Dear Colleagues, 

We always hear people discussing on "measuring emotional quotient" of a prospective employee. But what I think, is a person's emotional intelligence quotient is often not known or reflected.

Now, if we say about character, it is "who we really are" and if we are to talk about personality, it is "how we are percieved by our colleagues around us". Yeah, both these can be same or different for a particular person. Now, many of us play the "win the job factor". This is where they do everything they can to get a potential employer to see them in a positive light, often to the point of falsifying information. Again in the "dating game", many go to great lengths to impress someone else, often temporarily acting in ways that are not typical of them in order to win commitment to a relationship. Then there are other's who constantly try to trick others for selfish purposes. In that case, many of us lack awareness of our true values and qualities...right?? Some simply have not observed themselves carefully enough and others may not have received enough realistic feedback from others, while still others have "ego defense mechanisms" that are designed by the mind to protect itself from seeing and dealing with harsh reality.

Now, do you agree that a person's "EI" is often not known or reflected..

Discussions, views & thoughts of members are invited !!

Regards,

CHRM

"To win...you must stay in the game" - Claude Bristol

Yes,  even though we may not get exact scores we still have a direction that may indicate useful things about us. I use the  5 EQ Competencies that can be called CARES.

Creative tension, Active choice ,Resililience under pressure, Empathic relationships ,Self-awareness & self-control.

Here is an important note on what one client did.

Emotional Intelligence Used to Recruit IT, Business and Financial Graduates in 2006.

hy-phen Workforce Management Solutions, an industry-leading recruitment solutions provider, has been using Emotional Intelligence to predict the potential of graduates for one of its leading clients. They have been using the EBW Online Assessment System with their clients and have had very impressive results.

hy-phen Workforce Management Solutions, an industry-leading recruitment solutions provider, has been using Emotional Intelligence to predict the potential of graduates for one of its leading clients.

Emotional Intelligence is about how individuals manage both themselves and others. It is about understanding and gaining an accurate insight into an individual's motivation to succeed. This includes how to make decisions, why people behave the way they do, and how to maximize one's performance. This is the key to human capital management.

Until recently the main approaches to assessing and developing human behaviour have been personality questionnaires. However, by using the Emotional Intelligence model, it is possible to assess a candidate's ability to manage their personality and behaviour and hence their potential for success in different situations. In today's business environment what matters is not just a person's training or their expertise but their people skills and their ability to manage themselves and others. Understanding a candidate's Emotional Intelligence enables managers/recruiters to assess quickly the key behavioural competencies that predict success in the job role they are recruiting for.

Working with Brentfield Consultancy (Business Psychologists), hy-phen has been using the EBW™ System to assess IT, business and financial graduates' Emotional Intelligence for their clients.

Simon Rickman, Head of Operations at hy-phen, explains "For our clients we need to know that graduates not only have the right technical skills but, as important, the right balance of behavioural competencies and the potential to make a difference with customers. We use Peopleclick for managing the online recruitment process and we use the EBW system to assess the candidates' Emotional Intelligence. This helps us assess those candidates who have the potential our clients are looking for".

The EBW online system provides an eight-page report on each person. It highlights their potential for success and provides colour-coded interpretation of their Emotional Intelligence, i.e. red, amber or green. The system generates different questions depending on the candidate's Emotional Intelligence profile. This ensures that the interviewer always asks the right questions to check the candidate's suitability for the role.

Brentfield's Managing Director says, "The EBW expert system increases performance and saves costs not only because it concentrates on the 'real' human factors that determine success but also on focused questioning which enables smarter use of time for busy managers/recruiters".

For Steria, a European provider of IT solutions, hy-phen needed to interview 200 candidates prior to attending their graduate assessment centre. By using Peopleclick and the EBW system together, hy-phen provided a consistent and standardised approach to recruitment from job analysis through to interviewing before attending an assessment centre. The 45 min interview was focused on a candidate's Emotional Intelligence and his/her suitability for a range of IT/business/financial roles at Steria. The competencies assessed were then tested again through a series of complementary competency based exercises, also developed with Brentfield's expertise. This ensured that Steria got the right candidates for the right job.

Prof.Lakshman

Spiritual Intelligence

A New Paradigm of Intelligence

Leaders build all three forms of capital--material, social, and spiritual--by using their own intelligence. But here I am not just referring to IQ. I want to include the intelligence of the mind, the heart, and the spirit. I have written a great deal about the types of intelligence that correlate to the three types of capital:

• IQ, or intelligence quotient, was discovered in the early 20th century and is tested using the Stanford-Binet Intelligence Scales. It refers to our rational, logical, rule-bound, problem-solving intelligence. It is supposed to make us bright or dim. It is also a style of rational, goal-oriented thinking. All of us use some IQ, or we wouldn't be functional.
• EQ refers to our emotional intelligence quotient. In the mid-1990s, in Emotional Intelligence: Why It Can Matter More Than IQ, Daniel Goleman articulated the kind of intelligence that our heart, or emotions, have. EQ is manifested in trust, empathy, self-awareness, and self-control, and in the ability to respond appropriately to the emotions of others. It's a sense of where people are coming from; for example, if a boss or colleague seems to have had a fight at home before coming into the office that morning, it's not the best time to ask for a pay raise or put a new idea across.
• SQ, our spiritual intelligence quotient, underpins IQ and EQ. Spiritual intelligence is an ability to access higher meanings, values, abiding purposes, and unconscious aspects of the self and to embed these meanings, values, and purposes in living a richer and more creative life. Signs of high SQ include an ability to think out of the box, humility, and an access to energies that come from something beyond the ego, beyond just me and my day-to-day concerns. SQ is the ultimate intelligence of the visionary leader. It was the intelligence that guided men and women like Churchill, Gandhi, Nelson Mandela, Martin Luther King Jr., and Mother Teresa. The secret of their leadership was their ability to inspire people, to give them a sense of something worth struggling for.

12 Principles of Spiritually Intelligent Leadership
BELIEVE that all human beings are born with the capacity to use all three intelligences to some measure, because each contributes toward survival. A leader may be strong in one and weak in others, but each can be nurtured and developed. Spiritually intelligent leadership can be fostered by applying 12 principles:
• Self-Awareness: Knowing what I believe in and value, and what deeply motivates me
• Spontaneity: Living in and being responsive to the moment
• Being Vision- and Value-Led: Acting from principles and deep beliefs, and living accordingly
• Holism: Seeing larger patterns, relationships, and connections; having a sense of belonging
• Compassion: Having the quality of "feeling-with" and deep empathy
• Celebration of Diversity: Valuing other people for their differences, not despite them
• Field Independence: Standing against the crowd and having one's own convictions
• Humility: Having the sense of being a player in a larger drama, of one's true place in the world
• Tendency to Ask Fundamental "Why?" Questions: Needing to understand things and get to the bottom of them
• Ability to Reframe: Standing back from a situation or problem and seeing the bigger picture; seeing problems in a wider context
• Positive Use of Adversity: Learning and growing from mistakes, setbacks, and suffering
• Sense of Vocation: Feeling called upon to serve, to give something back

Each one of us is a conscious complex adaptive system, both physically and mentally. Any great enterprise on which we hope to embark will have flexible boundaries and be in constant creative dialogue with its environment. As I describe the properties of conscious complex adaptive systems, I am also describing the qualities of great, spiritually intelligent leadership, underpinned by vision, purpose, meaning, and values.

Prof.Lakshman

Hi

Greetings for the day!!

I have planned to conduct a short training session for the HR team and this is the topic I beleive will be a good insight.

Could I get help on this subject mater in more simpler terms so that I can p ut it across to them in a more effective manner.

COrdially,

preet

thanks a lot for  valuable and good understanding of the subject matter.

Cordially,

preet