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The purpose of the Consortium for Research on Emotional Intelligence is to generate and exchange knowledge on emotional as well as social intelligence in organizations. The Consortium has numerous members who have implemented extensive research in the field. These researchers are advancing the practice (and research) of emotional intelligence in organizations. They also develop particular strategies for companies as well as individuals. These strategies can help companies and people develop.
Emotional intelligence (EI) can have a significant positive impact on the companys bottom line. Numerous studies have been conducted in a variety of organizations. These studies show that the use of analysis of emotional competencies can make recruiting more effective. Thus, the US Air Force managed to save $3 million each year with the help of emotional intelligence as they started using EI competency assessment when recruiting. The study held at LOreal proved that salespeople hired after EI assessment was much more effective than those employed through old recruiting strategies. It is also noteworthy that managers who score more (when EI competencies are assessed) are more effective and can become efficient leaders. Finally, it has been proved that training aimed at raising EI awareness and its incorporation into the companys processes has a positive effect on the organizations bottom line. Employees are more aware of their strengths and weaknesses and are focused on self-development.
Emotional intelligence can be promoted in the workplace for four stages. These stages are preparation, training, maintenance, and evaluation. The first stage, preparation, is crucial. It is important to make people aware of the need to implement the change and show the way it can be done. This stage involves a thorough analysis of the organizations values, features, and competencies, which will be the most applicable in the company. Notably, the EI practice has to correspond to the peculiarities of the company; otherwise, it will be ineffective or even harmful for the organization. It is also essential to assess individuals and adjust their expectations by giving information on emotional intelligence and its impact on employees and the entire company.
The next phase is training, and it should start with developing a positive relationship between the trainer and the trainees. Trainers have to set clear goals which are manageable through particular steps outlined. The trainer should provide an opportunity to practice, and trainees should always get the feedback. The maintenance stage involves encouraging employees to use the skills obtained. During this stage, the trainer also has to prevent relapse; in other words, make people able to see mistakes as lessons they have to learn. Finally, the fourth stage, evaluation, is also very important as it shows whether the training has been effective and what can be improved. Performance, as well as employees competencies, should be assessed.
The emotional intelligence assessment of students can help them go to college. In the first place, it would help them better understand themselves, their strengths, and their weaknesses. They would identify areas to be improved. At the same time, the assessment will show which qualities they need to develop (or maybe suppress) to become successful college students. This self-improvement will help students enter the best college for them. It is essential to utilize the four stages and corresponding practices mentioned above to make sure that students will benefit from emotional intelligence.
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