Stay in Touch

Subscribe to my monthly e-zine and get blog posts and other leadership resources delivered to your inbox.
Tool Box: EQ-in-Action Profile

Tool Box: EQ-in-Action Profile

Earlier this year, I updated my certification in the EQ-in-Action Profile through Learning in Action Technologies. For those of you with an interest in emotional intelligence, I highly recommend this tool.

Few people still question the importance of emotional intelligence to success in leadership and life. Since Daniel Goleman published Emotional Intelligence in 1995, there has been a tidal wave of research and writing about what EQ is and why it matters. Here’s some of those findings from Goleman’s 1998 book, Working with Emotional Intelligence:

  • Across companies and types of jobs, emotional intelligence is twice as important as technical skill and IQ combined in distinguishing star performers from average performers.
  • Emotional intelligence is more important the higher you go as a leader; for top executives, it accounts for 85% of the difference between star performers and average performers.
  • One study at a global company found that division leaders who were strong in 6 or more emotional competencies outperformed their yearly revenue goals by 15-20%. Division leaders who were weak in those competencies underperformed their yearly revenue goals by the same amount.

Clearly, emotional intelligence matters to workplace success. So, how do you assess your skills in this area? How do you begin a conversation about emotional intelligence with your team? That’s where the EQ-in-Action Profile comes in. It’s one of several tools available that measures and assesses emotional intelligence. It specifically provides a picture of your tendencies in three fundamental domains related to emotional intelligence: self-awareness, self-regulation, and empathy.

Here’s why I like this particular tool:

  1. It’s video-based. In other words, users track and report their actual internal experience when watching 8 short vignettes of challenging organizational situations. So, what you get is a profile based on your real-time responses to difficult interactions, and relationships are where emotional intelligence really matters.
  2. It doesn’t depend on self-reported data about past events. This matters because our memories of past events, particularly emotionally challenging events, are often biased or incomplete.
  3. It puts emotional intelligence squarely in the context of challenging human interactions. I don’t know what else to say here – this is where emotional intelligence plays out, and either helps, or hinders.
  4. There’s no score. Instead, users receive an extensive profile report based on their individual data. So, instead of reacting to a number, you’re invited into a conversation about the information in the report.
  5. It leads to valuable reflection. I’ve used the tool with several clients, one just recently, and each time our discussion of the report has deepened my client’s self-awareness (itself an important EQ capacity), and opened up areas for exploration and practice.
  6. It supports practice and development. The EQ-in-Action Profile comes with the EQ Fitness Handbook, which provides practice suggestions for developing each of the key emotional intelligence capacities that the tool measures.

You can find a couple of sample EQ-in-Action profile reports at Learning in Action Technologies, along with more information about the tool itself. If you’re interested in using the tool to learn more about your own emotional patterns, especially in challenging interactions, or if you’d like to talk about ways to use the tool with your entire team, please contact me. I’d be happy to answer questions.

Your turn: What’s your experience of emotional intelligence in the workplace? How do you see its presence, or absence, affecting results?

 

Sorry, comments are closed for this post.