How is Talent Promoted Within your Organisation?
Are Leadership positions filled due to natural progression as a result of time spent in role? Or due to technical competence? Or perhaps a reward for loyal service? Management Competencies such as Emotional Self-Awareness, Influencing Skills, Positive Self-Regard, Assertiveness are all key components of Emotional Intelligence (EI) and key skills for Emotionally Intelligent Leaders.
What is Emotional Intelligence?
As the EQ-i 2.0 measures emotional intelligence (EI), it’s important to consider: What EI is, What it measures, and How it can impact people and the workplace.
Emotional intelligence is defined as:
“a set of emotional and social skills that influence the way we perceive and express ourselves, develop and maintain social relationships, cope with challenges, and use emotional information in an effective and meaningful way”
Emotional intelligence (EI) as defined here and applied in the Emotional Quotient Inventory (EQ-i 2.0) reflects one’s overall well-being and ability to succeed in life.
Why is EI Important?
While emotional intelligence isn’t the sole predictor of human performance and development potential, it is proven to be a key indicator in these areas. Emotional Intelligence is also not a static factor — to the contrary, one’s emotional intelligence can change over time and can be developed in targeted areas.
The EQ-i 2.0 measures the interaction between a person and the environment he/she operates in. Assessing and evaluating an individuals emotional intelligence can help establish the need for targeted development programs and measures. This in turn can lead to dramatic increases in the person’s performance, interaction with others, and leadership potential.
The development potentials theEQ-i 2.0 identifies, along with the targeted strategies it provides, make it a highly effective employee development tool.
Recruitment And Retention
The EQ-i 2.0 is versatile in workplace environments and can be used by employers, HR and OD consultants, psychologists, or EQ-i 2.0 certified professionals as a screening tool in hiring, leading to the selection of emotionally intelligent, emotionally healthy and the most-likely successful employees.
Supplemented by other sources of information such as interviews, the EQ-i 2.0 can make the recruitment and selection process more reliable and efficient. A sound recruiting process leads to higher retention rates and reduced turnover which can result in significant cost savings, improved employee effectiveness and increased morale.