Emotional Competence Framework for understanding Emotional Intelligence

PERSONAL COMPETENCE

Self-Awareness

EMOTIONAL AWARENESS: Recognizing one’s emotions and their effects. People with this competence:

  • Know which emotions they are feeling and why
  • Realize the links between their feelings and what they think, do, and say
  • Recognize how their feelings affect their performance
  • Have a guiding awareness of their values and goals

ACCURATE SELF-ASSESSMENT: Knowing one’s strengths and limits. People with this competence are:

  • Aware of their strengths and weaknesses
  • Reflective, learning from experience
  • Open to candid feedback, new perspectives, continuous learning, and self-development
  • Able to show a sense of humor and perspective about themselves

SELF-CONFIDENCE: Sureness about one’s self-worth and capabilities. People with this competence:

  • Present themselves with self-assurance; have “presence”
  • Can voice views that are unpopular and go out on a limb for what is right
  • Are decisive, able to make sound decisions despite uncertainties and pressures

Self-Regulation

SELF-CONTROL: Managing disruptive emotions and impulses. People with this competence:

  • Manage their impulsive feelings and distressing emotions well
  • Stay composed, positive, and unflappable even in trying moments
  • Think clearly and stay focused under pressure

TRUSTWORTHINESS: Maintaining standards of honesty and integrity. People with this competence:

  • Act ethically and are above reproach
  • Build trust through their reliability and authenticity
  • Admit their own mistakes and confront unethical actions in others
  • Take tough, principled stands even if they are unpopular

CONSCIENTIOUSNESS: Taking responsibility for personal performance. People with this competence:

  • Meet commitments and keep promises
  • Hold themselves accountable for meeting their objectives
  • Are organized and careful in their work

ADAPTABILITY: Flexibility in handling change. People with this competence:

  • Smoothly handle multiple demands, shifting priorities, and rapid change
  • Adapt their responses and tactics to fit fluid circumstances
  • Are flexible in how they see events

INNOVATIVENESS: Being comfortable with and open to novel ideas and new information. People with this competence:

  • Seek out fresh ideas from a wide variety of sources
  • Entertain original solutions to problems
  • Generate new ideas
  • Take fresh perspectives and risks in their thinking

Self-Motivation

ACHIEVEMENT DRIVE: Striving to improve or meet a standard of excellence. People with this competence:

  • Are results-oriented, with a high drive to meet their objectives and standards
  • Set challenging goals and take calculated risks
  • Pursue information to reduce uncertainty and find ways to do better
  • Learn how to improve their performance

COMMITMENT: Aligning with the goals of the group or organization. People with this competence:

  • Readily make personal or group sacrifices to meet a larger organizational goal
  • Find a sense of purpose in the larger mission
  • Use the group’s core values in making decisions and clarifying choices
  • Actively seek out opportunities to fulfill the group’s mission

INITIATIVE: Readiness to act on opportunities. People with this competence:

  • Are ready to seize opportunities
  • Pursue goals beyond what’s required or expected of them
  • Cut through red tape and bend the rules when necessary to get the job done
  • Mobilize others through unusual, enterprising efforts

OPTIMISM: Persistence in pursuing goals despite obstacles and setbacks. People with this competence:

  • Persist in seeking goals despite obstacles and setbacks
  • Operate from hope of success rather than fear of failure
  • See setbacks as due to manageable circumstance rather than a personal flaw

SOCIAL COMPETENCE

Social Awareness

EMPATHY: Sensing others’ feelings and perspective, and taking an active interest in their concerns. People with this competence:

  • Are attentive to emotional cues and listen well
  • Show sensitivity and understand others’ perspectives
  • Help out based on understanding other people’s needs and feelings

SERVICE ORIENTATION: Anticipating, recognizing, and meeting customers’ needs. People with this competence:

  • Understand customers’ needs and match them to services or products
  • Seek ways to increase customers’ satisfaction and loyalty
  • Gladly offer appropriate assistance
  • Grasp a customer’s perspective, acting as a trusted advisor

DEVELOPING OTHERS: Sensing what others need in order to develop, and bolstering their abilities. People with this competence:

  • Acknowledge and reward people’s strengths, accomplishments, and development
  • Offer useful feedback and identify people’s needs for development
  • Mentor, give timely coaching, and offer assignments that challenge and grow a person’s skill

.LEVERAGING DIVERSITY: Cultivating opportunities through diverse people. People with this competence:

  • Respect and relate well to people from varied backgrounds
  • Understand diverse worldviews and are sensitive to group differences
  • See diversity as opportunity, creating an environment where diverse people can thrive
  • Challenge bias and intolerance

POLITICAL AWARENESS: Reading a group’s emotional currents and power relationships. People with this competence:

  • Accurately read key power relationships
  • Detect crucial social networks
  • Understand the forces that shape views and actions of clients, customers, or competitors
  • Accurately read situations and organizational and external realities

Social Skills

INFLUENCE: Wielding effective tactics for persuasion. People with this competence:

  • Are skilled at persuasion
  • Fine-tune presentations to appeal to the listener
  • Use complex strategies like indirect influence to build consensus and support
  • Orchestrate dramatic events to effectively make a point

COMMUNICATION: Sending clear and convincing messages. People with this competence:

  • Are effective in give-and-take, registering emotional cues in attuning their message
  • Deal with difficult issues straightforwardly
  • Listen well, seek mutual understanding, and welcome sharing of information fully
  • Foster open communication and stay receptive to bad news as well as good

LEADERSHIP: Inspiring and guiding groups and people. People with this competence:

  • Articulate and arouse enthusiasm for a shared vision and mission
  • Step forward to lead as needed, regardless of position
  • Guide the performance of others while holding them accountable
  • Lead by example

CHANGE CATALYST: Initiating or managing change. People with this competence:

  • Recognize the need for change and remove barriers
  • Challenge the status quo to acknowledge the need for change
  • Champion the change and enlist others in its pursuit
  • Model the change expected of others

CONFLICT MANAGEMENT: Negotiating and resolving disagreements. People with this competence:

  • Handle difficult people and tense situations with diplomacy and tact
  • Spot potential conflict, bring disagreements into the open, and help deescalate
  • Encourage debate and open discussion
  • Orchestrate win-win solutions

BUILDING BONDS: Nurturing instrumental relationships. People with this competence:

  • Cultivate and maintain extensive informal networks
  • Seek out relationships that are mutually beneficial
  • Build rapport and keep others in the loop
  • Make and maintain personal friendships among work associates

COLLABORATION AND COOPERATION: Working with others toward shared goals. People with this competence:

  • Balance a focus on task with attention to relationships
  • Collaborate, sharing plans, information, and resources
  • Promote a friendly, cooperative climate
  • Spot and nurture opportunities for collaboration

TEAM CAPABILITIES: Creating group synergy in pursuing collective goals. People with this competence:

  • Model team qualities like respect, helpfulness, and cooperation
  • Draw all members into active and enthusiastic participation
  • Build team identity, esprit de corps, and commitment
  • Protect the group and its reputation; share credit

© 2004 The Consortium for Research on Emotional Intelligence in Organizations: Robert Emmerling, Psy.D. :www.eiconsortium.org/

Advertisements

14 Responses to “Emotional Competence Framework for understanding Emotional Intelligence”

  1. Monalisa Dongre Says:

    comprehensive:)

  2. Monalisa Dongre Says:

    comprehensive & valuable:)

  3. K N Sen Says:

    Interesting and Useful

  4. Neha Dogra Says:

    Kindly go through my article on the following link:
    http://www.gather.com/viewArticle.jsp?articleId=281474976916156

  5. Heart_Man Says:

    For over 30 years I experienced several life threatening chronic illnesses. Through the Grace of God I was lead to several people and organizations that aided me in understanding, positively dealing with and transforming these illnesses. For the past few years I have devoted my life to sharing what I have learned with others. The two most impactful organizations I was lead to are The Institute of HeartMath – http://www.emotionalmastery.com and Landmark Education – http://www.landmarkeducation.com.

    The American Institute of Stress and The Centers for Disease Control have both reported that up to 90% of all illnesses are due to stress. I was lead to The Institute of HeartMath in 1997 and discovered that all of my illnesses were due to stress and emotions I had been experiencing in my life. Through learning and practicing HeartMath’s tools and technologies, I am able to prevent, manage and reverse the effects of stress and unmanaged emotions, in-the-moment, achieve better health, more energy, improved mental and emotional clarity, and improved performance and relationships. HeartMath’s tools and technologies are scientifically substantiated; they literally saved my life.

    Landmark Education provided me with the knowledge and tools to identify and put in my past, barriers that were stopping me from living a powerful life and a life I love. Through this Education, I have reached an unshakeable Faith.

  6. Krishna rao Says:

    All the good qualities required for an individual are high lighted with comprehensive explanations. With self assessment tools, the scores on these parameters can be measured. Individuals get maximum benefits if the organizations/institutions make use of this data to tap and develop the individuals with HR interventions. Work is an outlet for self expression. Strengthening the strengths should be the motto to energize the individuals further.

  7. casinosfreebonusesv Says:

    deposit free bonus casino
    see to signature…

  8. freeeeringtones Says:

    popular free ringtones

    http://www.thehotstop.info

    signature…

  9. Microsoft Software Download Palace Says:

    Really nice site you have here. IÃƒà ’Ã‚Â¢ÃƒÂ¢Ã¢â‚¬Å¡Ã‚Â¬ÃƒÂ¢Ã¢â‚¬Å¾Ã‚Â¢ve been reading for a while but this post made me want to say 2 thumbs up. Keep up the great work

  10. MAYA Says:

    thanks for this page… i do need it

  11. Liquid Vitamin : Says:

    ther are lots of free ringtone sites on the internet if you just keep on searching on google,**

  12. Food Scales Says:

    ~.` I am really thankful to this topic because it really gives great information -`,

  13. Gopal Rathod Says:

    I would like to say thanks to those team I inspired by this site

  14. business coaching Says:

    I was very pleased to find this site. I need to to
    thank you for ones time for this particularly wonderful read!!
    I definitely savored every part of it and I have you bookmarked to check out new things on your site.

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s


%d bloggers like this: