Answers: Emotional intelligence quiz.

Emotional intelligence quiz.

Emotional intelligence accounts for 58% of performance in all job types.

So how familiar are you with it?

Q1. What percentage of people have no awareness of Emotional intelligence?

Answer 64%

Q2. What percentage of high achievers have high Emotional Intelligence?

Answer 90%.

Q3. It's possible to reduce attrition rates by what percentage?

Answer 50%

Q4. In what type of occupational area/seniority level are people 40% more effective.

Answer: "Leadership"

Q5. When better applying emotional intelligence in salespeople/teams... it's possible to increase sales by what percentage?

Answer: 20%

Q6. How many dimensions/factors shape your emotional intelligence?

Answer: "Five"

Q7. Which one of these factors is featured in the Quiz?

Answer: "Motivations"

Q8. Emotional intelligence can be measured, in the same way as IQ can - what is this called?

Answer: "EQ!

Emotional intelligence is something which I've become fascinated about.

Below I've outlined some of the things I've discovered and several questions you may wish to ask yourself.

YOUR EMOTIONAL INTELLIGENCE

E.I. is so critical to success that it accounts for 58 per cent of performance in all types of jobs.

How emotionally intelligent are you?

Emotional intelligence is a broad description of the ability to understand and control one’s own emotions, together with the ability to manage relationships through the recognition and understanding of other people’s emotions.

There are four primary areas in which professionals apply emotional intelligence, wisely or poorly, when making decisions in management and in leadership. These are:

• Self-awareness. The ability to understand your emotions as well as recognise their impact on relationships and performance. This relates to accurate self-assessment and self-confidence.
• Self-management. Controlling your emotions and using your awareness of them to stay flexible and act positively. A critical aspect of a business is the ability to keep any disruptive emotions under control in changing situations and overcoming difficulties. This relates to transparency (trustworthiness), adaptability, achievement orientation, initiative and optimism.
• Social awareness. Your ability to identify emotions in other people and to understand their perspective and take an interest in their concerns. This relates to empathy, organizational awareness and service orientation.
• Social skills/relationship management. Your ability to use your awareness of your own emotions together with your understanding of the emotions of others to manage interactions successfully. A critical aspect in business is the ability to take charge and inspire others while sending out clear, convincing and well-tuned messages. This relates to inspirational leadership, influence, developing others, change catalyst, conflict management, building bonds, teamwork and collaboration.

And there’s a fifth dimension!

Motivation is integral to your emotional intelligence Daniel Goleman, who developed the concept of Emotional Intelligence in the mid-’90s, identified four elements that makeup motivation: our personal drive to improve and achieve, commitment to our goals, initiative, or readiness to act on opportunities, as well as optimism and resilience.

Emotionally intelligent people are motivated by goals and expectations which they set for themselves, this makes them resilient and persistent i.e. they are self-motivated.

YOUR EMOTIONAL INTELLIGENCE

But what does it really mean in the workplace?

Emotions impact behaviour

Emotional Intelligence may be considered as our ability to perceive, evaluate and exercise emotions. What is clear is that the greater your awareness of your Emotional Intelligence, the greater control you can exercise in terms of managing your emotional responses in any given situation. You may wish to reflect on the following issues:

• Being aware of your strengths, limitations and mood.
• Thinking about the implications of your options and making the smartest choices – understand sometimes doing nothing is the best option.
• Being aware of the people you’re interacting with, their strengths, limitations and mood. Their feelings, preferences, capabilities, motivations and options open to them. And their behavioural style.
• Thinking about the implications of your behaviour towards them, what you ask of them, how you ask it, what you say or don’t say and what you do or don’t do. And the action you choose to take.
• How well do you manage your relationships with other people? Are your requests of other people ones which have good clarity? Where appropriate, do you apply the right level of assertiveness? Are you nice or nasty, tough or fair?

Emotions / moods include:

Which of these are you experiencing now?

• Which of these have you experienced in the last 12 months?
• Which of these has most significantly impacted your behaviour in a positive way?
• Which of these has most significantly impacted your behaviour in a negative way?
• What observations do you have about the people with whom you work and their moods?

How emotionally intelligent are you? Here’s a small set of questions and examples to help you:

Self-awareness

Consider

• To what extent, are you inclined to overestimate yourself and the quality of your work?
• How good are you at recognising your own emotional state?
• Does your emotional state ever compromise your focus and therefore effectiveness?
• Are you distracted?
• How well do you receive feedback and constructive criticism?
• Are you inclined to blame others and situations?
• To what extent are you accountable and responsible? The workplace is increasingly subject to greater compliance and reporting.

Self-management

Consider

• Decision making and the choices you make, the actions you take.
• Do you procrastinate and therefore fail to make decisions, or to act too slowly?
• Do you act on impulse, before thinking through the potential outcomes of your actions?
• How well are you managing your time? And are you apply good self-discipline?
• Do you make time for what’s most important as opposed to just doing what’s in front of you?
• And what about your work-life balance?

Social awareness

Consider

• How well do you understand the motivations and interests of others, to what extent do you appreciate these may be different to your own?
• How well you recognise the moods and behaviours of others.
• Are you allowing the moods, stresses or anxieties of other people affect your own frame of mind?
• Do the people with whom you’re working have the same clarity of purpose as yourself?

Social management

Consider

• How well or poorly you manage your relationships and interactions with others.
• When you give someone negative feedback; how do you give it, how well do you give it, do you give it?
• Building the need to build and develop your people network, and your need to be well aligned.
• It applies both to your home and work life, and there’s a need for your interactions with people to be synergised and balanced.
• If you are managing people, you may assume the people you’re managing are on the same wavelength as you however you need to be both socially aware, and where appropriate to check that your working on the same basis – this applies not only to the individuals reporting into you but also the whole team. Does everyone have the same understanding?
• Are you good at delegating or a control freak? This question also applies to Self-Awareness & Self-Management.

Motivation

Consider, rating yourself low, mid or high in these elements:

• Your personal drive to improve and achieve.
• How committed are you to achieving your goals?
• Your initiative, or readiness to act on opportunities.
• As well as optimism and resilience