Assessing Leaders in Emotional Intelligence

Published in the Human Resources Association of Calgary: Sept 2006 Newsletter

The old command and control technique has been replaced by a more collaborative type of leadership which requires more emotional intelligence.

David Stein stated in his recent book The EQ Edge, "At long last the so-called soft skills that do so much to determine our success were rescued from the fringe and seriously considered mainstream for business people, educators, and the media."

People who know and manage their own feelings well and who read and deal effectively with other people’s feelings are at an advantage in any domain of life; organizational relationship, politics and their personal life.

Abraham Maslow said, "Where fear reigns, enlightened management is not possible."

The following point to ineffectiveness that occurs in organizations when leaders lack emotional intelligence:

  • Leaders that need to prove they know more than their direct reports and have a win/lose orientation toward others are ineffective. Their direct reports end up feeling criticized and controlled. If leaders feel bad or insecure about themselves they often try to control their environment.
  • Leaders who are technically competent however are oblivious to their impact on people and therefore tend to de-motivate staff.
  • Authority based relationships that are based on power not earned respect result in: resistance, rebellion, defiance, resentment, hostility, anger, discouragement, dishonesty, secrecy, aggression, retaliation, vengeance, ridicule, criticism, lack of commitment, absenteeism, turnover, disloyalty, mockery, sarcasm, emotional dishonesty, blame, betrayal, apathy, obsequiousness, flattery, falseness, patronizing, indulgence, sabotage, disdain disparagement and alienation.

Under effective leaders employees feel understood, empowered, motivated, listened to, supported, important, respected, remembered, involved, included, helped and free.

EQ Abilities Include:

  • Awareness skills: emotional self-awareness, emotional management, assertiveness, self-actualization, optimism
  • Behavioral skills: independence, stress management, impulse control, conflict management
  • Contact skills: relationship building, empathy, social responsibility
  • Decision making skills: problem identification, creativity, selecting solutions, reality testing

As defined by Daniel Golemen "Emotional intelligence is the capacity for recognizing our own feelings and those of others, for motivating ourselves and for managing emotions well in our selves and our relationships. It describes abilities distinct from, but complementary to, academic intelligence, the purely cognitive capacities measured by IQ."

Raising our Emotional Intelligence by Raising Awareness:

  • Do you ask yourself what you are feeling?
  • Can you identify the cause of the feelings?
  • What would help you feel better?
  • Are you able to generate options and choose the best option in a situation that triggers feelings?
  • Do you feel in control of your emotions?
  • Do you lose your temper easily?
  • Do you often say I wish I hadn’t done that?
  • Do people’s reactions to you puzzle you?
  • Are you taken by surprise a lot? Do you feel misunderstood?
  • Are emotions a mystery to you?

The more emotions are integrated into your daily life, the higher your EQ is likely to be. You won’t have high EQ until you learn to reflect on what’s going on inside yourself. If you don’t know what’s going on inside yourself emotionally, you cannot know what’s going on inside others.

Complete an EQi Assessment:

The EQi gives an individual a snapshot of their abilities in 15 areas of emotional intelligence. The person also receives a development plan for improving their 3 weak areas within the 15.

Assess the following areas:

  • Participative Leadership
  • Action Taking Leadership
  • Process Oriented Leadership
  • Organization Oriented Leadership
  • Tough Minded Leadership
  • People Oriented Leadership
  • Grounded and Centered Leadership

The EQi Assessment tool measures:

The Inner Self

  • Emotional Self Awareness
  • Assertiveness
  • Independence
  • Self-Regard
  • Self-Actualization

People Skills

  • Empathy
  • Social Responsibility
  • Interpersonal Relationships

Sizing Things Up and Responding

  • Problem-Solving
  • Reality Testing
  • Flexibility

Withstanding Stress

  • Stress Tolerance
  • Impulse Control

Outlook, Enjoyment and Contentment

  • Happiness
  • Optimism

Group average scores can also be obtained to help the team develop and an organization define its culture. This is the most popular tool besides 360-degree feedback that I am using in my work inside organizations.

Copyright © Mary-Ann Owens 2009
..:: Catalyst in Creating Peak Performing, Impactful and Resilient Leaders ::..