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Emotional Intelligence

Definition of Emotional Intelligence

Emotional intelligence refers to a person’s ability to recognize, understand, manage, and reason using intentionally selected thoughts, strategies, and emotions. It is a critical ability in the workplace affecting understanding used in making decisions, solving problems, listening, and reflecting before responding to constructive criticism and communicating effectively with others. It is an active exercise in cognition and affect, comparing cognitive processes and emotions to interact and influence the way people think and make behavioral choices. These and other related competencies are a key predictor of success, and play a critical role in the workplace. Emotional intelligence influences how employees interact with their colleagues, develop and exhibit leadership abilities, and manage stress and conflict to positively affect overall job performance. At every juncture in the workplace along the career journey, a high level of emotional intelligence is critical to an employee’s progress and success.

Beginning: Possesses basic levels of self-awareness, self-regulation, self-management, and self-confidence. General understanding of how one fits into the organizational structure and workplace culture. Generally has positive interactions with others. Understanding of their own strengths and weaknesses. Demonstrates an optimistic outlook toward the organization and their place in it.

Progressing: Develops and fosters collaboration and team building and now thrives working in a team setting. Demonstrates change management skills and utilizes them to create positive change and optimism in the organization. Ability to understand and manage conflict. Utilizes personal strengths to improve the organization. Desire to improve oneself and improve the organization in which they work. Understanding of cross-functional and intercultural relationships. Uses questions much more frequently than statements or directives. Ability to take an empathetic, “big picture” approach to major interactions with others.

Mastered: Confidence to interact, contribute, and learn without emotional limitations or reservations. Ability to navigate cross-functional and intercultural relationships. Develops relationships of trust rather than strategic relationships which often involve ulterior motives. Seeks for understanding rather than judgement. Actively listens respectfully and with genuine interest and curiosity. Leverages key relationships to help others succeed and move their initiatives along. Key relationships are strategically crafted and maintained as a matter of upmost importance. Builds and leverages strong bonds in order to move the organization forward. Ability to display empathy in difficult or emotionally-charged situations. Adopting an “open door” policy for co-workers or direct reports.

How to Develop Emotional Intelligence

University Courses / Certificates

  • Cornell University Online – Psychology of Leadership Certification
  • University Of Utah Online – Leading with Ethics and Emotional Intelligence. Executive Program
  • Harvard University https://emotionalintelligencesociety.org

Training / Other Courses:

  • Emotional Intelligence 2.0 Assessment and on-line Training
  • Corporate Training Materials.com: Emotional Intelligence
  • Encore Consulting Group: Emotional Intelligence, The Missing Ingredient
  • LinkedIn Learning: Leading with Emotional Intelligence
  • Courseware.com: Emotional Intelligence
  • Udemy: Leading with Emotional Intelligence

Professional Associations / Certifications / Assessments:

  • TalentSmart Inc. Mastering Emotional Intelligence Level 1 Certification (PHR, SPHR, CCE credit)
  • TalentSmart Inc. Mastering Emotional Intelligence Level 2 Certification (PHR, SPHR, CCE credit)
  • Emotional Intelligence Appraisal--ME 360º
  • Emotional Intelligence Appraisal – Multi-Rater & 360º
  • Emotional Intelligence 2.0 Read, Assess, On-line Learning Program
  • Unlocking EQ: Sixseconds Emotional Intelligence Network Certification

Books / Publications / Subscriptions:

  • Emotional Intelligence 2.0 – Travis Bradberry & Jean Greaves
  • Strengths Finder 2.0 – Tom Rath
  • The EQ Leader, by Steven J. Stein, PHD
  • Working With Emotional Intelligence, by Daniel Goleman
  • Emotional Intelligence Focus – HBR EQ Series, by Daniel Goleman

Experiences:

  • Take a Myers-Briggs-type personality test to receive insights into dominant behaviors for your personality type. Select two or three other co-workers to do the same. Then collaborate on findings and learn together toward improvement strategies with what you learned.
  • Take the Thomas Kilmann Conflict Mode Instrument (TKI) to learn your conflict management tendencies, identify potential challenges, and set goals for how you can improve. Select a trusted group of co-workers to participate to identify conflict management challenges within a teams and learn constructive ways to handle those challenges.
  • Participate in a Gallup-Strengthsfinder 2.0-type assessment to enhance self-awareness and highlight your most natural strengths and most pronounced weaknesses. Select two or three other co-workers to do the same. Collaborate and learn together how to link key strengths to positive and constructive emotional behaviors
  • For 30 days, take time each day to reflect on your behaviors for the day. Keep a log on how you perceive yourself versus how you are perceived by others. Record what you learned by observing your behavior changes over time.
  • Ask a supervisor or trusted co-worker to identify core values of the organization where you work. Identify your personal core values and compare and contrast. Blend the two as much as possible and evaluate if you are living in accord with them.
  • Keep an emotional intelligence journal. Record a personal narrative of your interactions, emotional thoughts, and feelings and objectify them each day. Jot down what you learn.
  • Contact Megan Goodman (megan_goodman@byu.edu) and subscribe to her “Monday Morning Message” that includes weekly Emotional Intelligence insights, tips and learning. Focus on those principles each week.
  • Make it a point to observe others you work with. We are all more alike than we are different. Watch for and learn to identify EQ cues. In observing other people, we can often learn a great deal about our own behaviors.
  • Choose a good EQ-centered book to read. Select two or three co-workers to join you. Meet weekly to discuss assigned chapters. Learn and progress together.
  • Take an EQ Assessment that uses 360 degree feedback. Engage the help of your supervisor and up to eight trusted peers to provide you with EQ performance feedback.

How to Demonstrate Emotional Intelligence

DO: Describe what you did in completing/achieving your development plan

  • Describe your mutually agreed upon assignment or other chosen but related activity and why you chose it.
  • Share other activities or opportunities that surfaced while engaged in your chosen approach and how they captured your attention in support of your chosen direction.
  • Share experiential EQ discoveries using before and after comparisons describing what you learned and how it has changed your approach to life and business.

ASSESS: Share, if applicable, any assessments that were taken/provided related to your journey

  • Describe formal assessments you chose and participated in along with their results. Why did you choose them? What were the take aways? How did they affect change in your behaviors and/or approach?
  • If no formal assessment is available, be prepared to explain your own assessment of your journey in this area and any results coming from you efforts.
  • Report feedback from others you interact with that authenticates claimed positive change or progress.

LEARN: Explain what you felt that you were able to learn during your journey/experiences

  • Discuss your developmental learning experience. Specifically include new knowledge acquired, changes in outlooks resulting from the learning, and any ah-ha experiences that have permanently altered your approach going forward.
  • Articulate learned principles, practice, and new awareness incorporated as a result of new learning.

APPLY: Give specific examples where you have made, or plan to make, direct changes to your work

  • Explain revelatory experiences you encountered or other practical EQ knowledge you have incorporated into your work that has changed your approach to your current responsibilities or that you expect to help you as you move forward.
  • Share how your new approaches to your work is impacting specific work and relationship outcomes.

REFLECT: Review/consider things you would have done differently had you had this experience earlier

  • Think back on your work and/or life approach before your recent learning and progress in your current selected journey. Identify any EQ weaknesses that held you back from progressing.
  • Share specific experiences where past outcomes could have been different if you knew then what you know now. Project possible future experience examples where you may be able to predict positive outcomes directly related to your recent learning.