Examining the 6 Measures of EI

Coaching EI uses an internationally recognized assessment tool to measure and coach individuals, teams, leaders, and non-leaders alike on what factors are measured to determine individual levels of emotional intelligence. We will examine the six factors of EI and provide descriptors of the high and low levels of each EI competency and the outcomes of having either a low or high level for each factor.

Inspiring Performance

For a leader, inspiring performance is a culmination of the other 5 factors of emotional intelligence, beginning with self-awareness. To inspire performance is to create a motivational environment that drives performance at a level higher than the individual’s normal output. In a leadership role, inspiration is the ability to influence people to do more than they have ever thought possible.

The effects of Low and High levels of Inspiring Performance

Low Level
  • Feeling Trapped
  • Dictatorial
  • Unprepared
  • Group Think
  • Breeding Pessimism
High Level
  • Feeling Empowered
  • Democratic
  • Strategist
  • Blue Sky *
  • Culture of Coaching **

* Creative, Visionary, and Unconstrained by Practicality
** Development from a baseline of skills

Outcomes of Low Level EI
  • Repelling
  • Falling Short
  • Self-Preservation
  • Turnover
  • Disenfranchised
Outcomes of High Level EI
  • Engaging
  • Exceeds Goals
  • Respect of Others
  • Retention
  • Organizational Citizenship Behavior (OCB) *

* Organizational Citizenship Behavior, or OCB, is a voluntary commitment that exceeds hat is normally expected of an individual.

Developing the Leadership Competencies

  • Respond, do not react
  • Stay neutral and objective when things go wrong
  • Be honest about your emotions and own them
  • Be genuine in the happiness you show toward others
  • Be strong in your support of others
  • Choose a positive outlook
  • Be intentional — focus on outcomes not content

Four Inspirational Actions of Leadership

Reach and Influence
Consistent and effective efforts to understand how to effectively connect with employees, peers, and other stakeholders. Influential leaders come out from behind job titles and their desks to ensure they are understood by the audience.

Listen with Intentionality Instead of Hearing with Filters
We often use filters while interacting with others and look for openings to jump in rather than gather more information. Leadership involves learning how to listen with the intention of the use of critical thinking skills with emotional reasoning.

Facilitate Learning
Learning is a process of observing, asking questions, and collaboration. Facilitation requires the skills of guiding another person to discover the answer rather than simply giving them the answer. Asking for and including the input. Inclusion goes beyond listening, to an invitation of participation. Inclusion helps people feel connected to outcomes and the commitment that leads to decision-making and shared achievement.

Influence vs. Motivation
Leadership is often expressed as the process of motivating people. The leader’s role is actually one of creating a vision and influencing people toward organizational goals. A manager’s role is one of control — process, deadlines, service delivery, and recovery — controlling the chaos inside the organization. Together, leaders and managers create a motivational environment that empowers the workforce.