What Is Emotional Intelligence?

Emotional intelligence leads to the ability to recognize and manage one’s own emotions, as well as the sentiments of others. Emotional intelligence is usually said to include at least three skills: emotional experience, or the capacity to identify and name one’s own passions; the ability to control those emotions and use them to tasks like thought and sustainable problem solving; and the capacity to manage emotions, which involves both regulating one’s own emotions when needed and supporting others to do the same.

There is no validated psychometric test or scale for emotional intelligence as there is for “g,” the overall intelligence factor—and many claims that emotional intelligence is consequently not an actual construct, but a way of defining interpersonal skills that go by other names.

Notwithstanding this analysis, emotional intelligence (“emotional quotient,”  or “EQ” as it’s sometimes known) has wide interest among the general public, as well as in several sectors.

In recent years, some companies have even incorporated emotional intelligence tests into their employment and learning or interview methods, on the theory that someone high in emotional intelligence would make a more suitable leader or co-worker.

While some investigations have found a link between emotional intelligence and job execution, others have shown no relationship, and the lack of a scientifically-valid scale makes it complicated to truly cover or foretell someone’s emotional intelligence on the job.

The 5 features of emotional intelligence

Five  features of emotional intelligence are as follows:

  • Self-awareness
  • Self-regulation
  • Empathy
  • Motivation
  • Social skill

1. Self-awareness

Self-awareness is the capacity to accurately understand your: emotions, strengths, limitations, procedures and understand how these influence others around you.


Improves the likelihood of your handling and accepting constructive feedback efficiently.

By knowing your strengths and weaknesses you can develop your organisation’s achievement, for example, you may choose individuals who work well in areas you cope with.

Improve self-awareness by:

Keeping a record of the situations that have triggered disruptive passions in you, such as violence, and your thoughts and actions during those situations. With this knowledge you can form an opinion of your emotions and feelings and work towards self-regulation.

Receiving feedback from the team as this can highlight how others see you and it also assists you to target unhelpful reactions.

Following the response others have to your practice.

2. Self-regulation

Self-regulation enables you to wisely handle your emotions and impulses – you show or control certain emotions depending on what is important and useful for the situation. For example, slightly than shouting at your employees when you’re stressed you may determine which tasks can be assigned.


  • Self-regulation helps get the respect and trust of employees.
  • Helpful when accommodating to change.
  • Allows you to act rationally.
  • Enhance self-regulation by:

Taking trust if you have made blunders. Rather than criticizing others admit that you are at mistake. You’ll feel less guilty and your organization will appreciate you for it.

Reacting to situations calmly as your information is more useful when you’re in this state and this feeling will spread to others. Breathing methods, such as controlled breathing, can be a valuable practice.

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3. Empathy

To be empathetic means you are capable to recognize and appreciate others’ emotions i.e. visualizing yourself in someone else’s position.


Provides you with a knowledge of how an individual feels and why they act in a certain way. As a result, your empathy and your ability to help someone progress because you react genuinely to concerns.

Particularly helpful when giving constructive feedback.

Being empathetic reveals your team that you care. For example, if a supervisor reacts violently after finding out that an employee has been coming to work late because their child is unwell, the team is likely to respond negatively towards the manager. It would be more convenient for the manager to be harmony and agree on a plan of action with the worker, such as, the employee beginning work earlier and finishing later.

Employees will appreciate you more and finally job performance will improve.

To increase empathy:

  • Visualize yourself in someone else’s position. Even if you have not felt a similar situation, remember a situation where you have thought the same excitement your employee is undergoing.
  • Practice listening to your workers without disrupting them.
  • Observe your workers and try to assess how they’re feeling.
  • Never ignore your employees’ emotions, for example, if an employee looks upset don’t ignore this – address it.
  • Try to get first rather than form a decision. For example, you may originally feel irritated at an employee who seems cold and indifferent. However, after realizing they suffer from social stress you may feel more sympathetic and contribute to your final decision.
  • To communicate your understanding keep your body language open and improve your voice to show your sincerity.

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4. Motivation

Being self-motivated consists of: experiencing what you do, working towards reaching your goals and not being motivated by money or status.


  • Decreases your likelihood of delaying
  • Boosts self-confidence
  • Keeps you motivated even if you face difficulties
  • Makes you concentrated on achieving your goals
  • Divides to the team
  • To improve your motivation:
  • Remember why you’re performing your job – maybe think about why you wanted it originally.
  • Set new purposes if you lack them.
  • Remain positive because to be motivated you must be accurate. Even when there is a delay or a challenge to identify one positive portion about it.
  • To improve your employees’ motivation read why they are valuable, using an example, as this will give them with a sense of purpose.

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5. Social skills

Effective social skills consist of maintaining relationships in a way that helps the organisation.


  • Competent social skills help you to build agreement with your employees and earn their honor and loyalty.
  • Employees will assume you which is very valuable if unwelcomed determinations have been made, such as a rise in performance targets.
  • When you communicate with your employees you can recognize the best way to meet their specific needs and identify how their skills can be used to manage the organisation’s aims.
  • Staff will feel happy presenting plans to you and presenting concerns.

Develop social skills by:

  • Improving your communication skills. Problems can occur if there is bad communication, such as, delusions upsetting employees. Listen to feedback to go out what to target, for example, the way in which you speak may require work or perhaps your body language. Good verbal and non-verbal communication skills are essentials to communicate.
  • Learning how to give praise and valuable feedback.
  • Collaborating and working collectively with your employees because you are all going towards a shared goal.