Emotional intelligence by Daniel Goleman

Social awareness — the ability to sense, understand, and react to others' emotions while comprehending social networks.

(Mixed) models of EI (taken from wiki - see link below and )

The model introduced by Daniel Goleman focuses on EI as a wide array of competencies and skills that drive leadership performance. Goleman's model outlines four main EI constructs:
1- Knowing your emotions - Self-awareness — the ability to read one's emotions and recognize their impact while using gut feelings to guide decisions.

2-Managing your own emotions & Motivating yourself.- Self-management — involves controlling one's emotions and impulses and adapting to changing circumstances.

3- Recognising and understanding other people's emotions as well as Managing relationships, ie., managing the emotions of others.
Relationship management — the ability to inspire, influence, and develop others while managing conflict.

Goleman includes a set of emotional competencies within each construct of EI. Emotional competencies are not innate talents, but rather learned capabilities that must be worked on and can be developed to achieve outstanding performance. Goleman posits that individuals are born with a general emotional intelligence that determines their potential for learning emotional competencies. Goleman's model of EI has been criticized in the research literature as mere "pop psychology" (Mayer, Roberts, & Barsade, 2008).

Measurement of the Emotional Competencies (Goleman) model
Two measurement tools are based on the Goleman model:
1) The Emotional Competency Inventory (ECI), which was created in 1999 and the Emotional and Social Competency Inventory (ESCI), which was created in 2007
2) The Emotional Intelligence Appraisal, which was created in 2001 and which can be taken as a self-report or 360-degree assessment.

EI Competencies as criteria for success at work
Dr Goleman asserted that “The criteria for success at work are changing. We are being judged by a new yardstick: not just by how smart we are, or by our training and expertise, but also by how well handle ourselves and each other. This yardstick is increasingly applied in choosing who will be hired and who will not, who will be let go and who retained, who past over and who promoted…”

Goleman’s definition of emotional intelligence proposes four broad domains of EQ which consist of 19 competencies:

Self-Awareness

1. Emotional self-awareness: Reading one's own emotions and recognizing their impact
2. Accurate self-assessment; knowing one's strengths and limits
3. Self-confidence; a sound sense of one's self-worth and capabilities

Self-Management

1. Emotional self-control: Keeping disruptive emotions and impulses under control
2. Transparency: Displaying honesty and integrity; trustworthiness
3. Adaptability: Flexibility in adapting to changing situations or overcoming obstacles
4. Achievement: The drive to improve performance to meet inner standards of excellence
5. Initiative: Readiness to act and seize opportunities
6. Optimism: Seeing the upside in events

Social Awareness

1. Empathy: Sensing others' emotions, understanding their perspective, and taking active interest in their concerns
2. Organizational awareness: Reading the currents, decision networks, and politics at the organizational level
3. Service: Recognizing and meeting follower, client, or customer needs

Relationship Management

1. Inspirational leadership: Guiding and motivating with a compelling vision
2. Influence: Wielding a range of tactics for persuasion
3. Developing others: Bolstering others' abilities through feedback and guidance
4. Change catalyst: Initiating, managing, and leading in a new direction
5. Conflict management: Resolving disagreements
6. Building bonds: Cultivating and maintaining a web of relationships
7. Teamwork and collaboration: Cooperation and team building

There is general agreement that the factors that Goleman and his colleagues have identified are indeed emerging as a key element of workplace success. This is because the way that most organizations work has changed in the last 20 years. There are now fewer levels of management than there were and management styles tend to be less autocratic. In addition, the move towards more knowledge based, team working and customer focused jobs means that individuals generally have more autonomy, even at fairly low levels within organizations.


taken from:
http://en.wikipedia.org/wiki/Emotional_intelligence
http://www.psychometric-success.com/emotional-intelligence/emotional-intelligence-in-business.htm