[Ailist] AI and assessing EI

[Suzanne Graves]

Hi Gretchen,

The tool that I've used most is the Hay Emotional Competence Inventory.  It
was designed by the folks at Hay, who have considerable experience with
competence development.  It was also developed with Richard Boyatzis (a
former managing partner at Hay and co-author of Primal Leadership).
Boyatzis also wrote the more recent Resonant Leadership which delves more
clearly into EQ.

The instrument has 18 EQ competencies, each contains 4 behaviors.  There are
a total of 72 questions.  It is a 360, so would not be appropriate for
hiring individuals or people who had been with an organization for a short
period of time.  It would be appropriate for those who had been with the
organization for more than 6 months, however.

I also like it because it is normative.  In other words, the instrument
feedback tells you what level of competency is required to portray emotional
intelligence.  Also, you don't have to be perfect at every dimension, but
should be good at some of them.  Hay has conducted a tremendous amount of
research into this area, and the model that they use is extremely well
tested.

I've used it for about 7 years with those I coach as well as have linked it
with an awareness program about EQ.  I've gotten very good results from it.

Suzanne

Suzanne Graves
Managing Principal
The Janus Company
19 Pelham Island Road
Sudbury, MA  01776
978 443 6597

-----Original Message-----
From: ailist-bounces at lists.business.utah.edu
[mailto:ailist-bounces at lists.business.utah.edu] On Behalf Of
gretneve at aol.com
Sent: Tuesday, February 06, 2007 10:02 AM
To: ailist at lists.business.utah.edu
Subject: [Ailist] AI and assessing EI

 Dear Colleagues:
 
 I am researching EI assessment instruments for a potential client. 
 
 Are there instruments that you have found to be particularly valuable or
not valuable in making such an assessment? This potential client wants to
identify an instrument for use with new hires or possibly as part of the
hiring process. She is responsible for overseeing all HR functions and
processes in a global organization that is growing and acquiring businesses
aggressively. She sees EI is a a set of important competencies to assess (I
agree with her) early the on-boarding process if not during the hiring
process. As Goleman et al noted in their book, Primal Leadership, EI
competency among leaders really helps organizations undergoing culture
change. The folks she will be hiring will be doing both--building global
businesses and leading culture change efforts. 
 
 I am very grateful for any insights and suggestions that you may offer.
 
 Gretchen Neve
 Neve & Associates
 848 Dodge, Evanston, IL 60202
 
 "Be the change you want to see." -Gandhi
    
 


   
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