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Understanding Emotional Intelligence

Understanding Emotional Intelligence

If your business had a choice between someone really smart (IQ) or someone really emotionally smart (EQ), what would you choose?

Traditionally, in a school and university environment, we choose IQ above EQ every time. Everything in our schooling system is designed to promote our IQ over our EQ.

“Show me how I’m measured and I will show you how I perform”.

 We study harder to get better grades so that we will be able to show our potential employers how smart (IQ) we are. Our measurements drive our behaviour and our behaviour drives our results.

So isn’t it interesting that it is our EQ that is the best predictor of our tangible results, the results that actually shout – I get things done!

In their book Emotional Intelligence 2.0, Dr Travis Bradberry and Dr. Jean Greaves define EQ as:

“the ability to identify, consider and control emotions in oneself and to recognize them in others, brought on by a combination of self-awareness, self-management, social awareness and relationship management.”

“[EQ is] the single biggest predictor of performance in the workplace and the strongest driver of leadership and personal excellence.”

(Bradberry & Greaves, 2009, p. 21)

According to the authors, EQ accounts for 58% of our job performance and 90% of top performers have a high EQ.

Think about that. The key driver to our performance at work is not the measurement we are schooled and trained for; not the behaviour we try to improve and not the skills we are taught as part of our curriculum/training.

Has one letter ever made so much of a difference? “I before E except after C” – maybe C stands for common sense?

This information is widely available and easily understood, yet apparent common sense still dictates that we surround ourselves with smart people and build our teams with the best people we can find. Smart is necessary, but not sufficient, to get the results you want from the teams you have or are busy building.

Smart is necessary, but not sufficient.

 Look at the following diagram of critical skills that high EQ is essential for:

Emotional Intelligence Tree

Do you recognise areas within your business that are under pressure?

So how do we find these people who have high EQs and build these teams? What are the measurements that we should deploy in choosing them?

Let’s start with you.

Take this free test and check back in with us for Part 2 of this post where we will show you how to successfully build a team with naturally occurring EQ.

Who knows, the answer might be as simple as changing a letter.

Click here to take the free test now.


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