It has become increasingly clear that traditional intelligence (and IQ) is not enough to determine success. As the world becomes increasingly inter-connected, people need to work far more co-operatively. It is now recognised that, to manage, relate and work with others, a different set of skills are required. It is Emotional Intelligence, which is filling this gap.
Emotional Intelligence is concerned with your:
knowledge of yourself – self-awareness;
knowledge of others – emotional literacy;
ability to mange yourself – self-regulation or self-control;
ability to mange others – social skills;
ability to motivate yourself – energy, drive, creativity and self-motivation;
ability to motivate others – influence, inspiration and leadership.
Emotional Intelligence does not focus on the personality of the individual; instead it works by increasing self-awareness – something we can all do if we develop the attitude and motivation to
The effect is that we:
sharpen our vision– we become clearer about ourselves and others. We learn to recognise what we are good at or not so good at. We learn to recognise strengths and weaknesses in others without getting unnecessarily emotional;
increase our flexibility – we learn why we sometimes over-react or get things out of proportion. By examining our potential ‘dark side’ we gain insight into our own potential for ‘derailing’ or not achieving our potential
build stronger working relationships – increasing self-knowledge automatically increases our knowledge and understanding of others. This helps us to understand, listen and appreciate people – which are the building blocks of good relationships.
release new levels of energy – self-discovery and better relationships are tools that uncover deep wells of energy within us. Even those who think that we are busy and driven can discover new energy and inspiration that has remained untapped or unfocussed – we are all, still, prospecting and discovering in the great well of life.
All EI questionnaires are in danger of being less effective because they suffer from a basic paradox which is ‘how can someone report on their own self-awareness. By definition someone cannot be aware of what they are not aware of!’ Most questionnaires do not address this problem and hence fail to accelerate the ‘process.’ The benefit of EIQ3D is that it kick-starts the process far more effectively. It does this by soliciting feedback from a third party. The person chosen is called a “challenger” because they are selected for their knowledge of the individual, their potential for insight and their willingness to be open and honest.
The advantages of using one challenger are:
challenges the individual to be more honest and insightful – people report that the process of nominating a challenger has an effect of making them answer the questionnaire in a more searching and more deeply honest way;
creates better conditions for change – the process is much more intimate. This is always better for addressing deeper personal issues – the raw material of EI;
is quick and easy-to-use – the process uses innovative software so that it can all be managed online as easily as completing any other questionnaire – and yet the reports combine both views in an easy to read format.