EMOTIONAL INTELLIGENCE AND COMPETENCY In a paper prepared by the Consortium for Research on Emotional Intelligence in Organizations, research conducted

in successful organizations showed common traits among its people that led to significant improvements in their bottom lines. Allow me to cite a few examples that they have found out. “An analysis of more than 300 top-level executives from fifteen global companies showed that six emotional competencies distinguished stars from the average: Influence, Team Leadership, Organizational Awareness, Self Confidence, Achievement Drive and Leadership (Spencer, I.M, Jr, 1997)” “At L’Oreal, sales agents selected on the basis of certain emotional competencies significantly outsold sales people 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)” “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)” In many other researches, the traditional personnel selection on the basis of intelligence quotient has shown that IQ was not a good indicator of success of the individual. In fact, IQ only accounts for 25% to 30% while emotional intelligence and competencies account for the rest of the success indicators. But let me be clear that cognitive ability is also important even if you are to be emotionally intelligent. For example, to be hired by a company, the applicant must have a reasonably high IQ maybe in the area of 120s give or take. But what is more important for the prospective employee is how he will be able to successfully integrate into the organization and how he can be a productive member and this is where emotional intelligence and competencies come in. I have placed a lot of emphasis on emotional competence. But one cannot be emotionally competent unless one is emotionally intelligent. It would be misleading to conclude that emotional intelligence would be a good predictor of success in work and in life. Both are requirements for an excellent chance of success.

conscientiousness. service orientation. Social competencies on the other hand. self control. I would like to thank as well the businessballs.Emotional intelligence is the foundation of emotional competence. Numerous researches shown that there are two major competencies required: personal and social competencies. 2010 . He had to convince Tandem’s managers that their old emphasis on mainframes was no longer appropriate (Influence) and then develop a system using new technology (Leadership. “how to get ahead in America. Let me briefly describe these: Personal competences include emotional awareness. trustworthiness. May 16. Self Control. developing others. 1994). commitment. its products would become obsolete (Initiative and Innovation). From Richman. and understanding others and their feelings. innovativeness. your goals. Let me conclude this article by relating an anecdote from the paper described above: “A star performer reveals how several emotional competencies are critical in his success: Michael Iem worked at Tandem Computers. Change Catalyst). adaptability. He spent four years showing off his new system to customers and company sales personnel before the new network applications were fully accepted (Self Confidence. Shortly after joining the company as a junior staff analyst. collaboration and cooperation. and team building capabilities.com for the references in this article. LS. what are the essential elements of emotional intelligence? These include understanding yourself. communication. Iem realized that unless Tandem responded to the trend. building bonds. One cannot be in control of his emotions if he does have the competencies to control these. political awareness. Achievement Drive). intentions and behaviour. and optimism. In the interest of space. change catalyst. initiative. Fortune. include empathy.com Article for the Manila Bulletin Business Options Column October 19. self confidence. leveraging diversity. influence. Having said that. Email: rbo811@yahoo. leadership. achievement drive. accurate self assessment. conflict management. he became aware of the market trend away from mainframe computers to networks that linked workstations and personal computers (Service Orientation). I will describe each of the personal and social competencies in my next article.