COLLECTIVE EQ: A CASE STUDY (2008)
At the end of 2008, TalentSmartEQ evaluated how the collective EQ of the U.S. population had changed since 2003 and discovered a substantial increase in the emotional intelligence of the U.S. workforce between 2003 and 2007. Skeptics might be tempted to discount a four-point increase in five years but consider the impact a seemingly small temperature increase say one or two degrees has upon our ecosystem. The same is true with human behavior in the workplace, where the frozen poles of low emotional intelligence were starting to melt. But then, in 2008, for the first time since we began tracking it–collective emotional intelligence dropped, underscoring just how susceptible to change these skills truly are. Click below to read more on the environmental trends and their impact at scale.
HOW MUCH DOES GENDER MATTER? (2008)
We were curious to investigate evaluated how individuals identifying as Male and Female scored on the Emotional Intelligence Appraisal. In 2003, we found some stark contrasts between the EQ skills expressed by men and women. Women outperformed men in self-management, social awareness, and relationship management. In fact, self-awareness was the only EQ skill in which men were able to keep pace with women. But by 2008, times had changed and so had men. Men and women were still neck and neck in their ability to recognize their own emotions–just as in 2003. But men had caught up in their ability to manage their own emotions. Click below to read more about the EQ score trends relative to gender.
IT’S LONELY AT THE TOP (2008)
Does EQ change based on leadership level? We measured EQ in half a million senior executives (including 1,000 CEOs), managers, and line employees across industries on six continents. Scores climbed with titles, from the bottom of the corporate ladder upward toward middle management. Middle managers stood out, with the highest EQ scores in the workforce. But up beyond middle management, there was a steep downward trend in EQ scores. For the titles of director and above, scores dropped and CEOs, on average, had the lowest scores in the workplace. Click below to understand why high EQ matters no matter how high up the leadership pipeline you find yourself.