EQ Competence: Fostering a Talent Advantage that Drives Organizational Performance
Many HR professionals have heard the term Emotional Intelligence before but what is it, really? How can it be used to drive organizational performance? We know it’s related to someone’s behavior and how they interact with others but can fostering this competency in your workforce, especially your senior leadership, accelerate the success of the organization?
Understanding emotional intelligence and how this competency can be leveraged to develop talent is important in today’s competitive business environment.
During this course, we’ll take a close look at what Emotional Intelligence is and is NOT. You’ll gain a high-level understanding of the research and be armed with the knowledge to cut through the hype and clarify myths versus fact. Most importantly, learn what to consider when incorporating the emotional intelligence competency into your talent acquisition and talent development strategies.
HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1.0 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
This activity, has been approved for 1.0 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
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Title: Hype vs. Reality
Because EI has been frequently presented in many business magazines, newspapers, books, etc., and since there are many different companies out in the marketplace promoting various assessments and training solutions, etc. around EI, there has been a lot of misunderstandings and hype. It’s important for you, the HR professional, to be aware of these issues.
Firstly, a significant amount of confusion is likely attributed to the fact that there are three streams of research on Emotional Intelligence.
Another part of the confusion is because EI has many different models, so EI may be defined and measured somewhat differently. Thus, some of the EI training programs offered cover competencies beyond the strict definition of EI to also include sections on things like interpersonal communication, negotiations, influence, listening, etc. This is far more broad than, for example, what the ability-based model of EI would deem pertinent. However, the training may be more impactful by including these additional elements in the program. So it’s not necessarily a bad thing, but these broad brush categories can lead to some misunderstandings about what is and what is not considered part of EI.
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Dr. Craig Haas is a Management Consultant and Executive Coach at Advantage Performance Group with over 15 years of experience in helping companies select high quality talent and develop leaders.
His specialty is talent assessment for enterprise wide talent acquisition and leadership development initiatives. Craig is also a talented training facilitator. He also serves as an...