Emotional Intelligence and

the Bottom Line

What is Emotional Intelligence?

Emotional intelligence is a set of emotional

and social skills that collectively establish

how well we:

• Perceive and express ourselves

• Develop and maintain social relationships

• Cope with challenges

• Use emotional information in an effective and

meaningful way

It is a predictor of success in life and work

What is Emotional Intelligence?

Powerful link between Emotional

Intelligence and our new more satisfying

and well-rounded definition of success:

– Workplace

– Marriage and relationships

– Social popularity

– Spiritual and physical well-being

What it’s not?

• Aptitude (skill)

• Achievement (performance)

• Vocational interest (natural)

• Personality (static)

IQ vs Emotional Intelligence?

IQ measure of:

• Intellectual

• Analytical

• Logical

• Rational abilities

IQ vs Emotional Intelligence?

IQ Gauges:

• Readily learn new things

• Focus on tasks and exercises

• Retain and recall objective info

• Manipulate numbers

• Think abstractly and analytically

• Solve problem from prior knowledge

• Set at 17

IQ vs Emotional Intelligence?

Why do smart people do dumb things?

Regardless of how brainy if:

• Lack confidence

• Turn people off with abrasive behaviour

• Make rash decisions

• Unaware of how we present ourselves

• Cave in under minimal stress

IQ vs Emotional Intelligence?

IQ cannot predict success in life

Workforce: av 6% predict success in job

EQ directly responsible 27 – 45% of job

success (depending on field)

IQ vs Emotional Intelligence?

Salovey and Mayer

“EQ is 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”

IQ = School Smarts

EQ = Street Smarts

The EQ-i2.0 Model

What Does it Measure?

The EQ-i2.0 measures five distinct aspects of

emotional and social functioning:

• Self-Perception – understanding your emotions

• Self-Expression – expressing your emotions

• Interpersonal – develop and maintain

relationships

• Decision Making – use emotions to make better

decisions

• Stress Management – cope with challenges

The Model

5 Composite Realms made up of 3 Scales

Self-Perception

Consists of the following sub-categories:

• Self-Regard – confidence

• Self-Actualization – continuous

development

• Emotional Self-Awareness –

understanding my emotions

Self - Expression

Consists of the following:

• Emotional Expression – saying how you

feel

• Assertiveness – standing up for yourself

effectively

• Independence – standing on your own

two feet

Interpersonal

Consists of the following:

• Interpersonal Relationships – developing

and maintaining good relationships

• Empathy – recognizing and appreciating

how others feel

• Social Responsibility – contributing to

society

Decision Making

Consists of the following:

• Problem Solving – effectively managing

emotions when solving problems

• Reality Testing – seeing things as they

really are

• Impulse Control – ability to resist or delay

impulses

Stress Management

Consists of the following:

• Flexibility – adapting to change effectively

• Stress Tolerance – successfully coping

with stressful situations

• Optimism – having a positive outlook

Happiness

• Feeling satisfied, enjoying life

• An indicator of overall well-being

• Not included in overall EQ-i2.0 results

• Impacts overall EQ-i2.0, closely linked to:

– Self-Regard

– Optimism

– Interpersonal Relationships

– Self-Actualization

Real-world example

The Bottom Line

Organizational consultants were finding

issues confronting firms had nothing to do

with

– accounting

– strategic planning

– budget sheets

The Bottom Line

Had to do with

– Faulty communication

– Inability to understand how they and others

functioned

– Failure to see from other’s perspective

– Grasp impact of own actions

Applying EQ-i2.0

There are many ways the EQ-i2.0 can be used:

• Selection

• Self-Awareness

• Succession Planning

• Leadership Development

• Executive Coaching

• Team Effectiveness

ROI

• Outcome Measures

The research & statistics show the link to:

Higher sales and profits

Increased performance

Improved customer satisfaction

Decreased attrition rates

Reduction in training costs

ROI

• Retention

– people voluntarily leave a position is

because of a bad boss or poor

leadership

• doesn’t treat them as an individual

• takes credit for their work

• micromanages

• dishonest

ROI

How many dollars + HR person-hours

(recruiting, onboarding, training, change

management for disruption, etc.) will you

preserve if you successfully retain a skilled

employee?

ROI

• Discretionary Effort

– difference in output/impact/creativity between

those who do the minimum possible and

those who work to their maximum potential is

HUGE

–work harder when boss is someone

skilled at authentically establishing and

maintaining meaningful relationships

– leader can inspire higher levels of

performance

ROI

How much more productivity/creativity, in

percentage terms, do you get from a team

member who is displaying a high level of

discretionary effort in comparison to one

who is not?

ROI

• Engagement

– employee understands the connection of their

work to organizational mission

– receives clear expectations from leader

– receives recognition for their work etc.

DIRECTLY reflective of a leader’s practice of

emotional intelligence.

Role in Leadership

YPO study (under 39 and 5m in rev)

Founders

Family Business

Hired Guns

• Flexibility – see opportunities, move quickly

• Independence

Only difference was Founders

Were more assertive

Role in Leadership

• Courage -Risk uncertainty, enter into the

game

• Competencies

– Self-regard, assertiveness, independence,

problem solving, stress tolerance

Role in Leadership

• Resilience

– Ability to come back after a set back

• Competencies

– Independence, interpersonal relationships,

reality checking, flexibility, stress tolerance,

optimism

Role in Leadership

• Vulnerability

– Courage to show up and be seen when

uncertain of outcome

• Competencies

– Self-regard, emotional self-awareness,

emotional expression, interpersonal

relationships, reality checking

Role in Leadership

• Challenges - Courage and/or resilience

without vulnerability – No trust

– Founders syndrome

– Decreased capacity building

– Lack of humility

– Lack of transparency

– Power hording

– One-way communication

– Self-interest

The Bottom Line

What is the EQ-i2.0?

• A way to accurately assess strengths and blind spots: take the assessment in less than 20 minutes

• A predictable way to measures current level of emotional and social functioning: receive feedback on your results

• A vehicle for developing effectiveness in order to improve performance: develop a customized action plan in order to ensure you are focusing on the right development needs

The EQ-i2.0 Model

How Accurate is it?

• Great amount of rigor went into the research and

development of the tool

• 4,000 people took the assessment in order to

ensure results are accurate: you are compared

to your norm group

• Checks and balances built into the tool to ensure

the most accurate results

Results • You get an overall EQ-i2.0 result, as well as

individual results for each component

• You will receive feedback on your results and what they mean

• Your report includes strategies to further develop your emotional intelligence and a development plan template to help you make your commitment real

• Improving your Emotional Intelligence will not only help you be more successful at work, but outside of work too!

Enhance your EQ

• Which of the 16 scales

• What matters to you?

• What to focus on?

– feedback you’ve gotten and the areas that are most

important to your own aspirations.

– Take EQ2.0 assessment

• Focus on those crucial attributes

• Changes to make

– Practice those skills at home and work

Now it’s up to you!

Now it’s up to you!

Now it’s up to you!