Dealing with people is probably the biggest problem you face, especially if you are in business (Carnegie, 1937).
Emotional Intelligence (EI) or (EQ) encompasses three key areas: technical skills, intellectual capability (IQ), and emotional capability. While technical skills and IQ have been extensively researched, EQ remains less explored.
EQ involves recognising, understanding, and managing our emotions and those of others.
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It is divided into four clusters: Self-Awareness, Self-Management, Social Awareness, and Relationship Management.
Daniel Goleman, a notable figure in this field, found that successful managers and leaders often exhibit high levels of EQ, contributing to better financial results, organisational climates, and productivity gains. Unlike IQ, which is mainly genetic and stable, EQ can be developed at any age through self-evaluation, commitment to improvement, and behavioural practice. EQ does not necessarily increase with age; it requires learning from experiences.
The model of EQ includes Self-Awareness (understanding one's emotions and their impact), Self-Management (controlling emotions and impulses, maintaining honesty, adapting to changes, achieving excellence, and seizing opportunities), Social Awareness (empathy, understanding organisational dynamics, and meeting customer needs), and Relationship Management (leadership, developing others, influencing, initiating change, managing conflicts, building relationships, and fostering teamwork).
Organisations with emotionally intelligent leaders and professionals will likely be more successful and preferred employers. EQ is crucial for effective leadership and provides a competitive advantage in business.