EMOTIONAL INTELLIGENCE
INTRODUCTION
A form of intelligence
relating to the emotional side of life, such as
the ability to recognize and manage one's own and others' emotions, to motivate
oneself and restrain impulses, and to handle interpersonal relationships
effectively.
ORIGIN
As a term, Emotional
Intelligence (also known as emotional intelligence quotient – EQ) made its
first appearance in 1989 in an article by two American academic psychologists, John D Mayer and Peter Salovey. The
article defined emotional intelligence as ‘the ability to monitor one’s own and
others’ feelings and emotions, to discriminate among them, and to use this
information to guide one’s thinking and actions’.
Mayer-Salovey ability model
The authors argued that emotional intelligence consisted of four
separate elements (the Mayer-Salovey ability model):
● Identifying emotions: the ability to perceive emotions in oneself and others, as
well as in objects, art and events.
● Using emotions: the ability to generate, use and feel emotion to communicate
feelings, or employ them in thinking or creating.
● Understanding emotions: the ability to understand emotional information, how emotions
combine and progress, and to reason about such emotional meanings.
● Managing emotions: the ability to regulate emotions in oneself and others so as
to promote personal understanding and growth.
Daniel Goleman
It was only in 1995 that emotional intelligence came to
public attention as a result of a book by Daniel Goleman Emotional intelligence: why it can matter more than IQ. In his book, Goleman, a psychologist and journalist,
summarised the work of Mayer, Salovey and others to make it accessible to a
wider audience
Five Domains of EQ - Daniel Goleman
Goleman identified
the five 'domains' of EQ as:
1. Knowing your emotions.
2. Managing your own emotions.
3. Motivating yourself.
4. Recognising and understanding other people's emotions.
5. Managing relationships, ie., managing the emotions of others.
Daniel Goleman’S MODEL
Goleman, in association with the Hay Group, has developed the
following model of competencies:
I. Personal competence: these
competencies determine how we manage ourselves.
1. Self-awareness: knowing one’s internal states, preferences, resources and
intuitions.
2. Emotional self-awareness: recognising one’s emotions and their effects.
3. Accurate self-assessment: knowing one’s strengths and limits.
4. Self-confidence: a strong sense of one’s self-worth and capabilities.
5. Self-management: managing one’s internal states, impulses and resources.
6. Self-control: keeping disruptive emotions and impulses in check.
7. Trustworthiness: maintaining standards of honesty and integrity.
8. Conscientiousness: taking responsibility for personal performance.
9. Adaptability: flexibility in handling change.
10. Achievement-orientation: striving to improve or meeting a standard of excellence.
11. Initiative: readiness to act on opportunities.
II. Social competence: these competencies determine how we handle relationships.
1. Social awareness: awareness of others’ feelings, needs and concerns.
2. Empathy: sensing others’ feelings and perspectives, and taking an
active interest in their concerns.
3. Organisational awareness: reading a group’s emotional currents and power relationships.
4. Service orientation: anticipating, recognising and meeting customers’ needs.
5. Social skills: adeptness at inducing desirable responses in others.
6. Developing others: sensing others’ developmental needs and bolstering their
abilities.
7. Leadership: inspiring and guiding individuals and groups
8. Influence: wielding effective tactics for persuasion.
9. Communication: listening openly and sending convincing messages.
10. Change catalyst: initiating or managing change.
11. Conflict management: negotiating and resolving disagreements.
12. Building bonds: nurturing instrumental relationships.
13. Teamwork and collaboration: working with others toward shared goals. Creating group
synergy in pursuing collective goals.
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