Emotional Intelligence Assessment

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Table of Contents

Introduction
Assessing the EQ
Critique the agreement or disagreement with the results
Analysis of the feedback from the people around
Significance to a Change Agent
References

Introduction

Taking some time to assess one’s Emotional Intelligence using the free EQ Quiz is exceptionally healthy. Emotional intelligence is a term that refers to a person’s ability to assess, identify, and control emotions. According to some researchers, it is possible to strengthen and learn emotional intelligence. On the contrary, some researchers consent that emotional intelligence is inborn.

Assessing the EQ

A self EQ assessment resulted in the outlined conclusions. I neither disagree nor agree that I always embrace change. I neither disagree nor agree that my decisions are always consistent with my values. I agree that accepting feedback is always a challenge and I somewhat agree that criticism makes me defensive. I agree that it is always hard to accept that I am wrong and disagree that I see challenges positively. I agree that I am always able to recognize other people’s moods and disagree that I fulfill all my promises. I disagree that I possess a high degree of passion and somewhat disagree that I find it difficult to handle multiple demands.

Regarding a recent pressure circumstance I faced recently, I had several assignments that needed to be completed within a limited period. Failure to deliver the assignments within the allocated period would lead to fines or even worse, cancellations. This situation made me feel pressured since I had to work extra harder for prolonged periods or seek the services of other people. Considering that employing other people to assist me to complete the assignments could result in mistakes, I decided to work on my own (Kotter & Cohen, 2002).

When under pressure, trying to persuade other people to assist me never solves the situation. It makes me and the situation worse. In the first place, trying to persuade someone takes time that could be used in solving the situation. Second, a person may promise to try assisting you after luring him. As a result of the person trying to impress you, he may end up doing substandard work. Consequently, you may be forced to repeat the whole assignment. I am a female who lives in Benin and was born in 1988. I am a trained and qualified nutritionist and my job is at the entry-level.

Critique the agreement or disagreement with the results

While the results obtained after assessing one’s emotional intelligence using the free EQ Quiz are extremely interesting, it is worth pointing out that the most appropriate way of ensuring accurate assessment is through acquiring free feedback from significant people that surround us. Therefore, this leads to the ‘360’ feedback where an individual is not comfortable with a personal assessment but welcomes critique from the people around. Usually, self-assessments are hindered by the absence of awareness.

The absence of self-awareness implies that an individual is not aware of his self-management and personal presence. For instance, the emotional regulation, innovation, stress management, mental capability of handling quick and constant transformations, role identification, and creativity may be exceptionally poor in an individual. However, this person may not be aware that these skills require improvement. Other important people who surround him focus on ensuring that this person improves and, therefore, advises him accordingly (Bolman & Deal, 2008).

As mentioned earlier, a majority of people lack self-awareness. Therefore, conducting a self-assessment as far as emotional intelligence tests are concerning results to limitations. A person may end up with answers based on what he thinks he is but is not. If a friend took the test on his behalf, he would end up with different answers. Some of the factors that result in flaws in self emotional intelligence assessments include lack of self-awareness, biased self-assessments, and lack of knowledge regarding capabilities and self-worth.

Analysis of the feedback from the people around

Including the feedback from people surrounding us leads to the ‘360’ feedback. Consequently, an accurate assessment is guaranteed since important people around us are impartial and aim at ensuring improvement. These people are always aware of our facial expressions. On the same note, facial expressions are acknowledged as universal emotion language that conveys fear, anger, sadness, and happiness instantly. Comprehending these expressions is vital since it implies the level of empathy and compassion in an individual (Anonymous, 2009).

Feedback from important people around us is essential in ensuring that we manage our impulses effectively. This is attributable to the fact that they are aware of our weaknesses and are in a better position to correct us accordingly. Also, these people know the level of our communication skills, how well we can manage change, problem-solving skills, and how we utilize humor when creating rapport. These skills are extremely essential in ensuring peaceful coexistence with others. In the absence of these skills, a person may end up leading a solitary life. Therefore, it is imperative that people who surround us are concerned about making us better people.

Significance to a Change Agent

The EQ is extremely essential to change agents. For instance, present leaders utilize emotional intelligence while solving the wide array of challenges they experience daily. Leaders consider emotional intelligence to be exceptionally useful in challenging leadership roles. Furthermore, developing leaders derive a competitive edge from it. Emotional intelligence is increasingly being used in leadership. For instance, organizations should promote evolving leadership that is equal to the high level of sovereignty and egalitarianism in various workforces. Employees also have a huge number of varying choices and options as opposed to the past.

Besides, organizational leaders are against the autocratic form of leadership that was more common in the past. Considering these facts, it is evident that emotional intelligence is very vital for change agents in organizations (Bolman & Deal, 2008).

Presently, leaders should focus on leading and managing a workforce that is exceptionally empowered. Besides, leaders should look beyond the current democratic, co-operative, and consultative forms of leadership. Emotional intelligence enables leaders to identify challenges, effective ways of solving them, and the available chances for growth. Employees also possess the feeling that leaders should give them personal acknowledgment and recognition. This implies that leaders should possess the ability to know more about the employees to guide them appropriately.

For leaders to achieve this effectively, they should use emotional intelligence questionnaires and models. Leaders should promote self-assessments to ensure that employees develop self-awareness and innovation (Kotter & Cohen, 2002). However, while conducting self-assessments, employees should allow other people to participate to avoid bias. The 360 feedback procedures promote comprehensive and effective ways through which employees can realize their weaknesses and strengths.

References

Anonymous. (2009). Institute for Health and Human Potential: Emotional intelligence test. Web.

Bolman, L. G., & Deal, T. E. (2008). Reframing organizations: Artistry, choice, and leadership. San Francisco, CA: Jossey-Bass.

Kotter, J. P., & Cohen, D. S. (2002). The heart of change: Real-life stories of how people change their organizations. Boston, MA: Harvard Business School Press.

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