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The Business Case for Emotional Intelligence

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the ability to perceive emotions, to access and generate emotions so as to ... Primary causes for derailment in executives involve deficits in EQ ... – PowerPoint PPT presentation

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Title: The Business Case for Emotional Intelligence


1
The Business Case for Emotional Intelligence
Lee Elliott Vice President for Human Resources
and Fund Development Saint Francis Medical
Center Grand Island, Nebraska
2
What is emotional intelligence?
3
  • the ability to perceive emotions, to access and
    generate emotions so as to assist thought, to
    understand emotions and emotional knowledge, and
    to reflectively regulate emotions and
    intellectual growth.
  • -Mayer Salovey, 1997

4
Common sense
5
Components ofemotional intelligence
6
Identifying emotions
  • The ability to accurately recognize how you and
    those around you are feeling

7
Using emotions
  • The ability to use emotions to actually help
    thinking

8
Understanding emotions
  • The ability to understand complex emotions and
    how one emotion leads to another

9
Managing emotions
  • The ability to intelligently act on the data of
    emotions in your self and in others

10
In general, EQ involves
  • Being aware of and managing your emotions
  • Having good interpersonal skills
  • Being adaptable
  • Managing stress well and
  • Having a positive general mood

11
IQ cant be changed EQ can
12
Older people
  • More independent in their thinking and actions
  • More aware of others feelings
  • More socially responsible
  • More adaptable
  • Better at sizing up the immediate situation and
    solving problems
  • Able to manage stress better

13
EQ is approximately the same for men and
women98 women, 100 men
14
  • Women Men
  • Self regard 97 102
  • Interpersonal
  • relationship 101 97
  • Social responsibility 102 96
  • Empathy 103 94
  • Stress tolerance 97 103

15
What difference does EQ make at work?
16
U.S. Air Force
  • Best recruiters scored highest on EQ competencies
    of Assertiveness, Empathy, Happiness and
    Emotional Self Awareness.
  • Selecting recruiters based on this led to a 3M
    savings

17
Experienced partners at a multi-national
consulting firm
  • Those that scored above median on 9 of 20 EQ
    competencies
  • Delivered 1.2 M more profit (139 gain)

18
  • 300 top-level executives
  • from 15 global companies
  • Six competencies distinguished stars from average
    performers
  • Influence, Team Leadership, Organizational
    Awareness, Self-Confidence, Achievement, Drive
    and Leadership

19
Research in over 200 companies and organizations
worldwide
  • In moderately complex jobs (sales clerk,
    mechanic), top performer is 12 times more
    productive than average performer

20
  • In most complex jobs (insurance salesperson,
    account managers), top performer is 127 more
    productive than average performer

21
  • 1/3 of this difference is due to technical skill
    and cognitive ability

22
  • The remaining 2/3 is due to EQ

23
  • National insurance company
  • Insurance sales agents weak in EQ competencies of
    self-confidence, initiative, and leadership sold
    policies averaging 54,000

24
  • Those strong in at least 5 of 8 EQ competencies
    sold policies worth 114,000

25
  • Center for Creative Leadership
  • Primary causes for derailment in executives
    involve deficits in EQ
  • Difficulty in handling change
  • Not being able to work well in a team
  • Poor interpersonal relations

26
Trained supervisors on EQ competencies
  • Manufacturing Plant

27
  • Lost time accidents reduced 50
  • Formal grievances decreased from 15 a year to 3
  • Production increased 17

28
Managers of retail stores
  • Those that scored higher on stress management
  • Higher net profits, sales per square foot, and
    sales per employee

29
Study of 130 executives
  • How well they handled their own emotions
    determined how much people wanted to work with
    them

30
Study of 515 senior executives
  • EQ was a better predictor of success than either
    prior experience or IQ

31
  • Two lessons
  • EQ competencies can be learned.
  • EQ enhancement is good for business.

32
What we are doing atSaint Francis Medical Center
33
(No Transcript)
34
Contact
Lee Elliott Vice President for Human Resources
and Fund Development Saint Francis Medical
Center P O Box 9804 Grand Island, NE
68802-9804 308-398-5620 lelliott_at_sfmc-gi.org
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