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PSY4046andPSY3018Week18-UnderstandingtheWECQandEQscores.pdf

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PSY4046 and PSY3018

Week 18

Understanding & Normalising EQ scores Dr Jackie Meredith

The WECQ – Work-based competencies

• Covers 5 areas of emotional competence thought to be important for intelligent handling of work-based emotional issues:

• Self-Insight

• Communication

• Judgement

• Resilience

• Foundations

• Plus provides an overall score.

• Research by Meredith – validation target = 2019. • Citation = Meredith, 2019

• Reference = Meredith, J. (2019) The WECQ: Development of a new measure of workplace emotional competence. (In progress).

• Based on Goleman’s (1998) principles for good managers (who should be good people handlers)

• BUT THIS IS NOT GOLEMAN’S SCALE OR HIS LABELS....

EIQ and Management skills

• Goleman’s (1998) findings indicated Emotional Intelligence contributes 80 - 90% of the competencies that distinguish outstanding from average leaders.

• Behaviours identified included:

• the ability to recognise and understand their own moods, emotions and drives as well as their effect on others

• the ability to control or redirect disruptive impulses, moods and to think before acting

• the passion to work for reasons beyond money or status and the propensity to pursue goals with energy and persistence

• the ability to understand the emotional makeup of other people and the skill in treating people according to their emotional reactions

• the proficiency in managing relationships, building networks and the ability to find common ground and build rapport.

SELF-INSIGHT RESILIENCECOMMUNICATION JUDGEMENT FOUNDATIONS

THE COMPETENCIES...

WECQ competencies in brief

Skill domain EI Domain WECQ Key Competencies

Intrapersonal

Self-Insight

1. In touch with own emotions, able to identify them and articulate

them.

2. A good understanding of the emotional reasons behind your

actions.

3. Ability to rationalise emotions and employ coping mechanisms.

Resilience

1. Emotional motivation and discipline needed to achieve targets.

2. Self-strength and emotional resilience - not needing constant

support from others.

Interpersonal

Communication

1. Comfortable in expressing one's own emotions and handling those

of others.

2. Ability to respond appropriately to emotional situations.

Judgement

1. Good insight into the needs and feelings of others.

2. Ability to sense the underlying motives and desires of others.

Mixed Foundations

1. Emotional objectivity, ability to separate your own shortcomings

from those of others.

2. Emotional self-belief, ability to trust one's own decisions arising

from security in personal identity.

4 You can put a table like this in a report, but you need to reference Meredith (2017). Tables can be a useful way of presenting important information clearly and succinctly. Tables must always

be discussed in text.

http://www.youtube.com/watch?v=wJhfKYzKc0s&feature=related

Daniel Goleman talks about the EQ advantage in the workplace

His message…

http://www.youtube.com/watch?v=wJhfKYzKc0s&feature=related

More than IQ...

• IQ largely genetic – i.e. changes little from childhood to adulthood. • 68% of population somewhere within 16 points above or below average (within

1 standard deviation) • In professional and technical fields the typical entry-level threshold IQ is 110 to

120 • So most professionals are already within the high-average end of IQ.

• Traditional IQ alone offers relatively little competitive advantage...

Does something else

make the difference?

Mensa and success • There are many standard IQ tests in use around the world – they all

normalise raw scores.

• On most intelligence tests, average IQ score is 100

• The minimum test mark to get into Mensa is: • Cattell III B - 148

• Culture Fair - 132

• Ravens Advanced Matrices - 135

• Ravens Standard Matrices - 131

• Wechsler Scales - 132

• Longitudinal studies with 450 boys reported I.Q. had little relation to workplace and personal success

• So what was important?

• Ability to handle frustration, control emotions, and get along with others • (Snarey & Vaillant, 1985).

7 http://www.youtube.com/watch?v=wJhfKYzKc0s&feature=related

http://www.youtube.com/watch?v=wJhfKYzKc0s&feature=related

What makes a good leader?

• A major study by The Work Foundation, over five years from 2005-2010, identified 3 key capacities of outstanding leadership: • They think and act systemically

• Everyone is part of a whole and matters; loyalty and commitment, confidence and creativity enable people and companies to succeed.

• They see people as the route to performance • People matter; exceptional performance is achieved by encouraging

capabilities and engagement and this takes time and effort; they care for others.

• They are self-confident without being arrogant • High self-awareness, high motivation and aware of themselves as

enablers through committed interest, humility and self-confidence. • Lawson, I. & Cox, B. (2010). Exceeding Expectation: The Principles of Outstanding

Leadership. The International Journal of Leadership in Public Services. Vol 6 Issue 1. 8

In Practice...

Lawson and Cox (2010) present

markers of outstanding leadership

Goleman (1998) claimed that 80-

90% of the exemplars which

distinguished average from outstanding leaders were related to EIQ

In Practice...

• Lawson and Cox (2010) present markers of outstanding leadership

• Qualities that distinguish exceptional corporate leadership from average leadership

• These qualities match with the concept of emotional intelligence in workplace management

• Goleman (1998) claimed that 80-90% of the exemplars which distinguished average from outstanding leaders were related to EIQ

Your WECQ Introduction  Follow the guidelines in the Report Format for the Introduction:

 What is EIQ

 A definition in the form of a citation (from a published author)

 Explain how emotional intelligence relates to personality. Is it a similar concept – i.e. based on stable universal principles?

 Is EIQ an unrelated concept or does it moderate aspects of personality?

 Why is the measurement of EIQ considered important in business psychology?  How can an emotional intelligence profile be useful in terms of leadership or team issues?

 Reference Goleman for the theoretical and research background for the competencies in handling emotion which are advantageous in a work place.

 Reference Meredith for the WECQ – Goleman did NOT write the WECQ – but the development of the domains and the content of the test is based on his PRINCIPLES.

• Citation = Meredith, 2019 • Reference = Meredith, J. (2019) The WECQ: Development of a new measure of emotional competence. (In

progress).

Important Points about EIQ

• Emotional competency is NOT a fixed, stable and enduring capacity.

• It is DEVELOPMENTAL – starting in childhood.

• It can be changed and improved with work and self-scrutiny

• The WECQ is primarily a measure of workplace emotional competency.

• Many items are based on workplace issues

• There may be some aspects which relate to other areas of life

• WECQ final scores will indicate how your client functions in comparison with British psychology undergraduates.

• Because your client’s score will be NORMED against that population

• For example your client may have high Resilience but compared to other undergraduates this is average.

• Other undergraduates are equally emotionally resilient as your client.

Interpreting scores • In the Profile you ONLY GIVE THE STANDARDISED SCORE

• YOU MUST INTERPRET this in terms of emotional competence in comparison to the client’s peers (T SCORE)

• Standardised scores are important as they compare aspects of your client’s personality to that of other people of the same educational level and (currently) occupation – being an effective student.

• As overall Psychology undergraduates were a high scoring group, an average score will indicate positive skills in emotional domains.

* Remember 45-54 = undergraduate average = good. This is the ‘benchmark’

PSY4046 – Profiling: YOU KNOW THIS FROM PERSONALITY

• This is a client profile – BE NICE TO YOUR CLIENT

• You must never say it is a BAD score – a low score is CHALLENGING.

• Always be as positive as you can, even if this just means encouraging the client towards developing EQ and the possibility for improvement.

• The consultant’s profile must be followed by the client’s comments, which are his/her claimed behaviour

• Profile = proposed EIQ – based on scores

• Report = observed behaviour – based on experience

• What is the evidence for the client’s proposed EIQ?

• What is the evidence for the client’s reported EIQ? 14

PSY3018 – How to use this material

• Firstly, I think it’s great to do the exercise and create your own scores. Not all finalists get the chance to profile themselves on Emotional Intelligence.

• For your HR report you’ll need to explain the process of EQ testing and what the client was profiled on

• In this case not the underlying trait words, but the underlying constructs related to that domain of EQ

• Explain also that the client was challenged to develop EQ in areas where their scores were low or low average, and that their strengths in terms of EQ were presented to them.

Self-Insight • Self-Insight is not about expressing emotions or other people’s emotion, it’s about

understanding one’s own. • A high score on Self-Insight indicates you are in touch with your own emotions

and can accurately identify and articulate them – to yourself and consequently to others as well.

• You have a good understanding of the emotional reasons behind your own actions, which enables you to interact well with others.

• You can rationalise your feelings and so are better able to employ coping mechanisms when upset, angry or sad.

• If you have scored low in Self-Insight the opposite will tend to be true. A lack of understanding about your own emotions will make it difficult to cope internally with strong feelings and you may well suffer from low self-esteem.

• In addition, you may find it difficult to control your feelings in emotionally- charged situations becoming either too detached or easily devastated.

• This may mean that you find it hard to bounce back when you experience setbacks in your life.

• Someone with low Self-Insight may find it difficult to operate in a working environment where there is a lot of conflict or pressure as they find their own responses hard to handle.

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Communication • Communication is about how appropriately you express emotion – where, when

and to what degree in order to obtain an positive outcome. • A high score on Communication indicates you are probably comfortable, not only

expressing your own emotions but handling strong emotions in others as well. • Where high Communication is combined with high self-insight you will be

confident and in touch with your own emotions and not be afraid to ask for help or support when you need it.

• If you have high Communication you are more likely to respond appropriately to emotional situations – neither too little emotion nor too much!

• Someone with high Communication may be well suited to a job that involved handling people who appear irrational or upset as they would be able to communicate their own feelings appropriately and effectively, for example not showing annoyance.

• A low score in Communication probably means that you do not feel very happy about expressing your stronger, especially negative, feelings and may even avoid expressing positive feelings.

• You may find highly expressive people difficult to be around and at times your lack of expression may make you seem indifferent and possibly cold, even though you may be very sensitive.

• Stifling emotions can lead to pent-up anger, sadness and ultimately to ill-health.

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Judgement

• People with a high score for Judgement have a good insight into the needs and feelings of others and are good judges of other people.

• They are the kind of person that friends go to if they have a problem because they are good listeners and know how to make the right response to emotional cues.

• They would probably do well in jobs working with others where the ability to sense the underlying needs of others was required, especially emotional needs.

• They are also good at sensing the underlying motives of others and make good diplomats or negotiators. • This does not have to mean they are ‘nice’ or benevolent, people.

• People with a low Judgement profile typically have difficulty recognizing the emotions of others and responding effectively.

• They tend to misread others and may react inappropriately as a consequence. • This does not mean they don’t care!

• They may also find it difficult to see a situation from another person's perspective, which can make them appear narrow-minded.

• Since they find it difficult to understand others, they may have trouble anticipating other peoples’ responses and be forced to react on the spot.

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The WECQ has been designed to differentiate EI skills from aspects of personality. The AGREEABLENESS domain in personality relates, amongst other things, to warmth and caring

feelings for others - Areas typically related to AFFECTIVE empathy. The WECQ sees Judgement (J) as a skill in emotional ‘mind reading’ rather than warm and caring feelings It is more related to

COGNITVE empathy. This does not mean you cannot be warm and caring if you have high J – it means they are not necessarily correlated in all people – you can be tough-minded and have high J.

Resilience • Resilience is all about emotional independence and resilience. • If you scored highly on the Resilience scale you are likely to be highly emotionally

self-motivated but also self-disciplined enough to reach your goals. • You understand the contribution emotion has to play in handling targets and

others and are able to use emotion in an adaptive way, as a tool to help achieve aim

• Those with high Resilience are more emotionally autonomous - they need little support from others to believe in themselves – so require less support or praise.

• On the other hand, those with low Resilience can get overwhelmed when faced with obstacles and easily disillusioned from reaching their goals unless well supported by those around them.

• They may need praise or encouragement from others and may lack the internal motivation to succeed in a difficult or challenging environment at work, for example.

• They may also find it difficult to show patience when things do not happen straight away and to put aside immediate desires for a long-term goals.

• Having an AVERAGE amount of Resilience is probably enough to succeed in most things you want to do but in the long-term you may not achieve your full potential.

• It might be unwise to choose a career that expected high amounts of self- motivation emotional stamina and tough deadlines unless you have strong Resilience.

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Foundations • Foundations is all about building effective relationships – constructive

relationships based on solid understanding of oneself and one’s role in building your own future.

• Strong foundations includes two important abilities: 1. Emotional Objectivity: being able to separate your own shortcomings from

those of others. This allows a person to cope better with failures and problems in relationships.

2. Emotional Self-Belief: being able to trust yourself in decision-making. This comes from a secure base of knowing who you are (as a person and in terms of emotional insight) and what you want out of life.

• A low score in Foundations suggests you may have a lack of belief in yourself or lack an understanding of how to handle your emotions in many areas of life and consequently often find yourself in difficulties in person-to-person dealings – especially where emotions are involved.

• You may not have the natural resources to develop your own emotional strength.

• You may have difficulty trusting yourself to make the right decisions in life. • You are more susceptible than most to experience stress and worry, which in

turn could have negative consequences for your health.

Total EIQ Score • Emotional intelligence has been frequently linked with success not only in dealing

with others but in many other areas of living. If you have a poor overall score for EIQ it means that you are probably not fulfilling your true potential – this may be global, or linked to one of the domain areas above.

• Low EIQ suggests a person does not have the all necessary emotional knowledge and expertise to achieve their optimum in life.

• The good news is that emotional competencies can be learned and applied to everyday life - whatever your age.

• A high EIQ score suggest a person has the skills necessary for dealing effectively with others’ emotion and with their own emotional life.

• People with high EIQ have been shown to have stronger relationships, better health and a more successful career as well as other benefits!

• An average score is not bad; it suggests someone is on the way to a more emotionally intelligence lifestyle but shouldn’t get complacent as there are areas where EIQ could be enhanced.

• Look at your scale scores to see what areas the client could improve in order to enhance the strengths of their personality profile or help moderate challenges.

2 1

What were ‘Other Items’?

• One of the tabs you calculated was for ‘Other Items’

• This was a RAW score

• These items related to the principle that there is a tendency in self- report of a concept which relates in any way to performance to ‘fake good’ – or to tend towards presenting a favourable impression

• (Jackson & Francis, 1999).

• This is not a BAD thing, but it can affect the scoring on tests for EQ.

• It’s seen as a weakness inherent in self-report of EQ

• For this reason the WECQ incorporates 10 items which relate to SOCIAL DESIRABILITY

• Items which, if scored highly, represent a need to appear a nice, good person.

• To give a ‘good impression’ of the self

• This is also called IMPRESSION MANAGEMENT 22

Impression Management – RAW scores

• All large commercial personality tests and emotional intelligence tests incorporate a social desirability or ‘lie’ scale.

• This is not the same as deliberate manipulation of test answers but reflects the tendency of individuals to want to present themselves in a good light, particularly in personality related measures. This is known as impression management and reflects a ‘social desirability bias’. Scores in this area need to be considered when interpreting scores on emotional intelligence.

Below 33% = Low Social Desirability

Between 33 and 46% = Low Average Social Desirability

Between 46 and 74% = Average Social Desirability

Between 74 and 87% = High Average Social Desirability

Over 87% = High Social Desirability

Social Desirability items:

• These are the items which were related to ‘looking good’

• They relate to honesty, kindness, irritation, jealousy and generosity – and human nature

• They are not emotional intelligence…

24… Most people would answer ‘Sometimes’…

Social Desirability

I admit when I’ve made a mistake I hurt people’s feelings

I am polite, even to those who are being unpleasant to me I have broken promises I’ve said things that I regret

I dislike people I meet I can feel like smashing something I am resentful if I don’t get my own way I get irritated by people asking for favours

I’m delighted at the good fortune of others

What does your score mean?

High or High Average Impression Management • A higher score for impression management suggests you put a

strong value on social desirability and what other people think of you (and how you see yourself) and this may affect the way you answer questions about your behaviour.

• Your scores for emotional competence may have been influenced by this tendency or bias in your answers (they may be higher than they should be), and should be treated with caution.

• It is important for you to identify this tendency as it will not only have an impact on the way you answer questionnaires but demonstrates that you have a strong investment in what others think of you, and being seen a ‘nice person’. 25

What does your score mean? Low Impression Management • A low score suggests you are either not at all bothered by

what others think of you, or that you pride yourself in being controversial and independent. A very low score may relate to some aspects of personality – for example extreme tough- mindedness.

Low Average or Average Impression Management • All of us have some investment in what other people think of

us, but for you this is probably not influencing how you respond to questions on emotional intelligence.

• Your scores are likely to be reasonably accurate when compared to other people like yourself.

26Report on the client’s Impression Management scores AFTER the EQ profiles or in the methodology. This can be an extra small section – you don’t need to spend a lot of time on

this, just explain the concept briefly and comment on the score. This is NOT in your

template…

Not orthogonal… • "I noticed that a few questionnaire items of the WECQ are double-

counted (item 2 in Self Insight (SI) and Foundations (F), item 10 in F and Resilience (R), item 12 in Judgement (J) and SI, item 15 in J and Communication (C), item 19 in F and R, item 28 in J and SI, item 36 in F and R, item 38 in R and C, item 49 in F and SI, item 54 in F and R, item 58 in F and SI). Is this intentional? And what does this imply for the resulting factor scores?"

• Yes, it’s intentional. EQ is an integrated concept – skills in one area also affect and, more importantly, relate to skills in another. This is why we can calculate a TOTAL EQ score.

• This is different from Personality. The five factors of personality are non-related conceptually, they are orthogonal. Scores on one area DO NOT AFFECT ANOTHER, even if they may be correlated

• Remember correlation doesn’t equal causation…

• There is no such thing as a TOTAL personality score for this reason. 27

Interpreting scores

• In the Profile you ONLY GIVE THE STANDARDISED SCORE

• YOU MUST INTERPRET this in terms of emotional competence in comparison to the client’s peers (T SCORE)

• As overall Psychology undergraduates were a high scoring group, an average score will indicate positive skills in emotional domains.

SAME TECHNIQUE AS FOR PERSONALITY

• The consultant should write about their client using their first name only. • Do not give the full name.

• This report is actually about YOURSELF, but you must write as if you were a consultant.

• For each factor you must address the question, ‘what does it mean that (…..) scores (…..) for Resilience?

• The consultant’s interpretation is based on the evidence of the SCORE alone

• So look at the area of Resilience– what can you say about a person in terms of PREDICTED BEHAVIOUR or UNDERLYING TRAITS if they are: • Average • High average • High • Low average • Low

EXAMPLE PROFILE

Resilience: Score = 48: Average George’s average score for Resilience indicates ….?

30Use the descriptors to find pointers for each EQ competency

Client reply

My client was …

Resilience • Resilience is all about emotional independence and resilience. • If you scored highly on the Resilience scale you are likely to be highly emotionally

self-motivated but also self-disciplined enough to reach your goals. • You understand the contribution emotion has to play in handling targets and

others and are able to use emotion in an adaptive way, as a tool to help achieve your aims.

• Those with high Resilience are more emotionally autonomous - they need little support from others to believe in themselves – so require less support or praise.

• On the other hand, those with low Resilience can get overwhelmed when faced with obstacles and easily disillusioned from reaching their goals unless well supported by those around them.

• They may need praise or encouragement from others and may lack the internal motivation to succeed in a difficult or challenging environment at work, for example.

• They may also find it difficult to show patience when things do not happen straight away and to put aside immediate desires for a long-term goals.

• Having an AVERAGE amount of Resilience is probably enough to succeed in most things you want to do but in the long-term you may not achieve your full potential.

• It might be unwise to choose a career that expected high amounts of self- motivation emotional stamina and tough deadlines unless you have strong Resilience.

3 1

EXAMPLE PROFILE

Resilience: Score = 48: Average George’s average score for Resilience indicates he is as self-motivated as most

undergraduates and has the emotional strength to achieve most targets in life. He is generally an emotionally resilient person and does not need to rely heavily on others for approval to remain motivated or focused. However, like most of his peers there may be occasions when George needs the support of others and…

32You will need to write like this about every domain of EIQ.

Client reply

My client was pleased but surprised at this score. Although he is generally self-

motivated George feels he often needs extra support not to give up when things

get tough for example he…………………. etc

EXAMPLE PROFILE

Resilience: Score = 48: Average George’s average score for Resilience indicates he is as self-motivated as most

There are no sets of ‘words’ to engage with for EQ, but make sure you present several points for the client. Here there are five pointers…

EXAMPLE PROFILE

Resilience: Score = 48: Average George’s average score for Resilience indicates he is as self-motivated as most

Client reply

My client was pleased but surprised at this score. Although he is generally self-motivated

George feels he often needs extra support not to give up when things get tough for

example he…………………. etc

The client does not have to respond to all the points made by the consultant, but the response must match the comment.

DO THIS FOR YOURSELVES… What points are made here and how could they be reworded to fit each profile?

• Example: Communication

• How comfortable you are with your emotions

• How appropriately you express emotion

• Target: not repressing emotion or over-indulging it – being able to channel emotion appropriately

• Challenge: not appearing uncaring nor overly sensitive

• Challenge - when to be angry (in the right place, at the right time, with the right person, for the right reason…)

• The AVERAGE profile

• The HIGH AVERAGE profile

• The HIGH profile

• The LOW AVERAGE profile

• The LOW profile 35

Use this process to construct each of

your profiles!

OVERALL EIQ - EXAMPLE

• Total EIQ does not need a client reply. This is a consultant comment only.

TOTAL EIQ = 55: High Average.

Sam’s high average score for emotional intelligence shows that she has developed good competence overall in emotional domains. Her strength is her …….. which achieved a high score. Should she wish to develop her EIQ further Sam’s challenge for development is …….. where she achieved low average. This is something she can work to change as EIQ is not a fixed commodity…

3 6

PSY3018 Finalists

• You can now complete your summary of the process of testing.

• Don’t forget to mention impression management.

• Having a social desirability scale in the EQ test is an element of GOOD PRACTICE, along with reliability and validity. • Explain to your company why social desirability scores are

important and what they suggest about how people manage the impression they give to others.

• Explain how high social desirability scores might affect the validity of the test process when dealing with personal variables.

37 NEXT WEEK IS GROUP WORK WEEK – MAKE SURE YOU BOOK YOUR

MASTER’s STUDENT FOR YOUR CLIENT INTERVIEW!

NEXT WEEK

• Group work – relating EQ to personality

• Thinking about how to use EQ in the workplace (and in other areas of life)

• MASTERS – one of you needs to be interviewed by a finalist

• FINALIST! - make sure you get an agreement and contact details from a MASTERS student for your client interview. 38