| Emotional Intelligence Checklist |
| SELF-AWARENESS |
| Emotional self-awareness:
Recognizing how our emotions affect our performance |
One who has emotional self-awareness:
• Is aware of one’s own feelings and can speak openly about them
• Can identify the triggers to and inner signals of his or her own emotions
• Recognizes the effects of one’s own feelings on one’s behavior
• Displays emotional insight, seeing the big picture in a complex situation |
| Accurate self-assessment:
Knowing one’s own inner resources, abilities and limits |
One who makes an accurate self-assessment:
• Is aware of his or her own strengths and limitations
• Welcomes honest, constructive criticism and is open to feedback
• Has a sense of humor about oneself
• Knows when to seek assistance |
| Self-confidence:
A strong sense of one’s self-worth and capabilities |
One who has self-confidence:
• Is confident in his or her job capability
• Knows one’s own strengths and believes in his or her own abilities
• Displays a self-assurance that is visible to others
• Has presence |
| SELF-MANAGEMENT |
| Emotional self-control:
Keeping disruptive emotions and impulses in check |
One who has emotional self-control:
• Does not act impulsively
• Does not get impatient or show frustration
• Behaves calmly in stressful situations
• Stays composed and positive, even in trying moments |
| Transparency:
Maintaining integrity, acting congruently with one’s values |
One who exhibits transparency:
• Keeps promises
• Addresses unethical behavior in others
• Openly and publicly admits to mistakes
• Lives and acts on values |
| Adaptability:
Flexibility in handling change |
One who is adaptable:
• Adapts ideas based on new information
• Applies standard procedures flexibly
• Handles unexpected demands well
• Changes overall strategy, goals, or projects to fit the situation |
| Achievement:
Striving to improve or meeting a standard of excellence |
One who exhibits achievement:
• Seeks ways to improve performance
• Sets measurable and challenging goals
• Anticipates obstacles to a goal
• Takes calculated risks to reach a goal |
| Initiative:
Readiness to act on opportunities |
One who has initiative:
• Does not hesitate to act on opportunities
• Seeks information in unusual ways
• Cuts through red tape and bends rules when necessary
• Initiates actions to create possibilities |
| Optimism:
Persistence in pursuing goals despite obstacles and setbacks |
One who has optimism:
• Has mainly positive expectations
• Believes the future will be better than the past
• Stays positive despite setbacks
• Learns from setbacks |
| SOCIAL AWARENESS |
| Empathy:
Sensing others’ feelings and perspectives and taking an active interest in their concerns |
One who has empathy:
• Listens attentively
• Is attentive to people’s moods or nonverbal cues
• Relates well to people of diverse backgrounds
• Can see things from someone else’s perspective |
| Organizational awareness:
Reading a group’s emotional currents and power relationships |
One who has organizational awareness:
• Is able to detect crucial social networks and key power relationships
• Understands political forces within the organization
• Identifies the organization’s guiding values
• Recognizes unspoken rules of the organization |
| Service:
Anticipating, recognizing, and meeting customers’ or clients’ needs |
One who provides service:
• Makes himself available as needed
• Monitors client satisfaction
• Fosters an environment that keeps client relationships on the right track
• Ensures that client needs are met |
| RELATIONSHIP MANAGEMENT |
| Inspirational leadership:
Inspiring and guiding individuals and groups |
One who provides inspirational leadership:
• Leads by example
• Makes work exciting
• Inspires others
• Articulates a compelling vision |
| Influence:
Having impact on others |
• One who has influence:
• Engages an audience when presenting
• Persuades by appealing to people’s self-interest
• Gets support from key people
• Develops behind-the-scenes support |
| Developing others:
Sensing others’ development needs and bolstering their abilities |
One who develops others:
• Recognizes specific strengths of others
• Gives directions or demonstrations to develop someone
• Gives constructive feedback
• Provides ongoing mentoring or coaching |
| Change catalyst:
Initiating or managing change. |
One who is a change catalyst:
• States need for change
• Is not reluctant to change or make changes
• Personally leads change initiatives
• Advocates change despite opposition |
| Conflict management:
Negotiating and resolving conflict. |
One who manages conflict:
• Airs disagreements or conflicts
• Publicly states everyone’s position to those involved in a conflict
• Does not avoid conflict
• Finds a position everyone can endorse |
| Teamwork and collaboration:
Working with others and creating group synergy in pursuing collective goals. |
One who exhibits teamwork and collaboration:
• Cooperates with others
• Solicits others’ input
• In a group, encourages others’ participation
• Establishes and maintains close relationships at work |
