The model for Emotional Intelligence as Daniel Goleman sees it, consists of 5 domains.
For each of the 5 parts, D. Goleman specifies in his book what they mean and how they can be filled in.
Each skill is specified by a series of actions people can take, that are a witness of having mastered the skill.
Knowledge of Self.
- Emotional Self Knowledge: People are aware of the connection between their emotions and what they are thinking and doing. Furthermore they realize how much their emotions influence their decision taking and performance. They also have knowledge of the values and targets in their life!
- Accurate measurement of self: They know their strengths and weaknesses, they reflect on their own functioning and want or are willing to learn from their failures. They are open to feedback, new insights, life long learning and self development.
- Self confidence: They know how to present themselves, they can stand for their opinions even when they are in a, for the opinion, hostile environment. They know how to decide, under pressure and with relative insecurity.
Management of Self.
- Self control: They can manage their emotions, impulses and feelings. They know how to be productive and efficient even in challenging situations. They remain clear and have a clear vision and focus even under heavy pressure.
- Trustworthy: They behave ethical and build trust by authenticity and transparency. They acknowledge their own mistakes and confront others with unethical behaviour. They stand for high/challenging standards even when these are not popular.
- Consciously living: They stick to their word and engagements. They hold themselves responsible for not attaining their targets, are organised and secure in organising their lives.
- Flexibility: They can easily cope with changing demands and fast changing priorities.They adapt their answers and tactics to the ever changing environment.
- Innovative:They seek for new ideas through a broad range of sources. Seek original solutions for their problems and are flexible in taking new perspectives and higher risks in their way of thinking.
Motivation of Self.
- Seek for results: They are driven by results and have a high motivation to attain high objectives and standards. They are able to state challenging targets and take calculated risks. They find easily information to reduce risks and easily find ways to do things better. Learn fast and easy to better their performance.
- Engage: They are prepared to give in on personal desires to get to higher targets.They find satisfaction in attaining higher targets of the organisation. They use group values to decide and to refer to own choices; They actively search for ways to accomplish the mission of the group they belong to.
- Taking initiatives: They are prepared to take on opportunities. They are willing to go “the extra mile” easily. They mobilize others through special extra initiatives.
- Optimism: They keep ongoing for results even when meeting obstacles and bad luck. They operate with a vision of success rather then failure. They see a failure as a parameter from the environment than a personal failure.
- Empathy: They are aware of emotional signs and react to them. They are sensitive and easily understand the viewpoint of others.
- Service minded: They easily understand the needs of the customer and reply fast with the necessary help/service. they seek for possibilities to better customer satisfaction en customer loyalty. They are always prepared to give assistance to the customer. They try to work as much as possible from the viewpoint of the customer.
- Development of others: Acknowledge and reward others for their strengths, their results and their development.Give positive and strengthening feedback tot others and recognize the need of others to develop themselves. They coach others, give timely feedback and give challenges to others that foster personal growth.
- Use diversity as a leverage: Respect others easily and maintain good relationship with them. Easily understand the diverse viewpoints and they are sensitive for differences from group to group. They challenge intolerance and prejudices.
- Political awareness: they quickly and accurately read the “forces” in the organisation.They quickly detect who is key in the organisation. They easily understand situations, relations in and out of the organisation.
- Influence: They easily can convince others. They adapt easily their presentation to the public. They use complex strategies to influence directly and indirectly to foster agreement and support. They use dramatic cases to state their viewpoints.
- Communication skills: They are very effective in understanding the emotional background of the message given by others and react upon it. They are open about difficult situations. They are good listeners and foster an open way of communications and are receptive for good and bad news.
- Leadership: They stress and develop enthusiasm about shared vision and mission. They lead when necessary independently of their position. They guide others to performance, letting them their responsibility. Lead by example.
- Catalyst for change: They recognize the need for change and the removal of barriers. They challenge the status quo and are a model of change that is expected from others.
- Conflict management: They easily handle “difficult” people and situations and remain diplomatic. They recognize potential conflicts, bring disagreements out in the open and help others to calm down. They encourage debate and open discussions. They search for a win-win situation.
- Creating human bonds: They nurture relationships. They have and maintain extensive networks. They look for shared advantages in relationships. They build rapport and make and maintain good personal friendships between colleagues.
- Working together: They keep the focus on the task and have an eye for the relations.They work together, plan together and share information and sources. They foster a friendly and cooperative atmosphere. They acknowledge and nurture opportunities to work in group.
- Team skills: They respect group qualities like respect, service and cooperation. They engage others in an active and enthusiastic way into a more active role. They cooperate to build an identity and commitment for the team. They defend the group and its reputation. They share the credit that the group get from the organisation.