Emotional IntelligenceEmotional Intelligence

AgendaAgenda

• What is Emotional Intelligence?• Why is it important for the workplace?• How can we measure Emotional Intelligence?• Is it really worth while?• Different job types utilizing Emotional

Intelligence• Advantages and Disadvantages• Conclusion• Questions and Answers

What is Emotional Intelligence?What is Emotional Intelligence?

IQ – “School Smarts”

• Measure of intellectual, analytical, logical and rational abilities

• Retaining/recalling information, problem solving, manipulating numbers, etc.

• Cannot and does not predict success in life• Predicts 1-20 percent of success in a given job

What is Emotional Intelligence?What is Emotional Intelligence?

EI – “Street Smarts”

• “the ability to perceive emotions, to access and generate emotions so as to assist thought, to understand emotions and emotional meanings, and to reflectively regulate emotions in ways that promote emotional and intellectual growth”

– Salovey & Mayer

What is Emotional Intelligence?What is Emotional Intelligence?

4 Components – Daniel Goleman

Self-Awareness

Social Skills

Self-Awareness Self-Management

Social Awareness Social Skills

Social Awareness Self-Management

Important Elements of EIImportant Elements of EI

STRESS MANAGEMENT ADAPTABILITY

INTERPERSONALINTRAPERSONAL

EFFECTIVE PERFORMANCE

GENERAL MOOD

Bar-On ModelBar-On Model

What is Emotional Intelligence?What is Emotional Intelligence?

EI – “Street Smarts”

• Not aptitude, vocational interest, or personality• Can be improved by coaching, training and

experiences

EI Importance to the WorkplaceEI Importance to the Workplace

•80% of a person’s success based on EI (CPA Journal)

•Profitability linked to quality of work life

•Profitability linked to employee feelings about their job, colleagues, and company

•Ex. Trios Training Centres

EI Importance to the WorkplaceEI Importance to the Workplace

• Enhance cognitive processes

• Decision Making• Encouraging flexibility and

change• Organizational culture

management• Shift to team based

workplace

Real Life ExamplesReal Life Examples

L’Oreal Results• $91,370 more in sales• Net revenue increase of $2,558,360• 63% less turnover

Manufacturing Plant Findings• LTA decreased by 50%• Grievences reduced from 15 to 3• Production increased by 17%

Tools for Measuring EITools for Measuring EI

• 4 Tools

1. Bar-On Emotional Quotient Inventory

2. Emotional Competence Inventory 360

3. EQ Map

4. Multifactor Emotional Intelligence Scale

Bar-On Emotional Quotient InventoryBar-On Emotional Quotient Inventory

• First scientifically validated Emotional Quotient measure in the world

• Created by Dr. Reuven Bar-On who completed 14 years of testing worldwide

• Measures both social and emotional intelligence • Uses 133 questions which are answered using a 5

point scale • Delivers a quantitative measure of readiness for

change• Compare an applicant’s scores to average results of

employees who currently work in similar jobs

Bar-On Emotional Quotient InventoryBar-On Emotional Quotient Inventory

Bar-On EQ-i Test Components

IntrapersonalSkills

InterpersonalScales

AdaptabilityScales

Stress ManagementScales

GeneralMood Scales

Self Regard Empathy Reality Testing Stress Tolerance Optimism

Emotional SelfAwareness

SocialResponsibility

Flexibility Impulse Control Happiness

Assertiveness Interpersonal Relationship

Problem Solving

Independence Stress Tolerance

Self Actualization Impulse Control

• ECI 360 is a well-known tool developed by Daniel Goleman

• Frequently used for internal recruiting and promotion candidates

• Up to 15 other assessors are utilized to develop one candidate’s score

• Encompass both personal and social competencies

Emotional Competence InventoryEmotional Competence Inventory

Emotional Competence InventoryEmotional Competence Inventory

• Measures the user on 30 work-related competencies in 5 categories

• Uses 110 questions on a six point scale describing the degree to which a statement characterizes the candidate in question

Emotional Competence Inventory 360

Personal Competence

Social Competence

1. Self Awareness- knowing one’s internal states, preferences, resources and intuitions

2. Self Regulation- managing one’s internal states, impulses and resources

3. Motivation – emotional tendencies that guide or facilitate reaching goals

1. Empathy – awareness of other’s feelings, needs, and concerns

2. Social Skills – adeptness at

inducing desirable responses in others.

EQ MapEQ Map

• Developed by Esther Oriolo and Robert K Cooper “Unique non-judgmental, interactive

approach to assessing many areas including emotional intelligence, stress, self-esteem, resiliency, and creatively.” (Cherniss, Goleman 2001, 118)

• Does not result in any sort of numeric score

• Best suited for personal development

EQ MapEQ Map

BuildingTrusting

Relationships

Creating the FutureInnovation

Unique Potential

Increasing Energy and Effectiveness Under

Pressure

Initiative

Success

• MEIS was developed by Salovey and Mayer in 1990

• Specifically looks at the internal concept of EI Perception, Appraisal and Expression of

Emotion Emotional Facilitation of Thinking Understanding and Analyzing Emotions;

Employing Emotional Knowledge Reflective Regulating Emotions

• Uses music, pictures, stories, and a wide variety of other situational exercises to evaluate the user

Multifactor Emotional Intelligence ScaleMultifactor Emotional Intelligence Scale

ReliabilityReliability

• Cronbach’s alpha measures the degree to which scores are free of errors of measurement for a given group

• Is a measurement of internal consistency

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BARON

ECI 360 MEIS EQMAP

LOW ALPHAHIGH ALPHA

• The degree to which evidence and theory support the interpretations of test scores entailed by proposed uses of tests

• All four models support both content and construct validity

• Bar-On has undergone over 4000 normative studies

• Both MEIS and EQ Map have less statistical analysis and require more to be scientifically recognized

• ECI 360 has higher levels of analysis, it omits elements such as tolerance, testing and happiness that are included in Bar-On

ValidityValidity

Different Jobs & EI Different Jobs & EI

• Different jobs require different attributes of EI

Sales Accountant Surgeons Lawyers Engineers Social Workers

Self-Actualization

Problem Solving

Independence Self-Actualization

Self-Actualization

Independence

Assertiveness Interpersonal Relationships

Stress Tolerance

Happiness Happiness Stress Tolerance

Happiness Happiness Empathy Stress Tolerance

Optimism Assertiveness

Optimism Self-Regard Impulse Control

Assertiveness Empathy Impulse Control

Self-Regard Emotional Self Awareness

Flexibility Social Responsibility

Interpersonal Relationships

Optimism

Recruiters & EI Recruiters & EI

Case Study of U.S. Air Force recruiters

• High rate of turnover = high costs• Administered the Bar-On EQ test• 5 most successful factors:

- assertiveness- empathy- happiness- self-awareness- problem-solving

Recruiters & EI Recruiters & EI

SO WHAT?

• Base of operations, sex, ethnicity, education, age or # hrs worked no direct relation to success

• Reorganized the recruiter training program to emphasize its critical success factors

• Air Force recruiters 2x more productive than other recruiters

• Retention rates increased by 92%• Cost savings of $2,700,000

Predicting Job Performance Predicting Job Performance

Directly responsible for 27 to 45% of job success• Study of 2M employees at 700 companies found that

employee retention is determined by their relationship with co-workers and supervisors

• Studies on engineers have shown that EI components are the best predictor of success accounting for 35% of work performance variance

• Scientifically proven that EI is a better predictor of workplace success than IQ

• 80% of a person’s success based on EI- CPA Journal

• EI dependent on situational factors

• Assumes stability across all situations

• Length of testing – sufficient proof?

• Congruency between self-evaluation and recruiter evaluation

• Certain jobs not dependent on level of Emotional Intelligence

Disadvantages of Using EIDisadvantages of Using EI

Advantages of Using EIAdvantages of Using EI

• Paper appearances can be deceiving

• Candidates aware of emphasis placed on emotional intelligence within the organization

• IQ can indicate what profession an individual can hold, EQ will be a more powerful predictor of performance

ConclusionConclusion

• Different EI components are more relevant depending on specific job requirements

• Training can be used as a way to increase EI of employees

• Bar-On provides the only statistically proven method of determining an individual’s EI, therefore choose methods wisely

• Must consider that EI is a relatively new method for predicting job performance, and longer studies may be required to confirm validation of methods

What do you think???

Is EI a fad or is it here to stay?

What do you think???

Would you use certain EI tools over others?

What do you think???

Is there a difference between personality and EI?

What do you think???

Would you use it for recruiting all job types, or just specific ones?

What do you think???

Is Emotional Intelligence worth using in recruitment and selection?