|
    |
It is the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions well in ourselves and in our relationships. - Daniel Goleman, 1998 EI refers to the capacity for recognizing our own feelings and those of others, for motivating ourselves, and for managing emotions in us and in our relationships. EI describes abilities distinct from, but complementary to, academic intelligence or the purely cognitive capacities measured by IQ. Traditionally, the emphasis when evaluating potential performance has been on intellectual; now compelling research indicates that emotional intelligence is twice as important as IQ plus technical skills for outstanding performance. When IQ test scores are correlated with how well people perform in their careers, the highest estimate of how much difference IQ accounts for is about 25%. As a manager of a telecommunications company sums it up, "You don't compete with products alone anymore, but how well you use your people."
Research shows that for jobs of all kinds, emotional intelligence is twice as important as IQ plus technical skills. Emotional intelligence is more than 85% of what sets star performers from the average. The higher the level of a job's complexity and authority, the greater the impact of outstanding performance on the bottom-line. Top managers can add or destroy huge economic value, and the higher the level, the higher the leverage - so the higher the impact. We are talking about "hard" results such as improved profitability from higher productivity, increased sales and lowered costs as well as "softer" results as increased morale and motivation, greater cooperation, lower turnover and loss of talent.
"The...process...involves collecting perceptions about a person's behavior and the impact of that behavior from the person's boss or bosses, direct reports, colleagues, fellow members of project teams, internal and external customers, and suppliers. Other names for [360° survey process] are multi-rater feedback, multi-source feedback, full-circle appraisal, and group performance review" (Lepsinger, 1997, p. 6). The 360° or multirater survey process has become a popular tool to promote development in organizations. Once an organization has developed or chosen a competency model, the multi-rater process can assess people against those competencies, identify strengths and weaknesses, and develop an action plan for development. The multi-rater survey process is often highly sensitive. People are concerned with confidentiality, and they fear that the results may be used for pay, promotions, or downsizing. As a result, there is a risk that ratings become subjective and influenced by factors involving social acceptability, as raters do not want to inadvertently hurt their colleagues. When used appropriately however, the multi-rater process can be an objective, helpful way to get feedback to improve performance.
Boston Search Group's alliance with The Hay Group along with Daniel Goleman and Richard Boyatzis has resulted in the development of a full range of available EI programs and services. In these programs and services, the emphasis is on multi-level development and coaching initiatives that produce sustained improvements in performance. Unlike the seminars that use "emotional intelligence" as a label for ordinary material, Boston Search Group's offerings are deeply rooted in the authentic EI knowledge research base and fully current with the latest research findings. Unlike the stand-alone programs that may produce visible but limited results, Boston Search Group's offerings link together to facilitate an enterprise-wide strategy. The "big idea" is to create an emotionally intelligent organization: a business that is more collaborative, cohesive and innovative than its competitors. Boston Search Group can work with you in developing Emotional Intelligence competencies that increase your organization's capacity to achieve major business goals.
Based on the seminal work of Dr. Richard Boyatzis and Dr. Daniel Goleman, the ECI builds on 35 years of competency research and proven methodology for the full spectrum of emotional intelligence. The result is an assessment and development tool of unmatched precision and authenticity. "The ECI is the only instrument that incorporates the full depth of my research and that of my colleagues. Other instruments use the words 'emotional intelligence' but the ECI is the genuine article." Endorsed by Dr. Daniel Goleman.
The ECI can evaluate both the individuals within an organization (Individual Feedback Reports) as well as the organization as a whole (Work Force Audits). These audits can provide an organizational profile for any size group within the company. Boston Search Group uses the ECI to provide clients precise and focused feedback on their strengths and limits. Based on the feedback from a variety of rater groups (i.e. self, manager, direct reports, peers, others), the ECI indicates the specific emotional competencies where development is needed to enhance the individual's emotional intelligence. For organizations, Boston Search Group can use the ECI to diagnose an entire unit, profiling its overall strengths and development opportunities. Pooling the individual assessments of an entire work unit provides a comprehensive profile of the organization's emotional intelligence. This work force audit can reveal key emotional gaps that may be limiting performance effectiveness. The ECI data is reported in two ways-individually and organizationally: Individually -- each 20 page personalized feedback report includes easy-to-understand instructions for interpreting the feedback, an overview of the emotional competence model, validation of data quality in the feedback, a personal summary of emotional competence, and competency details. Organizationally -- the individual ECI data rolls up to form a Workforce Audit for a team, department, or entire organization. The Workforce Audit includes a comprehensive organizational summary of emotional competence, including an overview of competency gaps for the group and recommended strategy for closing the gaps, and competency details. Please note that while the stand-alone ECI assessment is an invaluable tool for self-learning and leadership improvement, candidates will acquire greater benefit if used in concert with an ECI-accredited career counselor and executive coach. To learn more about executive coaching resources available to you, please contact Boston Search Group directly.
To order your ECI today, fill out the form below and click 'Submit.' In order to complete the Multi-rater/360° Survey Process, you'll need to include the names and email addresses of your boss or bosses, direct reports, colleagues, fellow members of project teams, internal and external customers, and/or suppliers who will participate in your evaluation in the spaces provided below. Pricing per Participant: Survey: $279.00 (internet only and includes written comments) Upon submission of this form, please send a check or money order (payable to Boston Search Group) to: Boston Search
Group, Inc. Survey processing takes 4-5 weeks from the date you place your order. Once we receive your order the following steps are taken:
For more information
about the Emotional Intelligence Inventory (ECI), contact Alex Necochea at
Boston Search Group at (617) 266-4333 x231 or
|
| © Copyright 2008 Boston Search Group |
