Emotional Capability Profile

What is Emotional Capability?

There is general agreement amongst those who have studied emotional intelligence that this is a significant contributor to a person’s effectiveness. It provides the traction necessary for superior performance by enabling an individual’s IQ, technical skills knowledge and expertise to be maximised. Emotional Capability emphasises that emotional intelligence is made up of a number of skill clusters that can be reinforced and developed.

The Emotional Capability Profile uses the most up-to-date research findings and is designed as a development tool (not a measurement tool). Based on the perception of self and others, it is a way of giving feedback to individuals about their use of those skills that are widely held to be associated with demonstrating emotional intelligence at work. People are finding that this profile provides practical insights into the skills associated with managing one’s own emotions and actions, and in developing sustained and appropriate relationships with others.

ECP can be used effectively:

· As part of an Introductory program to help new people understand their entry level of competency linked to the organisation’s competencies.

As a core development opportunity for all leaders and potential leaders.

As a longitudinal development tool by repetition of the Profile after 9-12 months to measure development (and the ROI of interventions).

· As an objective basis for remedial coaching 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.

CASE STUDIES

ECP as a coaching tool – France

A senior engineering manager was demoted in a re-structuring. He was devastated by this change in his position in the company. He was also a person who lacked people skills, especially empathy. As part of the restructuring it was agreed that he would receive coaching to assist him to accept his new position and to learn the skills essential to his new role.

As part of the coaching an Emotional Capability Profile was completed.

The feedback from the ECP matched the verbal feedback he had been receiving. However, as an engineer, he was better able to comprehend the information through the figures, data and explanatory text contained in the profile. The ECP also helped him to determine his personal action plan as it provided a framework to discuss his behaviour. Within 3 months he had already changed the way he dealt with people and was keen to continue the learning journey.