivility and provided quality customer service as a result.
7. INCREASED ORGANIZATIONAL COMMUNICATION – Companies investing in EQ outperformed those without the same EQ communication skills.
To learn more about the Emotional Intelligence courses ETi can customize for your team, contact us.
Sourced from Mindful Munchies.