Emotional Intelligence Competencies
The Emotional Intelligence Competencies of High Achievers – 1998 - Daniel Goleman
These competencies determine how we manage ourselves.
Knowing one's internal states, preferences, resources and intuitions.
- Emotional Awareness: Recognising one's emotions and their effects.
- Accurate Self-assessment: Knowing one's strengths and limits.
- Self-confidence: A strong sense of one's self-worth and capacities.
Managing one's internal states, impulses and resources.
- Self-Control: Keeping disruptive emotions and impulses in check.
- Trustworthiness: Maintaining standards of honesty and integrity.
- Conscientiousness: Taking responsibility for personal performance.
- Adaptability: Flexibility in handling change.
- Innovation: Being comfortable with novel ideas, approaches and new information.
Emotional tendencies that guide or facilitate reaching goals.
- Achievement drive: Striving to improve or meet a standard of excellence.
- Organisational Commitment: Aligning with the goals of the group or organisation.
- Initiative: Readiness to act on opportunities.
- Optimism: Persistence in pursuing goals despite obstacles and setbacks.
These competencies determine how we handle relationships.
Social Awareness and Empathy
Awareness of other's feelings, needs and concerns.
- Understanding Others: Sensing others' feelings and perspectives and taking an active interest in their concerns.
- Developing others: Sensing others' development needs and encouraging their abilities.
- Service orientation: Anticipating, recognising and meeting customers' needs.
- Leveraging diversity: Cultivating opportunities through different kinds of people.
- Political awareness: Reading a group's emotional currents and power relationships.
Adeptness at inducing desirable responses in others.
- Communication: Listening openly and sending convincing messages.
- Conflict Management: Negotiating and resolving disagreements.
- Change Catalyst: Initiating or managing change.
- Building bonds: Nurturing instrumental relationships.
- Collaboration and co-operation: Working with others towards shared goals.
- Team capabilities: Creating group synergy in pursuing collective goals.
- Influence: Wielding effective tactics for persuasion.
- Leadership: Inspiring and guiding individuals and groups.
A Framework of Emotional Competencies – 2002 - Daniel Goleman
This model is a refinement of the previous model he used in 1998.
- Emotional Self-Awareness
- Accurate Self-Assessment
- Service Orientation
- Achievement drive
- Initiative (+Innovation)
- Developing others
- Conflict management
- Change catalyst
- Building Bonds
- Teamwork & Collaboration
Three key clusters into which the twenty EI competencies were grouped emerged:
- Self-Management, and
- Social Awareness (which includes Empathy), along with
Relationship Management, which, in the statistical analysis, included the Social Awareness cluster.
While this revised model verifies that the competencies nest within each EI domain, it also suggests that the distinction between the Social Awareness cluster and the Relationship Management cluster may be more theoretical than empirical.
In this revised model the following competencies were regrouped:
- Innovation was collapsed into Initiative;
- Optimism was integrated with Achievement Drive;
- Leveraging Diversity and Understanding Others combined to become Empathy;
- Organizational Commitment was collapsed into
the separate competencies Collaboration and Team Capabilities became one,
called Teamwork and Collaboration.
- Political Awareness was renamed Organizational Awareness, and
- Emotional Awareness became Emotional Self-Awareness.
Kartik Vyas, is a management trainer, yoga mentor and consultant as well as a motivational speaker. He has trained more than 41,000 people from 14 nations over the last 25 years. You can reach him at www.kartikvyas.com