Can%20We%20Improve%20Emotional%20Intelligence?

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Can We Improve Emotional Intelligence?

• What the Research Tells Us
• Cary Cherniss
• Rutgers University

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Why Does EI Matter?

• IQ accounts for only 4 to 25 of variation in
  performance.

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IQ and Leadership

• Meta-analysis of several dozen studies
• Conclusion IQ accounts for about 8 of variance
• Judge et al., 2004

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The Limits of IQ

• Cambridge University study
• 120 simulated teams with task of making decisions
  for a mock business.
• Some teams made up of people with hi IQs
• Hi IQ teams performed worse than other teams.
• Spent too much time in competitive debate and
  critical analysis
• Belbin, 1996

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Teaching EI in Higher Education

• Making the Case

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What competencies are employers looking for?

• Listening and oral communication
• Resilience in the face of setbacks
• Motivation to work towards goals
• Group and interpersonal effectiveness
• Skill in resolving conflict
• Based on a U.S. Department of Labor Study

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Foreign Service Officers

• Scores on general knowledge test were negatively
  correlated with job performance (r-.22).
• Test discriminated against minorities and women.
• Superior performance associated with
  interpersonal sensitivity, self-management, and
  social skill.

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Emotional Competence and Academic Success An
example

• Study of 500 members of freshman class at Penn.
• Scores on test of learned optimism were better
  predictor of actual grades freshman year than SAT
  scores or high school grades.
• -- Seligman

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SE Competence and Scientific Achievement

• 80 Berkeley Ph.D. students assessed in 1950s -
  personality tests, IQ tests, in-depth interviews
• Tracked down 40 years later
• Success ratings based on resumes, evaluations by
  experts in own fields
• SE competencies 4 times more important than IQ
  in determining success and prestige
• Feist Barron, 1996

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US Air Force Study

• Compared recruiters who met or exceeded their
  monthly quota with those who achieved 80 or
  less.
• Relationship between EQ-i scores and
  effectiveness r .53
• When they used EQ-i to select recruiters, they
  increased good fits three-fold and cut losses by
  92 percent.
• GAO, 1998

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SEC Leadership at JJ

• Random sample of 358 managers completed a 360
  measure of SE competence (ECI)
• Superior performers scored higher on all
  dimensions based on superior and subordinate
  ratings
• Five year follow-up showed that higher scorers
  received higher salary increases
• Cavallo Brienza

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SEC and Leadership Performance

• 100 managers of Beefeater Restaurants
• EQ-i predicted
• Annual profit increase (r .47)
• Guest satisfaction (r .50)
• Langhorn, 2004

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SEC and Educational Leadership

• Heads of 42 high schools in the UK
• SE competencies linked with teacher attitudes
  and pupil academic achievement.
• Follow-up study found that SE competencies of
  teachers also linked to pupil performance.
• Lees Barnard, 1999

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SEC and Leadership in Health Care

• 1200 members of health care organizations
  nominated outstanding leaders.
• Evaluated effectiveness of nominees in 15
  situations.
• Most effective leaders more adept at integrating
  SE competencies.
• Catholic Health Association, 1994

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Can We Increase Social and Emotional Competence?
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The Emotional Competence Program

• 5 days divided into two modules
• Offered to financial advisors and regional
  management teams

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The Emotional Competence Program

• Content
• Role of emotion in work place
• Increasing awareness of emotions and ability to
  describe them
• Impact of self-talk on feelings and behavior
• The norms for expressing emotion at work
• Listening for and reflecting back feelings in
  others
• Unspoken contracts in interpersonal relations

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The Emotional Competence Program

• Results
• Sales of advisors who went through training or
  whose managers went through training increased 11
  percent more than others.
• American Express Financial Advisors

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A Training Program Based on Self-Directed
Learning

• Studied top leaders in an industrial controls
  firm and identified 4 most critical SE
  competencies.
• Trained a group of managers
• showed them what the competencies looked like
• assessed them on the competencies
• gave them feedback and helped them set goals.
• Results 1.5 million in additional profit
  during next year, twice that of a control group.
• Lyle Spencer

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The PdEI Program

• Group of 9 peers
• Trained moderator
• Monthly meetings
• Weekend retreat
• Identical format for each meeting
• Specific written protocol
• Creates safe environment
• Creates habits of positive social interaction
• Monthly exercises (homework)

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The PdEI Protocol

• Maintain confidentiality
• Listen attentively
• Dont give advice
• Never attack or make demeaning statements about
  others
• Speak twice only after everyone has spoken once.
• Speak only for yourself use I statements
• Dont come late or miss a meeting

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PdEI Homework Exercises

• Make a daily effort to compliment someone
  sincerely.
• When someone wants to talk to you and you suspect
  it is important, stop everything you are doing
  and just listen. Do at least 3 times.
• During the next month, see how many times you
  become angry and are able to control your
  reactions.

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Promoting SE Competence Seven Principles

• 1. Safe learning environment
• 2. Motivation
• 3. Reinforcement
• 4. Ongoing practice
• 5. Social support
• Competent trainers or guides
• Supportive culture

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How to Create a Supportive Institutional Culture
for SE Competence Development

• 1. Link it to a core business need
• 2. Get political support from powerful leaders
• 3. Create a strong research base
• 4. Make quality a priority
• 5. Infuse SE competence in various ways

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Creating a Supportive CultureUniversity of the
Pacific

• Center for Social and Emotional Competence
• Assessment of all entering students
• Evaluations of potential scholarship recipients
• Research on link to campus/academic success

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A concluding thought

• We should take care not to make the intellect
  our god it has, of course, powerful muscles, but
  no personality. It cannot lead it can only
  serve.
• --Albert Einstein

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For more information...

• Consortium for Research on Emotional Intelligence
  in Organizations -www.eiconsortium.org
• Collaborative for Academic, Social and Emotional
  Learning - www.casel.org