Last year, I had the opportunity to work with a leadership coach. Part of the coaching involved a 360 degree evaluation by family, colleagues, and stakeholders which assessed Emotional Intelligence (EI) using the EI360. In case you are unfamiliar with work in this area, the literature indicates that managers who have strong emotional intelligence skills outperform those who don’t, a good business reason to have these competencies (Cherniss, 2009). Broadly, EI encompasses self-awareness, self regulation, self motivation, social awareness, and social skills, and within each of these areas, specific skill sets (The Consortium on Research for Emotional Intelligence in Organizations, 2009).
