Author
|
Frances Tweedy
Cheryl Wright
|
Key Function
|
The key points about the Emotional Capability Profile (ECP):
- There are 66 questions, clustered into 24 elements within 5 components of Emotional
Capability
- The profile starts with a comprehensive overview of the research, constructs, model,
definitions and guidelines for interpreting the report
- As before, the feedback is provided as an overall view, and then data within each separate
component, with scores for self and others in combination with a bar chart
- Wide variations in scores provided by a person’s respondents are indicated in the data
- Each component has a narrative appearing after the data page which indicates the
individual’s strengths, areas for development and some suggestions as to actions the person
may find useful
- Finally, there is a page of Development Actions indicating the key action steps a person may
wish to take to improve or enhance their emotional capability
|
Credentials |
ECP's Credentials - Foundations in Research:
- The Emotional Intelligence Profile is a theory-led, self-development tool ...
- Based mainly on the work of Daniel Goleman, Hendrie Weisinger, Richard Boyatzis
and The Consortium of Applied Emotional Intelligence
- With additional reference to Salovey et al
- In its original EIP form (80 questions) it had a Cronbach alpha co-efficient of .9747
- The reliability co-efficients found for the theoretically constructed five components of the EIP
are at similarly high levels - a reliable measure
- The ECP has high face validity for participants
- The finding that “greater emotional intelligence leads to greater success in the workplace” is
supported by latest norms – currently:
|
|
|
Others’ Perception
Executives
Managers
Team Members
|
3.91
3.79
3.65
|
| |
|
Further research findings
|
- We have tracked test and re-test results
- These tests were at intervals of approximately 1 year between re-tests
- Results indicate an improvement trend
- There is more significant improvement indicated between test and 2nd retest (2 years later)
- Where further interventions took place within an OD plan to achieve an Emotionally Capable culture this trend was even more significant
|
Core Workshop
|
- One day workshop
- Comprehensive participant workbook
- Interactive, supportive learning environment
- Experiential projects to support learning
- Able to be tailored to a group’s developmental
needs through a choice of modules
- Can be designed to integrate with overall OD
learning program
|
Feature
|
- Recent concept turned into practical tools to help apply learning into everyday practice
- Combined with a workshop
- Ability to track results over time
- A tool that can assist with organization development and culture change
- Multiple uses - The ECP can be used as the diagnostic basis for
- individual development
- team development
- one to one coaching and/or
- identification of organization-wide development needs
|
| Benefits |
The Emotional Capability Profile can be used effectively:
- As part of an Introductory program
- To help new people understand their entry level of competency linked to the
organization’s competencies
- As a core development opportunity for all leaders and potential leaders
- As a longitudinal development tool by repetition of the Profile after 6-12 months to measure
development (and the ROI of interventions)
- e.g. where an individual is technically proficient but has less than effective self management
and interpersonal skills
- As a diagnostic tool
- To support team building and the development of group emotional intelligence (as
opposed to a group of emotionally capable people)
or
- As the basis of individual coaching for development or career planning
|
|
|
It is important to note:
- The ECP is a diagnostic development tool
- It is not intended to be a psychometric instrument
- It should not be used as the sole selection or performance measure for
individuals
| |
|
|
Language Availability
|
English, French, Spanish, Italian |
