Emotional intelligence is defined as “one’s ability to know, feel and judge emotions in cooperation with a person’s thinking process for behaving in a proper way.”
It was only in 1990 that Salovey and Mayer came up with the first published attempt in trying to define the term. They defined emotional intelligence as “the ability to monitor one’s own and other’s feelings and emotions, to discriminate and to use this information to guide one’s thinking and actions”.
Emotional Quotient can be described as the level of emotions a person carries. It can be easily obtained by using emotional intelligence tests in the same way as we access the IQ of a person.
Emotional Intelligence proves to be an important component in leadership. It is an inner ability of a person to perceive other people and helps to manage and control one’s own emotion and self evaluation.
Leaders and managers with a high level of emotional intelligence are exceptionally good in handling different work situations. In leadership, having a balanced EQ and IQ is really essential. After all, who is more likely to succeed – a leader who shouts at his team when he’s under stress, or a leader who stays calm and assesses the situation?
Adding to that, emotional intelligence to a larger extent involves emotional empathy too. Empathy is the capacity to understand or feel what another person is experiencing from within their frame of reference. Which means the person has the ability to assimilate to various life changes like stress and difficult incidents which are pretty common in our daily lives.
To show the importance of emotional intelligence, a study of forty four Fortune 500 Companies revealed that sales people with higher investment quotient produced double revenue compared to the sales people with less or average emotional quotient scores.
Despite the fact that the field of emotional intelligence is quite of importance, it is a field that gets ignored in many progressive minded organisations. One should not forget that emotionally intelligent employees would turn out to be great assets to the organisation and to the community.
Daniel Goleman’s model of emotional intelligence includes five realms, where he explains about the domain of emotional intelligence.
- Know your emotions.
- Manage your emotions.
- Motivate yourself.
- Recognize and understand other people’s emotions.
- Manage relationships (others’ emotions)
He focuses on EI as a wide array of competencies and skills that drive leadership performances. Goleman’s model outlines five main constructs (for more details see “What Makes A Leader” by Daniel Goleman) –
- Self-awareness – the ability to know one’s emotions, strengths, weaknesses, drives, values and goals and recognize their impact on others while using gut feelings to guide decisions.
- Self-regulation – involves controlling or redirecting one’s disruptive emotions and impulses and adapting to changing circumstances.
- Social skill – managing relationships to get along with others
- Empathy – considering other people’s feelings especially when making decisions.
- Motivation – being aware of what motivates them.
“If you understand your own feelings you get a really great handle on how you’re going to interact and perform with others…So one of the first starting points is, ‘what’s going on inside of me?’” – Chuck Wolfe President, C.J. Wolfe Associates.
Emotional Intelligence involves being able to read your own emotions and recognize their impact. It also involves knowing your strengths and limits and having a sense of self-confidence.
The Emotional Intelligence Appraisal, was created in 2001 and which can be taken as a self-report or 360-degree assessment.
Lastly, as per BHAGAWAT GEETA, “mind is very restless, forceful and strong, O Krishna, it is more difficult to control their mind than to control the wind”
Some extra efforts from our team:-
https://flabopost.com/indian-agriculture-9-new-thoughts-worth-considering/
https://flabopost.com/using-an-ipad-to-take-notes-in-the-classroom-the-digital-student/