Emotional Competence
The Consortium for Research on Emotional Intelligence in Organizations ( www.eiconsortium.org )
EI Framework
1
The Emotional Competence Framework
SOURCES: This generic competence framework distills findings from: MOSAIC competencies for professional and administrative occupations (U.S. Office of Personnel Management); Spencer and Spencer, Competence at Work; and top performance and leadership competence studies published in Richard H. Rosier (ed.), The Competency Model Handbook, Volumes One and Two (Boston : Linkage, 1994 and 1995), especially those from Cigna, Sprint, American Express, Sandoz Pharmaceuticals; Wisconsin Power and Light; and Blue Cross and Blue Shield of Maryland. Much of the material that follows comes from Working with Emotional Intelligence by Daniel Goleman (Bantam, 1998). Personal Competence SELF - AWARENESS Emotional awareness: Recognizing one’s emotions and their effects. People 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-assessment: Knowing one’s strengths and limits. People with this competence are: • • • • Aware of their strengths and weaknesses Reflective, learning from experience Open to candid feedback, new perspectives, continuous learning, and selfdevelopment Able to show a sense of humor and perspective about themselves
Self-confidence: Sureness about one’s self-worth and capabilities. People 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
The Consortium for Research on Emotional Intelligence in Organizations ( www.eiconsortium.org )
EI Framework
2
SELF - REGULATION Self-control: Managing disruptive
EI Framework
1
The Emotional Competence Framework
SOURCES: This generic competence framework distills findings from: MOSAIC competencies for professional and administrative occupations (U.S. Office of Personnel Management); Spencer and Spencer, Competence at Work; and top performance and leadership competence studies published in Richard H. Rosier (ed.), The Competency Model Handbook, Volumes One and Two (Boston : Linkage, 1994 and 1995), especially those from Cigna, Sprint, American Express, Sandoz Pharmaceuticals; Wisconsin Power and Light; and Blue Cross and Blue Shield of Maryland. Much of the material that follows comes from Working with Emotional Intelligence by Daniel Goleman (Bantam, 1998). Personal Competence SELF - AWARENESS Emotional awareness: Recognizing one’s emotions and their effects. People 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-assessment: Knowing one’s strengths and limits. People with this competence are: • • • • Aware of their strengths and weaknesses Reflective, learning from experience Open to candid feedback, new perspectives, continuous learning, and selfdevelopment Able to show a sense of humor and perspective about themselves
Self-confidence: Sureness about one’s self-worth and capabilities. People 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
The Consortium for Research on Emotional Intelligence in Organizations ( www.eiconsortium.org )
EI Framework
2
SELF - REGULATION Self-control: Managing disruptive