On Behavioral Intelligence: Know Your Emotional Hot Buttons !
The modern workplace calls for a new kind of Emotional Intelligence model focused on the most practically important aspects of EQ and focused specifically on modern workplace challenges. Research shows that the behavioral elements of EQ — the aspects of the model that focus on our actions — lead to the most visible and meaningful improvements. These same behavioral aspects have proven to be the best predictors of job performance and success.
The third generation of Emotional Intelligence focuses on these behavioral aspects, so we now distinguish between Emotional Intelligence, which focuses on emotion awareness, recognition, and understanding, and Behavioral Intelligence, which represents practical skills that directly influence others and our own effectiveness.
Emotional Intelligence
Perceiving and understanding one’s own emotions and the emotions of others
Gaining insight into oneself
Exercising empathy for others’ experiences
Behavioral Intelligence
Recognizing the impact that emotions have on one’s own behavior and the behavior of others
Using this awareness to manage personal behavior and relationships.
To fully understand the differences, consider that Emotional Intelligence is completely internal; it is a person’s ability to understand his own emotions and recognize the emotions of others. Therefore Emotional Intelligence can be thought of as preceding Behavioral Intelligence. It might be helpful to practice Emotional Intelligence, but it is difficult to observe and put into action. Further, Behavioral Intelligence has proven to generate visible increases in productivity, team cohesion, employee engagement, leadership performance and the ability to effectively navigate change.
The business case for a third-generation Emotional Intelligence model is clear:
An insurance company found the average policy value sold by agents with high EQ was twice that of agents with low EQ.
A study of 500 executive search candidates identified emotional competence as a better predictor of placement success than intelligence or prior experience.
A consumer products company found a “strong relationship” between superior performing leaders and emotional competence.
A university study found performance reviews make the giver and recipient less productive, but says the tone of the review (even a bad review) can make people feel upbeat and energized.
Behavioral EQ Tip of the Day - Know Your Emotional Hot Buttons
To increase your emotion awareness, write down your emotional triggers: those things that cause you to feel stressed, frustrated, or angry. Triggers are not always major events, such as arguments with a co-worker; they can also be small things, like unwelcome noise from the hallway outside your office. A full awareness of your triggers is critical because it is the first step in understanding your emotions. Once you understand the sources of your difficult emotions, you can take steps to manage your environment, regulate your emotions, and not be as susceptible to stress.
The third generation of Emotional Intelligence focuses on these behavioral aspects, so we now distinguish between Emotional Intelligence, which focuses on emotion awareness, recognition, and understanding, and Behavioral Intelligence, which represents practical skills that directly influence others and our own effectiveness.
Emotional Intelligence
Perceiving and understanding one’s own emotions and the emotions of others
Gaining insight into oneself
Exercising empathy for others’ experiences
Behavioral Intelligence
Recognizing the impact that emotions have on one’s own behavior and the behavior of others
Using this awareness to manage personal behavior and relationships.
To fully understand the differences, consider that Emotional Intelligence is completely internal; it is a person’s ability to understand his own emotions and recognize the emotions of others. Therefore Emotional Intelligence can be thought of as preceding Behavioral Intelligence. It might be helpful to practice Emotional Intelligence, but it is difficult to observe and put into action. Further, Behavioral Intelligence has proven to generate visible increases in productivity, team cohesion, employee engagement, leadership performance and the ability to effectively navigate change.
The business case for a third-generation Emotional Intelligence model is clear:
An insurance company found the average policy value sold by agents with high EQ was twice that of agents with low EQ.
A study of 500 executive search candidates identified emotional competence as a better predictor of placement success than intelligence or prior experience.
A consumer products company found a “strong relationship” between superior performing leaders and emotional competence.
A university study found performance reviews make the giver and recipient less productive, but says the tone of the review (even a bad review) can make people feel upbeat and energized.
Behavioral EQ Tip of the Day - Know Your Emotional Hot Buttons
To increase your emotion awareness, write down your emotional triggers: those things that cause you to feel stressed, frustrated, or angry. Triggers are not always major events, such as arguments with a co-worker; they can also be small things, like unwelcome noise from the hallway outside your office. A full awareness of your triggers is critical because it is the first step in understanding your emotions. Once you understand the sources of your difficult emotions, you can take steps to manage your environment, regulate your emotions, and not be as susceptible to stress.
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Source:Tracomcorp.com
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