This document discusses emotional intelligence (EI) and its importance. It defines EI as the ability to perceive, understand and manage emotions. The document then outlines five key components of EI: self-awareness, self-regulation, self-motivation, empathy, and social skills. Each component is further defined by related competencies. The document provides examples of how companies have linked higher EI to improved performance, such as sales agents with greater EI competencies outselling others by $91,370 on average. Overall, the document advocates that EI is an important factor for success.
The document defines IQ as a score derived from standardized tests measuring intelligence through cognitive abilities like learning, understanding, and problem-solving. It defines EQ as a form of social intelligence involving the ability to monitor one's own and others' emotions to guide thinking and actions. EQ is often measured as an Emotional Intelligence Quotient and describes the capacity to perceive, assess, and manage emotions in oneself and relationships. While IQ measures innate cognitive skills, EQ involves social and emotional skills that can be learned and improved over time to achieve greater success.
Oh yes!!!! It was fantastic presentation made by UNITED HEALTHCARE I found it very fruitful I applied and presented it in my ADE class.
|Really it was wonderful supplement!!!!.
Zulfiqar Behan
This document discusses theories of intelligence and emotional intelligence. It defines intelligence as the ability to learn, reason, and problem solve. While IQ measures cognitive abilities, emotional intelligence involves self-awareness, managing emotions, and social skills. The document examines models of emotional intelligence proposed by Mayer and Salovey, Bar-On, and Goleman. It describes Gardner's theory of multiple intelligences including interpersonal and intrapersonal skills. The Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT) is presented as an ability-based measure of emotional intelligence involving identifying, using, understanding and managing emotions.
The document discusses the importance of emotional intelligence (EQ) compared to intelligence quotient (IQ). It states that EQ, which refers to one's ability to use emotions and think critically, accounts for 80% of success in life while IQ only contributes to 20%. Additionally, while IQ is fixed, EQ can be developed by improving emotional skills like empathy, flexibility and stress management. Overall, the document argues that EQ is more important to achieve happiness and success than IQ, which is primarily useful for academic performance.
EQ refers to emotional intelligence, which describes one's ability to perceive, assess, and manage emotions in oneself and others. It is measured by one's emotional quotient (EQ). While IQ helps one learn and understand logical skills, EQ involves skills like self-awareness, relationship management, and self-management. Studies show that EQ accounts for a smaller portion of job performance than IQ, but EQ supporters argue that it is more important for success in life. EQ can be developed through skills like recognizing emotions in oneself and others, motivating oneself, managing emotions effectively, and handling relationships well. Developing high EQ involves understanding both emotions and reasoning abilities.
The document discusses emotional intelligence (EQ) and its components. It explains that EQ involves self-awareness of one's own emotions and the emotions of others, self-management of emotions, and social skills. The five main components of EQ are identified as emotional self-awareness, managing emotions, using emotions to maximize thinking, developing empathy, and social skills. Further models and research on EQ are presented, including Goleman's competency model and studies on childhood development and EQ.
Meaning and concept of Emotional Intelligence, characteristics, EI Competencies and behavioral indicators, role of teachers in promoting emotional intelligence in students.
The document defines IQ as a score derived from standardized tests measuring intelligence through cognitive abilities like learning, understanding, and problem-solving. It defines EQ as a form of social intelligence involving the ability to monitor one's own and others' emotions to guide thinking and actions. EQ is often measured as an Emotional Intelligence Quotient and describes the capacity to perceive, assess, and manage emotions in oneself and relationships. While IQ measures innate cognitive skills, EQ involves social and emotional skills that can be learned and improved over time to achieve greater success.
Oh yes!!!! It was fantastic presentation made by UNITED HEALTHCARE I found it very fruitful I applied and presented it in my ADE class.
|Really it was wonderful supplement!!!!.
Zulfiqar Behan
This document discusses theories of intelligence and emotional intelligence. It defines intelligence as the ability to learn, reason, and problem solve. While IQ measures cognitive abilities, emotional intelligence involves self-awareness, managing emotions, and social skills. The document examines models of emotional intelligence proposed by Mayer and Salovey, Bar-On, and Goleman. It describes Gardner's theory of multiple intelligences including interpersonal and intrapersonal skills. The Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT) is presented as an ability-based measure of emotional intelligence involving identifying, using, understanding and managing emotions.
The document discusses the importance of emotional intelligence (EQ) compared to intelligence quotient (IQ). It states that EQ, which refers to one's ability to use emotions and think critically, accounts for 80% of success in life while IQ only contributes to 20%. Additionally, while IQ is fixed, EQ can be developed by improving emotional skills like empathy, flexibility and stress management. Overall, the document argues that EQ is more important to achieve happiness and success than IQ, which is primarily useful for academic performance.
EQ refers to emotional intelligence, which describes one's ability to perceive, assess, and manage emotions in oneself and others. It is measured by one's emotional quotient (EQ). While IQ helps one learn and understand logical skills, EQ involves skills like self-awareness, relationship management, and self-management. Studies show that EQ accounts for a smaller portion of job performance than IQ, but EQ supporters argue that it is more important for success in life. EQ can be developed through skills like recognizing emotions in oneself and others, motivating oneself, managing emotions effectively, and handling relationships well. Developing high EQ involves understanding both emotions and reasoning abilities.
The document discusses emotional intelligence (EQ) and its components. It explains that EQ involves self-awareness of one's own emotions and the emotions of others, self-management of emotions, and social skills. The five main components of EQ are identified as emotional self-awareness, managing emotions, using emotions to maximize thinking, developing empathy, and social skills. Further models and research on EQ are presented, including Goleman's competency model and studies on childhood development and EQ.
Meaning and concept of Emotional Intelligence, characteristics, EI Competencies and behavioral indicators, role of teachers in promoting emotional intelligence in students.
Emotional intelligence (EQ or EI) refers to the ability to perceive, understand, and manage emotions. It involves abilities such as accurately perceiving emotions, using emotions to facilitate thinking, understanding emotional language and signals, and managing emotions to achieve goals. EQ is important for both professional and personal success as most decisions involve emotions and attuned to others' emotions is important for interacting cross-culturally. Developing EQ involves reducing negative emotions, understanding people, avoiding stress, expressing emotions positively, thinking positively, learning from failures, and maintaining hope.
Emotional intelligence refers to an individual's ability to monitor their own and others' emotions, discriminate among them, and use the information to guide thinking and behavior. It involves three components: awareness of one's own emotions, expressing emotions appropriately, and using emotions to achieve goals. Emotional intelligence was advocated in 1985 but Daniel Goleman helped popularize it in 1995 by emphasizing its importance alongside cognitive intelligence. Together, IQ and EQ provide success in many fields.
the presentation is about eq n iq which plays a very crucial role at the workplace environment.if u like it leave a comment too. i hope, this ppt will be some help to u.
Emotional intelligence was coined in 1990 by Salovey and Mayer to describe an individual's ability to perceive, assess, and manage emotions. It involves monitoring one's own and others' emotions and using this information to guide thinking and behavior. Goleman popularized the term through his 1995 book and defined emotional intelligence as recognizing our own and others' feelings and managing emotions well in ourselves and relationships. Goleman identified five domains of emotional intelligence: self-awareness, self-regulation, motivation, empathy, and social skills.
This document discusses emotional intelligence (EI) and its importance. It begins by defining key terms like IQ, EQ, and EI. It then explores what emotions are and their physiological and psychological aspects. The document discusses models of EI by Daniel Goleman and Dalip Singh. It provides examples of high and low EI personalities. The document also summarizes several studies that demonstrate benefits of high EI, such as better health, life success, school and business performance. It explores whether EI can be developed and debunks some myths about EI. Overall, the document advocates that EI is important and can be improved at any stage in life.
The document discusses emotional intelligence and emotional literacy. It defines emotional intelligence as involving the abilities to perceive, understand, and manage emotions. It notes emotional intelligence is important for success in life and work, with IQ accounting for only 20% of outcomes while 80% depends on EQ. Emotional literacy is defined as recognizing, understanding, expressing, and handling emotions in oneself and others. The document outlines five components of emotional literacy: self-awareness, self-regulation, motivation, empathy, and social skills. It provides exercises to help readers improve their emotional intelligence and literacy.
The document discusses emotional intelligence (EQ) and its importance over IQ. It defines EQ as understanding one's own emotions and the emotions of others in order to manage relationships and stress. Research shows EQ is about 80% responsible for life success, compared to 20% for IQ. While IQ can be measured through tests, EQ involves skills that can be developed through education and awareness of emotions. Higher EQ is linked to better performance, health, and relationships.
Emotional intelligence at the workplace day 1Fabian Thomas
The document outlines the objectives and activities for a workplace workshop aimed at reducing stress, improving communication and teamwork. It provides guidance on how to make the workshop successful through active listening, ownership of words, validation of others' experiences, and maintaining confidentiality. Participants are asked to commit to these principles to have an open and productive discussion.
Daniel Goleman built upon the work of Howard Gardner and John Mayer and Peter Salovey to develop the concept of emotional intelligence (EQ). Gardner first proposed that there are multiple types of intelligence beyond IQ, including interpersonal and intrapersonal intelligence. Mayer and Salovey defined EQ as the ability to reason with and understand one's own emotions and the emotions of others to promote growth. Goleman identified five key domains of EQ: self-awareness, self-regulation, motivation, empathy, and social skills. EQ involves abilities such as self-awareness of one's emotions, managing emotions effectively, motivating oneself, and handling relationships.
Emotional intelligence is the single biggest predictor of performance in the workplace and the strongest driver of leadership & personal excellence. So what is emotional intelligence?
Emotional intelligence involves the ability to understand and manage emotions in oneself and others. There are different models of emotional intelligence, including the ability model which focuses on perceiving, understanding, using and managing emotions. Developing emotional intelligence involves self-reflection, paying attention to feelings, sharing feelings with others, having empathy, setting realistic goals, and maintaining an optimistic outlook. Emotional intelligence is important for success, health, and reducing crime, and is considered more important than IQ for overall effectiveness in life.
Emotional intelligence refers to the ability to understand one's own and other people's emotions and manage emotions appropriately. It involves self-awareness of one's emotions, self-management through self-control and adaptability, social awareness including empathy, and relationship management such as influence and communication. While IQ contributes to 20% of success, emotional intelligence accounts for 80% and involves emotional competencies, maturity, and sensitivity that can be learned over time.
1) The document is about emotional intelligence and is authored by Jayesh Sasane. It discusses the key elements of emotional intelligence, including self-awareness, self-regulation, empathy, social skills, and motivation.
2) Emotional intelligence refers to the ability to manage one's own emotions and influence the emotions of others. It is an important trait for employees and leaders to have in order to stay in control and have a positive approach.
3) The document provides tips on how to improve emotional intelligence, such as reflecting on one's emotions, asking others for perspective, and observing how one's emotions are perceived by others. It emphasizes the importance of emotional intelligence for effective communication, stress relief, and def
The document discusses emotional intelligence and divides it into 5 realms: intrapersonal, interpersonal, adaptability, stress management, and general mood. Each realm contains 2-4 related components. For example, the intrapersonal realm includes self-awareness, assertiveness, independence, self-regard, and self-actualization. Assignments are provided for each component to help readers improve and assess their skills.
Emotional intelligence involves the ability to monitor one's own emotions and understand others' emotions to guide thinking and behavior. It has two main components - personal competence, which includes self-awareness and managing emotions, and social competence, which involves empathy and relationship management. Developing emotional intelligence is important as it determines success and happiness more than IQ. It is a journey that starts with understanding one's own feelings and recognizing that all feelings are tools that can be used to build a meaningful life.
Emotional intelligence involves understanding and managing one's own emotions and the emotions of others. It is important for leadership and success in both personal and professional relationships. Developing emotional skills like self-awareness, empathy, and impulse control can help reduce stress and prevent emotional volatility. Meditation, social connections, and expressing one's feelings in a healthy way are some strategies for developing emotional intelligence.
Emotional intelligence refers to being aware of one's own emotions and the emotions of others. It involves skills like self-awareness, managing emotions, and handling relationships. The document discusses emotional intelligence skills such as self-awareness, self-empowerment, communication, and conflict resolution. It provides characteristics of high and low emotional intelligence and concludes that developing emotional intelligence can help one feel comfortable and deal with stress and incompatible people or jobs.
Emotional intelligence importance benefits and application in classroom man...Rajeev Ranjan
Emotional Intelligence-classroom management - learning outcome -What are the five components of emotional intelligence?
What are the four types of emotional intelligence?
How do you know if you are emotionally intelligent?
Emotional Intelligence (E.I.) ‘the ability to perceive accurately, appraise and express emotions; the ability to access and or generate feelings when they facilitate thought; the ability to understand emotion and emotional knowledge; and the ability to regulate emotions to promote emotional and intellectual growth’ (Mayer & Salovey, 2001)
www.rajeevelt.com
Emotional intelligence involves the ability to recognize and manage one's own emotions and the emotions of others. It allows people to work well with others, resolve conflicts positively, and be successful. There are five key skills of emotional intelligence: managing stress, self-awareness of emotions, nonverbal communication skills, using humor and play, and resolving conflicts constructively. Developing these skills can help people improve their relationships and performance.
This document discusses emotional intelligence (EQ) and its importance for leadership success. It provides an agenda that will cover what EQ is, how it works, its five parts, and how to apply EQ in professional and personal life. The objectives are to help participants understand the fundamentals of EQ, how to apply it, and practical tools to improve EQ. EQ is presented as a tool to help navigate differences, manage change effectively, and build strong relationships. The five parts of EQ - self-awareness, self-regulation, motivation, empathy, and social skills - are defined. The document provides examples of how to improve each of the five parts and create a personalized action plan to develop one's EQ.
The document discusses emotional intelligence, including its history and key components. It notes that emotional intelligence involves self-awareness, self-regulation, motivation, empathy, and social skills. These skills allow one to effectively identify and manage one's own emotions and understand and relate to others. The document traces ideas around concepts like social intelligence back to the 1930s and highlights Daniel Goleman's 1995 book as popularizing the modern concept of emotional intelligence.
Emotional intelligence (EQ or EI) refers to the ability to perceive, understand, and manage emotions. It involves abilities such as accurately perceiving emotions, using emotions to facilitate thinking, understanding emotional language and signals, and managing emotions to achieve goals. EQ is important for both professional and personal success as most decisions involve emotions and attuned to others' emotions is important for interacting cross-culturally. Developing EQ involves reducing negative emotions, understanding people, avoiding stress, expressing emotions positively, thinking positively, learning from failures, and maintaining hope.
Emotional intelligence refers to an individual's ability to monitor their own and others' emotions, discriminate among them, and use the information to guide thinking and behavior. It involves three components: awareness of one's own emotions, expressing emotions appropriately, and using emotions to achieve goals. Emotional intelligence was advocated in 1985 but Daniel Goleman helped popularize it in 1995 by emphasizing its importance alongside cognitive intelligence. Together, IQ and EQ provide success in many fields.
the presentation is about eq n iq which plays a very crucial role at the workplace environment.if u like it leave a comment too. i hope, this ppt will be some help to u.
Emotional intelligence was coined in 1990 by Salovey and Mayer to describe an individual's ability to perceive, assess, and manage emotions. It involves monitoring one's own and others' emotions and using this information to guide thinking and behavior. Goleman popularized the term through his 1995 book and defined emotional intelligence as recognizing our own and others' feelings and managing emotions well in ourselves and relationships. Goleman identified five domains of emotional intelligence: self-awareness, self-regulation, motivation, empathy, and social skills.
This document discusses emotional intelligence (EI) and its importance. It begins by defining key terms like IQ, EQ, and EI. It then explores what emotions are and their physiological and psychological aspects. The document discusses models of EI by Daniel Goleman and Dalip Singh. It provides examples of high and low EI personalities. The document also summarizes several studies that demonstrate benefits of high EI, such as better health, life success, school and business performance. It explores whether EI can be developed and debunks some myths about EI. Overall, the document advocates that EI is important and can be improved at any stage in life.
The document discusses emotional intelligence and emotional literacy. It defines emotional intelligence as involving the abilities to perceive, understand, and manage emotions. It notes emotional intelligence is important for success in life and work, with IQ accounting for only 20% of outcomes while 80% depends on EQ. Emotional literacy is defined as recognizing, understanding, expressing, and handling emotions in oneself and others. The document outlines five components of emotional literacy: self-awareness, self-regulation, motivation, empathy, and social skills. It provides exercises to help readers improve their emotional intelligence and literacy.
The document discusses emotional intelligence (EQ) and its importance over IQ. It defines EQ as understanding one's own emotions and the emotions of others in order to manage relationships and stress. Research shows EQ is about 80% responsible for life success, compared to 20% for IQ. While IQ can be measured through tests, EQ involves skills that can be developed through education and awareness of emotions. Higher EQ is linked to better performance, health, and relationships.
Emotional intelligence at the workplace day 1Fabian Thomas
The document outlines the objectives and activities for a workplace workshop aimed at reducing stress, improving communication and teamwork. It provides guidance on how to make the workshop successful through active listening, ownership of words, validation of others' experiences, and maintaining confidentiality. Participants are asked to commit to these principles to have an open and productive discussion.
Daniel Goleman built upon the work of Howard Gardner and John Mayer and Peter Salovey to develop the concept of emotional intelligence (EQ). Gardner first proposed that there are multiple types of intelligence beyond IQ, including interpersonal and intrapersonal intelligence. Mayer and Salovey defined EQ as the ability to reason with and understand one's own emotions and the emotions of others to promote growth. Goleman identified five key domains of EQ: self-awareness, self-regulation, motivation, empathy, and social skills. EQ involves abilities such as self-awareness of one's emotions, managing emotions effectively, motivating oneself, and handling relationships.
Emotional intelligence is the single biggest predictor of performance in the workplace and the strongest driver of leadership & personal excellence. So what is emotional intelligence?
Emotional intelligence involves the ability to understand and manage emotions in oneself and others. There are different models of emotional intelligence, including the ability model which focuses on perceiving, understanding, using and managing emotions. Developing emotional intelligence involves self-reflection, paying attention to feelings, sharing feelings with others, having empathy, setting realistic goals, and maintaining an optimistic outlook. Emotional intelligence is important for success, health, and reducing crime, and is considered more important than IQ for overall effectiveness in life.
Emotional intelligence refers to the ability to understand one's own and other people's emotions and manage emotions appropriately. It involves self-awareness of one's emotions, self-management through self-control and adaptability, social awareness including empathy, and relationship management such as influence and communication. While IQ contributes to 20% of success, emotional intelligence accounts for 80% and involves emotional competencies, maturity, and sensitivity that can be learned over time.
1) The document is about emotional intelligence and is authored by Jayesh Sasane. It discusses the key elements of emotional intelligence, including self-awareness, self-regulation, empathy, social skills, and motivation.
2) Emotional intelligence refers to the ability to manage one's own emotions and influence the emotions of others. It is an important trait for employees and leaders to have in order to stay in control and have a positive approach.
3) The document provides tips on how to improve emotional intelligence, such as reflecting on one's emotions, asking others for perspective, and observing how one's emotions are perceived by others. It emphasizes the importance of emotional intelligence for effective communication, stress relief, and def
The document discusses emotional intelligence and divides it into 5 realms: intrapersonal, interpersonal, adaptability, stress management, and general mood. Each realm contains 2-4 related components. For example, the intrapersonal realm includes self-awareness, assertiveness, independence, self-regard, and self-actualization. Assignments are provided for each component to help readers improve and assess their skills.
Emotional intelligence involves the ability to monitor one's own emotions and understand others' emotions to guide thinking and behavior. It has two main components - personal competence, which includes self-awareness and managing emotions, and social competence, which involves empathy and relationship management. Developing emotional intelligence is important as it determines success and happiness more than IQ. It is a journey that starts with understanding one's own feelings and recognizing that all feelings are tools that can be used to build a meaningful life.
Emotional intelligence involves understanding and managing one's own emotions and the emotions of others. It is important for leadership and success in both personal and professional relationships. Developing emotional skills like self-awareness, empathy, and impulse control can help reduce stress and prevent emotional volatility. Meditation, social connections, and expressing one's feelings in a healthy way are some strategies for developing emotional intelligence.
Emotional intelligence refers to being aware of one's own emotions and the emotions of others. It involves skills like self-awareness, managing emotions, and handling relationships. The document discusses emotional intelligence skills such as self-awareness, self-empowerment, communication, and conflict resolution. It provides characteristics of high and low emotional intelligence and concludes that developing emotional intelligence can help one feel comfortable and deal with stress and incompatible people or jobs.
Emotional intelligence importance benefits and application in classroom man...Rajeev Ranjan
Emotional Intelligence-classroom management - learning outcome -What are the five components of emotional intelligence?
What are the four types of emotional intelligence?
How do you know if you are emotionally intelligent?
Emotional Intelligence (E.I.) ‘the ability to perceive accurately, appraise and express emotions; the ability to access and or generate feelings when they facilitate thought; the ability to understand emotion and emotional knowledge; and the ability to regulate emotions to promote emotional and intellectual growth’ (Mayer & Salovey, 2001)
www.rajeevelt.com
Emotional intelligence involves the ability to recognize and manage one's own emotions and the emotions of others. It allows people to work well with others, resolve conflicts positively, and be successful. There are five key skills of emotional intelligence: managing stress, self-awareness of emotions, nonverbal communication skills, using humor and play, and resolving conflicts constructively. Developing these skills can help people improve their relationships and performance.
This document discusses emotional intelligence (EQ) and its importance for leadership success. It provides an agenda that will cover what EQ is, how it works, its five parts, and how to apply EQ in professional and personal life. The objectives are to help participants understand the fundamentals of EQ, how to apply it, and practical tools to improve EQ. EQ is presented as a tool to help navigate differences, manage change effectively, and build strong relationships. The five parts of EQ - self-awareness, self-regulation, motivation, empathy, and social skills - are defined. The document provides examples of how to improve each of the five parts and create a personalized action plan to develop one's EQ.
The document discusses emotional intelligence, including its history and key components. It notes that emotional intelligence involves self-awareness, self-regulation, motivation, empathy, and social skills. These skills allow one to effectively identify and manage one's own emotions and understand and relate to others. The document traces ideas around concepts like social intelligence back to the 1930s and highlights Daniel Goleman's 1995 book as popularizing the modern concept of emotional intelligence.
The Group Emotional Intelligence EQ-i Report gives an overall view of the total EQ of the group and is based on the EQ-i 2.0 model of emotional & social intelligence. Unlike other group emotional intelligence assessments which are subjective in nature by asking the individual to assess the group the new EQ-i Group Report will be a complete picture of the group based on the self assessment of the individual group members. It can be used in conjunction with either the Individual or Leader Reports. Whether it's on the sports field, in the military, the business office, or boardroom, effective engagement between individuals is what drives performance. Learn more at www.leadershipcall.com
The EQ-i® 2.0 Group Report combines the EQ-i 2.0 scores of individuals in a manner that allows you to make interpretations at the group or team level. This report presents an overview of group results that identifies group strengths as well as the areas where the group as a whole can be more effective. Furthermore, the EQ-i 2.0 Group Report discusses the organizational implications of a group’s emotional intelligence (EI) score and recommends strategies for action that can further develop the group’s potential.
Training "Let's talk E-Motion". Emotional Intelligence in Consulting.PeOrg Consult Ltd
This document discusses emotional intelligence at the individual and group level. It defines emotional intelligence and outlines its five core abilities. These include knowing one's emotions, managing emotions, motivating oneself, recognizing emotions in others, and handling relationships. The document also discusses emotions, ways of dealing with emotions, asking effective questions, and strategies for emotional talks. Finally, it outlines norms and behaviors that can help develop emotional intelligence in groups, such as taking time to understand each other, seeking feedback, and creating an affirmative environment.
The document describes an emotional intelligence workshop that covered key topics:
- The four components of the EI model (self-awareness, self-management, social awareness, relationship management) and related competencies.
- Identifying individual strengths and areas for development in emotional intelligence.
- Making the connection between emotional intelligence and change management, engagement, and leadership.
- Practicing emotional intelligence behaviors through self-assessment and discussion.
This document discusses the importance of communication skills and emotional intelligence. It covers several key topics:
1) Effective communication requires strong listening skills, being concise, and paying attention to body language. Developing confidence and vocabulary helps improve communication abilities.
2) Collaboration benefits from increased ideas and productivity in groups. Teams work best when members fill different roles and adhere to shared norms and standards. Synergy occurs when groups outperform individuals.
3) Emotional intelligence comprises self-awareness, self-regulation, empathy, motivation, and social skills. It allows for understanding and managing one's own emotions and relationships. People with high emotional intelligence typically experience greater success.
According to Daniel Goleman , an American psychologist who helped to popularize emotional intelligence, there are five key elements to it:
Self-awareness.
Self-regulation.
Motivation.
Empathy.
Social skills.
Emotional intelligence involves self-awareness of one's emotions and the ability to handle relationships and regulate emotions. It is important for success in life and work. There are five key competencies: self-awareness, self-regulation, self-motivation, empathy, and social skills. Developing these skills can improve emotional intelligence and lead to better decision-making, relationships, and performance.
Bs 101 module 5a - emotional intelligence (ei)Tamojit Das
The document discusses emotional intelligence and its components. It begins by explaining that emotional intelligence was developed as a psychological theory by Peter Salovey and John Mayer. It then discusses Daniel Goleman's model of emotional intelligence, which includes five components: self-awareness, self-regulation, internal motivation, empathy, and social skills. Each component is defined in more detail. The document also discusses emotional competence, the four domains of emotional intelligence, and twenty related competencies. It explains the importance of emotional intelligence in the workplace and compares emotional intelligence to social intelligence and general intelligence.
The document discusses the importance of behavioural emotional intelligence (EQ). It states that EQ involves skills like self-awareness, social awareness, self-management, and relationship management. Research shows that EQ can be developed and predicts job performance, with high EQ individuals tending to be star performers. EQ is distinct from IQ in that it focuses on managing emotions rather than cognitive abilities. The document then provides examples of EQ competencies and models.
The document discusses various life competencies including creativity, innovation, critical thinking, collaboration, time management, personal growth, responsibility, communication, problem solving, and decision making. It provides definitions for each competency and explains their importance. For each one, it outlines several benefits and gives examples. The document emphasizes that life competencies play an important role in shaping individuals and preparing them to face challenges. It also acknowledges the teamwork required to present this information on life competencies.
Life-skills based education aims to develop knowledge, attitudes, and skills in three key areas. It focuses on building 10 core life skills including self-awareness, empathy, critical thinking, creative thinking, decision making, problem solving, effective communication, interpersonal relationships, coping with stress, and coping with emotions. These skills fall under three broader categories of cognitive skills, emotional coping skills, and social or interpersonal skills.
Assessment Of Emotional Intelligence Of School StudentsRick Vogel
The document provides an overview of emotional intelligence and its importance in education. It discusses how traditional education systems have focused primarily on intellectual achievement over emotional development. Emotional intelligence involves self-awareness, self-regulation, motivation, empathy, and relationship skills. It accounts for 80% of success in life according to some research. Developing students' emotional intelligence can help with learning, confidence, communication skills, and cooperation. Assessing emotional intelligence in school students is important to help guide their overall development and prepare them for future success.
This document discusses emotional intelligence and its importance. It defines emotional intelligence as the ability to recognize one's own emotions and others' emotions and to use this information to guide thinking and behavior. The document notes that research found emotional intelligence is an essential trait for 78% of leaders. It discusses components of emotional intelligence like self-awareness, self-regulation, self-motivation, empathy, and relationship management. The document provides examples of how to apply emotional intelligence to handle non-performance at work and home. It argues that practicing emotional intelligence can help people deal with difficult situations in a balanced way and achieve desired results.
Social-emotional learning (SEL) involves developing skills in self-awareness, self-management, social awareness, relationship skills, and responsible decision-making. These skills allow students to understand and manage emotions, develop caring relationships with others, and make responsible decisions. The document provides strategies and activities to teach each of the five core SEL competencies to students.
This document discusses emotional intelligence and its importance in education. It provides definitions and components of emotional intelligence from various researchers. The key points are:
1. Emotional intelligence involves self-awareness, self-management, social awareness, and relationship management. It is important for academic achievement, well-being, and life success.
2. Developing emotional intelligence skills in students and teachers creates a healthy learning environment characterized by trust and engagement. This benefits learning, problem-solving, and leadership development.
3. Specific emotional intelligence skills like stress management, goal-setting, and relationship-building are particularly important for students' academic achievement and college success in today's world.
The document outlines key aspects of emotional intelligence, habits of effectiveness, and goal setting. It defines emotional intelligence as including self-awareness, self-regulation, motivation, empathy, and social skills. Habits are learned routines that can be composed of knowledge, attitudes, and skills. Highly effective people exhibit habits like being proactive and seeking first to understand. Goals are broad intentions while objectives are specific, measurable steps toward goals. Objectives should avoid risk, stress, fear, and short-sightedness to be effective. The document recommends cultivating habits and setting objectives to benefit personally and professionally.
This document outlines an emotional and social intelligence workshop focused on team building, accountability, and developing skills like empathy. The workshop covers aligning vision and strategy, understanding emotional intelligence competencies, providing empathy training, assessing team dynamics, embracing accountability, and developing an action plan for improvement. Dr. Maynard Brusman leads participants through exercises, videos, and discussions to help teams strengthen performance through enhanced emotional skills and accountability.
Clarify Vision, Mission and Strategy
Develop Emotional/Social Intelligence
Improve Team Accountability Behaviors
Develop a Positive Accountability Action Plan
The document discusses Toyota's recalls of millions of vehicles in 2009-2010 due to issues with accelerators getting stuck. This damaged Toyota's reputation for quality and reliability. Rapid global expansion may have compromised quality systems as production moved overseas. Solutions included overhauling quality processes, communicating directly with customers, and regaining trust through a public relations campaign. The recalls significantly hurt Toyota's financial performance in the short term through lost sales and costs. Marketing would play a role in rebuilding Toyota's brand image and regaining customer confidence.
Reebok entered the Indian sportswear market in 1995 through a joint venture. It targeted the premium segment with higher priced shoes. Through customization, extensive retail presence, and endorsement of Indian cricket stars, Reebok established itself as the market leader with 51% share by 2007. In contrast, Nike entered through a licensing agreement and was slow to develop products for India, position itself effectively, and expand retail presence, allowing Reebok to outperform it initially in the Indian market.
The document discusses Reebok and Nike's entry and performance in the Indian sportswear market in the 1990s and 2000s. Some key points:
- Reebok entered India in 1995 through a joint venture, while Nike entered through a licensing agreement. Reebok customized products for the Indian market and established an extensive retail presence, becoming the market leader with 51% share by 2007.
- In contrast, Nike was slow to develop products for India and relied on its licensing partner for distribution, limiting its market penetration. It initially positioned itself as a lifestyle brand rather than focusing on sports.
- To compete with Reebok's strong cricket brand associations, Nike became the official app
Toyota recalled over 6 million vehicles in the US in late 2009 and early 2010 due to issues with accelerators sticking in certain models. This was a major blow to Toyota's reputation for quality and reliability. Toyota suspended sales and production of some models as a result. The recalls pointed to potential dangers large corporations face in a global economy and the importance of quality for Toyota's operations and brand image, which had been built on its quality systems and processes. However, some analysts felt Toyota may have sacrificed quality for rapid global expansion and the goal of becoming the largest automaker.
The document provides guidance on creating an effective press release. It defines a press release as a written communication distributed to media to provide information and draw attention to something. It should be 1-2 pages, written clearly and concisely. The document outlines key sections of a press release, including the headline, dateline, lead paragraph answering who, what, when, where, why and how, quotes, and ending with "-30-". It emphasizes keeping press releases short, factual, and written from a journalist's perspective.
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2) An effective meeting follows the PROOF framework: Planning, Reaching out, Organizing, Orchestrating, and Following through.
3) Preparing for a meeting requires clarity on purpose, participants, expectations, time, and logistics. The agenda should be circulated in advance.
The document discusses the various parts of a formal business letter and different letter formats. It outlines the standard elements of a letter which typically include: the heading with return address and date, inside address, salutation/greeting, subject line (optional), body paragraphs, complimentary close, signature, and other optional elements like enclosures. It also compares the American and British styles of letter formatting and punctuation. Finally, it provides examples of three common letter formats: block, modified block, and semi-block indented.
The document provides principles for effective business communication. It discusses how most people are poor communicators and listeners. It emphasizes the importance of clear, concise written communication and provides 12 principles to improve writing skills, including: orienting writing towards the receiver; using simple vocabulary; using concrete rather than abstract words; using active voice; and ensuring coherence, unity, and flow. The document also covers style and tone considerations for business writing.
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The document outlines the key learning objectives of Chapter 1 which introduce fundamental concepts of information systems. It provides examples of how information systems support business functions at a company called Sew What? Inc. The chapter defines what an information system is, the difference between an information system and information technology, and the types of systems used by businesses like transaction processing, management information, and expert systems. It also discusses the challenges and opportunities of information technology and careers in the field.
An information system is defined as software that helps organize and analyze data to turn it into useful information for decision making in an organization. The document discusses the need for information systems and their structure, providing an example. It introduces information and information systems, and explains that the purpose of an IS is to take raw data and make it into useful information that can be used for decision making.
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3) The implementation of discounted fare schemes through innovations like APEX led to increased air travel among the middle class in India and benefited the tourism industry. However, continued growth of the aviation industry remains dependent on improving infrastructure
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Skybuffer SAM4U tool for SAP license adoptionTatiana Kojar
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HCL Notes and Domino License Cost Reduction in the World of DLAUpanagenda
Webinar Recording: https://www.panagenda.com/webinars/hcl-notes-and-domino-license-cost-reduction-in-the-world-of-dlau/
The introduction of DLAU and the CCB & CCX licensing model caused quite a stir in the HCL community. As a Notes and Domino customer, you may have faced challenges with unexpected user counts and license costs. You probably have questions on how this new licensing approach works and how to benefit from it. Most importantly, you likely have budget constraints and want to save money where possible. Don’t worry, we can help with all of this!
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I develop the Ruby programming language, RubyGems, and Bundler, which are package managers for Ruby. Today, I will introduce how to enhance the security of your application using open-source software (OSS) examples from Ruby and RubyGems.
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An English 🇬🇧 translation of a presentation to the speech I gave about the main changes brought by CCS TSI 2023 at the biggest Czech conference on Communications and signalling systems on Railways, which was held in Clarion Hotel Olomouc from 7th to 9th November 2023 (konferenceszt.cz). Attended by around 500 participants and 200 on-line followers.
The original Czech 🇨🇿 version of the presentation can be found here: https://www.slideshare.net/slideshow/hlavni-novinky-souvisejici-s-ccs-tsi-2023-2023-1695/269688092 .
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2. Recall a situation in the last one week when
you have felt extremely emotional…..
Can you identify the emotion?
Name it
Now recall how you felt?
Describe it
How did you deal with it?
Describe your behavior
9/29/2013EI 2
3. IQ means intelligence quotient
EQ means emotional quotient
EI means emotional intelligence
9/29/2013 3EI
5. "Emotional Intelligence, more than any other
asset, more than IQ or technical expertise, is
the most important overall success factor."
Warren Bennis, Ph.D.,
Distinguished Professor of Business
Administration,
Founding Chairman of The Leadership Institute
at the USC
5/23/2013 5EI
7. Emotion – How a person feels about
something
Intense & Specific
Intelligence – IQ
Multiple Intelligence
9/29/2013 7EI
8. Intelligence Characteristics Famous examples
Logical / Mathematical Quantifies / Calculates /
Analytical / Einstein
Verbal / Linguistic Words Writers / Poets /
Shgakespeare /Tom Peters
Interpersonal Interacts / Understands
others / Empathises
Oprah Winfrey
Intrapersonal Independent / Goal-
Oriented / Perseverant
Howard Hughes
Visual / Spatial Mental models Architects
Musical Sensitivity to pitch,
melody, rhythm
Mozart
Bodily / Kinesthetic Physical movement Gymnasts / Dancers
Naturalist Connect to nature
Existential Personal mission /
Purpose
Victor Frankl, Martin
Luther King
Emotional Emotionally mature Gandhi
9/29/2013 8EI
9. Ability to perceive and express
emotion, assimilate emotion in
thought, understand and reason with
emotion, and regulate emotion in
oneself and others
10. The subset of social intelligence that involves the
ability to monitor ones’ own & others feelings &
emotions, to discriminate amongst them and to use
this information to guide one’s thinking & actions
•Salovey & Mayer (1990)
The capacity for recognising our own feelings and
those of others, for motivating ourselves, and for
managing emotions well in ourselves and in our
relationships
•Daniel Goleman (1995)
9/29/2013 10EI
12. • Self-understanding; Knowledge of
feelings in the moment
Self -
Awareness
• Handle one’s emotions
Self –
Regulation
• Overcome negative emotional
impulse & delay gratification to
attain desired outcome or goal
Self -
Motivation
• Understand & be sensitive to other’s
feelingsEmpathy
• Interact with ease with others &
form networks
Social
Skills
9/29/2013 12EI
13. Social Awareness
Self-management
Understanding and sensitivity to the
feelings, thoughts, and situation of
others
Controlling or redirecting our internal
states, impulses, and resources
Self-awareness
Understanding your own
emotions, strengths, weaknesses, val
ues, and motives
Relationship
Management
Managing other people’s emotions
Lowest
Highest
14. Self Awareness -
Assignment:
• Recall the strongest emotions you experienced
recently. Beside each emotion, write down your
accompanying bodily sensations and thoughts.
• In a final column, write down how you became aware
of that feeling. That is, did you recognize the emotion
as it occurred, become aware of it through bodily
sensations, or become aware of it through thoughts?
9/29/2013 14EI
15. Personal
Competence
(SELF)
Social Competence
(OTHER)
Recognition
Self Awareness Social Awareness
Emotional Self Awareness
Accurate Self Assessment
Self Confidence
Empathy
Service Orientation
Organisational Awareness
Regulation
Self Management Relationship
Management
Self Control
Trustworthiness
Conscientiousness
Adaptability
Achievement Drive
Initiative
Developing others
Influence
Communication
Conflict Management
Leadership
Building bonds9/29/2013 15EI
16. SELF AWARENESS
EMOTIONALAWARENESS: Recognizing one’s
emotions and their effects.
ACCURATE SELF-ASSESSMENT: Knowing one’s
strengths and limits.
SELF-CONFIDENCE: Sureness about one’s self-worth
and capabilities.
9/29/2013 16EI
17. SELF MANAGEMENT
SELF-CONTROL: Managing disruptive emotions and
impulses.
TRUSTWORTHINESS: Maintaining standards of honesty
and integrity
CONSCIENTIOUSNESS: Taking responsibility for personal
performance.
ADAPTABILITY: Flexibility in handling change.
INNOVATIVENESS: Being comfortable with and open to
novel ideas and new information.
9/29/2013 17EI
18. SELF MOTIVATION
ACHIEVEMENT DRIVE: Striving to improve or
meet a standard of excellence.
COMMITMENT: Aligning with the goals of the
group or organization.
INITIATIVE: Readiness to act on opportunities.
OPTIMISM: Persistence in pursuing goals despite
obstacles and setbacks.
9/29/2013 18EI
19. SOCIAL AWARENESS
EMPATHY: Sensing others’ feelings and perspective,
and taking an active interest in their concerns.
SERVICE ORIENTATION: Anticipating,
recognizing, and meeting customers’ needs.
9/29/2013 19EI
20. SOCIAL SKILLS
INFLUENCE: Wielding effective tactics for persuasion.
COMMUNICATION: Sending clear and convincing
messages.
LEADERSHIP: Inspiring and guiding groups and people.
CHANGE CATALYST: Initiating or managing change.
CONFLICT MANAGEMENT: Negotiating and resolving
disagreements.
BUILDING BONDS: Nurturing instrumental relationships.
COLLABORATION AND COOPERATION: Working
with others toward shared goals.
TEAM CAPABILITIES: Creating group synergy in
pursuing collective goals.
9/29/2013 20EI
24. 9/29/2013EI 24
Understanding Threshold of
Emotional Arousal
Empathy
Improving Inter-personal Relations
Communicability of Emotions
25. Supporters say… Critics speak…..
Intuitive Appeal
EI predicts
criteria that
matter
EI is biologically
based
EI is a vague
concept
EI cannot be
measured
Validity of EI is
suspect
9/29/2013EI 25
26. Fed Ex – Leadership Development
Daimler-Benz – Project Manager
General Electric – Leadership Bench
Eli Lilly – Sales Force
US Navy & Marine Corps – Train-the-Trainer
for Change Management
Harvard Business School study
9/29/2013EI 26
27. At L’Oreal, sales agents selected on the
basis of certain emotional competencies
significantly outsold salespeople selected
using the company’s old selection
procedure. On an annual basis, salespeople
selected on the basis of emotional
competence sold $91,370 more than other
salespeople did, for a net revenue increase
of $2,558,360. Salespeople selected on the
basis of emotional competence also had 63%
less turnover during the first year than
those selected in the typical way (Spencer
& Spencer, 1993; Spencer, McClelland, &
Kelner, 1997).
9/29/2013EI 27
28. In a national insurance company,
insurance sales agents who were
weak in emotional competencies
such as self-confidence, initiative,
and empathy sold policies with an
average premium of $54,000. Those
who were very strong in at least 5 of
8 key emotional competencies sold
policies worth $114,000 (Hay/McBer
Research and Innovation Group,
1997).
9/29/2013EI 28
29. Another emotional competence, the
ability to handle stress, was linked
to success as a store manager in a
retail chain. The most successful
store managers were those best able
to handle stress. Success was based
on net profits, sales per square
foot, sales per employee, and per
dollar inventory investment (Lusch &
Serpkeuci, 1990).
9/29/2013EI 29
30. Optimism is another emotional
competence that leads to increased
productivity. New salesmen at Met
Life who scored high on a test of
"learned optimism" sold 37 percent
more life insurance in their first two
years than pessimists
(Seligman, 1990)
9/29/2013EI 30
31. Global study by J&J Consumer & Personal Care
Group on 358 managers
Rated by Supervisors, Peers & Subordinates
High performance managers rated higher on
Self-Confidence, Achievement
Orientation, Initiative, Leadership, Influence and
Change Catalyst
Gender Differences
Females
Supervisors - Adaptability and Service
Orientation
Peers - Emotional Self-
Awareness, Conscientiousness, Developing
Others, Service Orientation, and
Communication
Males
Change Catalyst
9/29/2013EI 31
32. Financial advisors at American
Express whose managers completed
the Emotional Competence training
program were compared to an equal
number whose managers had not.
During the year following
training, the advisors of trained
managers grew their businesses by
18.1% compared to 16.2% for those
whose managers were untrained.
9/29/2013EI 32
Editor's Notes
Binets’ IQ Scale measured only mathematical / logical & verbal/linguistic dimensions of intelligence.Howard Gardner (1983) “Frames of Mind: The Theory of Multiple Intelligences”
Self-Awareness – Recognise & understand their moods, emotions & needs. Perceive & anticipate how their actions affect others. Comfortable talking about & admitting their limitations.; know when to ask for help. Self-Regulation – Ability to control & redirect emotional outbursts & other impulsive behavior. Ability to suspend judgment; think through the consequences of behavior rather than act on impulse.Self-Motivation – Stifling impulses, directing emotions towards personal goals & delaying gratification. Remain optimistic even when they do not achieve their goals.Empathy – Ability to understand & be sensitive to feelings, thoughts & situations of others. Social Skill – Ability to manage others; emotions. Ability to build network & rapport.
EMOTIONAL AWARENESSPeople with this competence:Know which emotions they are feeling and why Realize the links between their feelings and what they think, do, and say Recognize how their feelings affect their performance Have a guiding awareness of their values and goals ACCURATE SELF-ASSESSMENTPeople with this competence are:Aware of their strengths and weaknesses Reflective, learning from experience Open to candid feedback, new perspectives, continuous learning, and self-development Able to show a sense of humor and perspective about themselves SELF-CONFIDENCEPeople with this competence:Present themselves with self-assurance; have “presence”Can voice views that are unpopular and go out on a limb for what is right Are decisive, able to make sound decisions despite uncertainties and pressures
SELF-CONTROLPeople with this competence:Manage their impulsive feelings and distressing emotions well Stay composed, positive, and unflappable even in trying moments Think clearly and stay focused under pressure TRUSTWORTHINESSPeople with this competence:Act ethically and are above reproach Build trust through their reliability and authenticity Admit their own mistakes and confront unethical actions in others Take tough, principled stands even if they are unpopular CONSCIENTIOUSNESSPeople with this competence:Meet commitments and keep promises Hold themselves accountable for meeting their objectives Are organized and careful in their work ADAPTABILITYPeople with this competence:Smoothly handle multiple demands, shifting priorities, and rapid change Adapt their responses and tactics to fit fluid circumstances Are flexible in how they see events INNOVATIVENESSPeople with this competence:Seek out fresh ideas from a wide variety of sources Entertain original solutions to problems Generate new ideas Take fresh perspectives and risks in their thinking
ACHIEVEMENT DRIVE: People with this competence:Are results-oriented, with a high drive to meet their objectives and standards Set challenging goals and take calculated risks Pursue information to reduce uncertainty and find ways to do better Learn how to improve their performance COMMITMENT: People with this competence:Readily make personal or group sacrifices to meet a larger organizational goal Find a sense of purpose in the larger mission Use the group’s core values in making decisions and clarifying choices Actively seek out opportunities to fulfill the group’s mission INITIATIVE: People with this competence:Are ready to seize opportunities Pursue goals beyond what’s required or expected of them Cut through red tape and bend the rules when necessary to get the job done Mobilize others through unusual, enterprising efforts OPTIMISM: People with this competence:Persist in seeking goals despite obstacles and setbacks Operate from hope of success rather than fear of failure See setbacks as due to manageable circumstance rather than a personal flaw
EMPATHYSensing others’ feelings and perspective, and taking an active interest in their concerns. People with this competence:Are attentive to emotional cues and listen well Show sensitivity and understand others’ perspectives Help out based on understanding other people’s needs and feelings SERVICE ORIENTATIONAnticipating, recognizing, and meeting customers’ needs. People with this competence:Understand customers’ needs and match them to services or products Seek ways to increase customers’ satisfaction and loyalty Gladly offer appropriate assistance Grasp a customer’s perspective, acting as a trusted advisor
INFLUENCEPeople with this competence:Are skilled at persuasion Fine-tune presentations to appeal to the listener Use complex strategies like indirect influence to build consensus and support Orchestrate dramatic events to effectively make a point COMMUNICATIONPeople with this competence:Are effective in give-and-take, registering emotional cues in attuning their message Deal with difficult issues straightforwardly Listen well, seek mutual understanding, and welcome sharing of information fully Foster open communication and stay receptive to bad news as well as good LEADERSHIPPeople with this competence:Articulate and arouse enthusiasm for a shared vision and mission Step forward to lead as needed, regardless of position Guide the performance of others while holding them accountable Lead by example CHANGE CATALYSTPeople with this competence:Recognize the need for change and remove barriers Challenge the status quo to acknowledge the need for change Champion the change and enlist others in its pursuit Model the change expected of others CONFLICT MANAGEMENTPeople with this competence:Handle difficult people and tense situations with diplomacy and tact Spot potential conflict, bring disagreements into the open, and help deescalate Encourage debate and open discussion Orchestrate win-win solutions BUILDING BONDSPeople with this competence:Cultivate and maintain extensive informal networks Seek out relationships that are mutually beneficial Build rapport and keep others in the loop Make and maintain personal friendships among work associates COLLABORATION AND COOPERATIONPeople with this competence:Balance a focus on task with attention to relationships Collaborate, sharing plans, information, and resources Promote a friendly, cooperative climate Spot and nurture opportunities for collaboration TEAM CAPABILITIESPeople with this competence:Model team qualities like respect, helpfulness, and cooperation Draw all members into active and enthusiastic participation Build team identity, esprit de corps, and commitment Protect the group and its reputation; share credit
People who can detect emotions in others, control their own & handle social interactions do better in personal & professional life. For eg. Partners in a consulting firm who scored higher on EI measure delivered $i.2 million more than other partners. EI predicts job performance. There is a neurological component which says people with better EI make better decisions.But is EI really an intelligence? And can it really be measured? Can a test have right & wrong answers? Researchers have not subjected measures of EI to rigourous study, as has been done to personality & intelligence tests. EI is highly correlated with some personality factors, such as Emotional Stability.
A study was conducted on three hundred and fifty-eight Managers across the Johnson & Johnson Consumer & Personal Care Group (JJC&PC Group) globally to assess if there are specific leadership competencies that distinguish high performers from average performers.Results showed that the highest performing managers have significantly more "emotional competence" than other managers. There was strong inter-rater agreement among Supervisors, Peers, and Subordinates that the competencies of Self-Confidence, Achievement Orientation, Initiative, Leadership, Influence and Change Catalyst differentiate superior performers. The high potential managers received higher scores in the emotional competencies by Peers and Supervisors, but not by Subordinates. Some gender difference was found, with Supervisors rating Females higher in Adaptability and Service Orientation, while Peers rated Females higher on Emotional Self-Awareness, Conscientiousness, Developing Others, Service Orientation, and Communication. Direct reports scored Males higher in Change Catalyst.