Emotional Intelligence

Dr. M Manjunath Shettigar

Emotional Intelligence
Ability to understand self, work with others
and be effective in leading change
Ability to tune into world, read situations and
connect with others while taking charge of life
Researched by Daniel Goleman and his
associates at Rutgers since early 1990’s
Built upon work of David McClelland’s work
“Testing for Competence, not Intelligence”
and Reuven Bar-On’s EQ-I testing
Research effect on leaders and organizations
Emotional Intelligence Defined

“The capacity for

recognising our own feelings
and those of others, for motivating
ourselves, for managing emotions
well in ourselves and in our
relationships.”

Daniel Goleman
 CHRIST
Deemed to be University

Emotional Intelligence

● The ability to monitor one’s own and others’ feelings and

emotions, to dis-criminate among them and to use this
information to guide one’s thinking and actions. (Salovey and
Mayer 1990)

Excellence and Service

The Eleven Keys
Confidence Optimism
Curiosity Perseverance
Decisiveness Respect
Empathy Self-awareness
Flexibility
Humor
Intelligence
Goleman’s Research
Examined “Capabilities” that drove
outstanding performance
Explored 3 categories
 Technical skills (planning, writing, et.al.)
 Cognitive abilities (analytical/conceptual reasoning)
 Emotional Intelligence (managing self & others)
Research Results
Emotional Intelligence proved to be twice as
important as the others for jobs at all levels
At senior levels, nearly 90% of difference in
profiles between average and star performers
were attributed to E.I. Factors
Other factors (I.Q. and technical skills) were
“threshold capabilities,” not performance
Acquisition of Emotional
Intelligence
Nature vs. Nurture argument—there is a
genetic component and can be learned
Increases with age and maturity
Resides in brain’s “limbric system”
which governs feelings, impulses, drives
Develops best through motivation,
accurate feedback, skill development
and extended practice
Emotional Intelligence
Competency Framework
Personal Competence Social Competence
Self Awareness (understanding Awareness of Others (empathy)
ourselves)  Understanding others
 Emotional self-awareness  Organizational Awareness
Accurate Self-Assessment

 Service Orientation
 Self-Confidence
 Developing others
-- Leveraging Diversity
Self-Management (managing
-- Political Awareness
ourselves)
 Self-Control
 Trustworthiness Relationship Management (social
 Conscientiousness skills)
 Adaptability  Developing Others
Achievement Orientation

 Inspirational Leadership
 Initiative
 Conflict Management
-
 Change Catalyst
Motivation (drive to achieve goals)
 Teamwork and Collaboration
- Optimism
- Commitment- Initiative  Communication and Influence
Positive Emotions
Negative Emotions
The Conceptual Model
Self Others

Awareness Self- Social

Awareness Awareness
Actions

Self- Relationship
Management Management

Positive impact
on others
Research supports this
Is Self-Awareness really at the heart of the model?

Low 17% chance

Self- Social ECI research has found
Awareness Awareness that if people lack Self-
Awareness, their
chances of having Self-
Management and Social
Awareness are much
4% chance reduced
Self-
Management
What is a Competency?
Any measurable characteristic of a person that
differentiates level of performance in a given job,
role, organization. Skill Necessary for
top performance
Knowledge but not sufficient

Social Role, Values

Characteristics
Self-Image that lead to
longer-term
Trait success
Motive
The Competency Framework
Self- Social
Awareness Awareness
• Emotional • Empathy
Self-Awareness • Organizational
• Accurate Awareness
Self-Assessment • Service Orientation
• Self-Confidence

Self- Relationship
Management Management
• Emotional Self-Control • Developing Others
• Transparency • Inspirational
• Adaptability Leadership
• Achievement • Change Catalyst
Orientation • Influence
• Initiative • Conflict Management
• Optimism • Teamwork &
Collaboration
Self-Awareness
Awareness of one’s emotions, strengths,
weaknesses, needs, drives, values, goals
Cognizant of how feelings affect them, other
people and their job performance
Thirst for constructive criticism and constant
strive for improvement
Self-confident, yet self-deprecating sense of
humor
Self-Regulation
Ability to control impulses and feelings
and channel them in useful ways
Reasonable behavior creating
environment of trust and fairness
Comfort with ambiguity and change
Driven to exceed beyond expectations
Propensity for reflection and learning
Pride/passion for work and organization
Awareness of Others (empathy)
Ability to “walk in the other’s shoes”
and convey understanding
Considers people’s emotions when
making decisions
Deep understanding of importance of
cultural and ethnic differences
Knows nature of relationship key in
coaching and mentoring
Relationship Management
Leader’s task is to get work done through
other people
Friendliness with a purpose: building rapport
and influencing
Importance of networking and building
alliances
Comfort with negotiation, mediation, problem
solving and conflict management
Personal Assessment
Review the slides explaining the 4
components of Emotional Intelligence
and their associated competencies.
What do you believe are your areas of
strength? Your areas of vulnerability?
 Professional Benefits of
Emotional Intelligence

• Effective leadership skills

• Improved communication

• Less workplace conflict

• Better problem solving skills

• Increased likelihood of promotion

Benefits of EQ for Leaders
1. Compassion
2. Effective Communication
3. Self-Awareness
4. Authenticity
5. Respect
6. Leading with Heart
7. Sense of Humor
8. Confidence
9. Intuition
10. Creativity