EI Assessment Tools – March 2016

Facilitated By: Mary Anne Trotman & Catherine Shepherd

Mary Anne and Catherine gave us a very useful and practical overview of Emotional Intelligence, with a particular focus on examples where it has had measurable effects on organisations’ performance.

We started by talking about what EI (Emotional Intelligence) comprises, particularly around self awareness, self management, social awareness and relationship management. Goleman identifies 18 competencies associated with “stand-out leaders”, where EI determines leaders’ effectiveness over and above the “threshold ability” of IQ. In other words, you need a minimum level of intelligence to be a leader but, above that, it’s EI that counts. We also talked about the difference between a trait (generally self-reported) and an ability (measurable).

In answer to the question, Why Does EI Matter, we were told that it makes a significant difference in earnings, with an average $29k higher earnings for those who scored highly on their EI. That might be a great motivation for an individual, but there are also benefits for the employer in helping people develop their EI. We looked at two case studies, one a manufacturing plant which greatly reduced time lost due to accidents and the number of grievances while exceeding their productivity goals by $250k. Another was Whitbread which reports higher guest satisfaction, lower staff turnover and a 34% greater profit growth.

We also saw an overview of various EI measurement tools, some measuring ability, others traits. We agreed that it was a very useful introduction to the topic for those of us less familiar with the topic, while also providing a very up-to-date refresher with the more experienced among us.

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