IQ vs. EQ: Which One to Focus on Employee Development?

May 26, 20201:35 pm3001 views
IQ vs. EQ: Which One to Focus on Employee Development?
IQ vs. EQ: Which One to Focus on Employee Development?

IQ vs. EQ roles in the workplace 

Researchers have shown that to be successful at work or in life, we need 80 percent of our EQ and 20 percent of our IQ. Our intellect helps us resolve problems, make calculations, and process information. Meanwhile, emotional intelligence allows us to be more creative and use our emotions to resolve the problems we have. 

Based on the EITC research, a human’s IQ is the same at the age of fifteen as it is at the age of fifty. IQ has limitations and usually is scored from one of several standardised tests designed to assess an individual’s intelligence. In the workplace, IQ is needed to succeed in a challenging task as it could help with the ability to analyse and connect the dots, research and development. 

See also: Meeting Etiquette across Asian Countries You Should Know 

On the contrary, unlike logical mathematics, emotional intelligence can be developed over time, free of age limit, with the condition that it is provided with the necessary attention and effort to it. EQ is needed in the workplace to succeed in terms of teamwork, leadership, successful relations, service orientation, initiative, and collaboration. 

IQ vs. EQ model 

Intellectual Quotient can be identified in highly capable or gifted individuals. It can also be found on individuals with mental challenges and special needs. Individuals with high IQ usually achieve many intellectual rewards such as chess champions. Having a high intellectual intelligence can also help individuals fare well when faced with unusual or complex problems. Terrence Tao is a good example of this. His IQ is pegged at between 220 and 230 by the Davidson Institute. At eight years old, Tao achieved a score of 760 on the pre-1995 SAT, received a PhD from Princeton at 20 and at 24 became the youngest ever full professor at UCLA. 

On the other hand, EQ can be divided into 5 biggest models, including self-perception, stress management, self-expression, decision making, and interpersonal intelligence. These models are what usually employers seek in their individuals besides IQ because only through good teamwork can a company succeed in a very competitive business world. 

  • Self-perception includes self-regard, self-actualisation, emotional self-awareness. 
  • Stress management includes flexibility, stress tolerance, and optimism. 
  • Self-expression includes emotional expression, assertiveness, and independence. 
  • Decision making includes problem-solving, reality testing, and impulse control. 
  • Interpersonal intelligence includes interpersonal relationships, empathy, and social responsibility. 

Developing employees’ EQ 

At one point, IQ is viewed as the primary determinant of success to an accomplished higher knowledge. But researchers argued that having high intelligence does not guarantee success in the life of the workplace. This argument highly emphasises that Emotional Intelligence is crucial to organisational success. 

Here is what HR leaders can do to help develop employees’ Emotional Intelligence: 

  • Focus on offering character education, modelling positive behaviours, encouraging employees to think about how others are feeling, and finding ways to be more empathetic towards others. 
  • Do the work of change, including set clear goals, break goals into manageable steps, provide opportunities, monitor performance and give feedback, build support, and enhance insight. 
  • Encourage transfer and maintenance of change by encouraging the use of skills on the job and developing an organisational culture that supports learning. 
  • Do evaluation and see what changes need to be done to foster stronger emotional intelligence. 

Read also: Is Developing Emotional Intelligence Harder than You Think?

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