For some jobs, employers want to hire employees who can think outside the box. They want employees who can strategize and develop new methods of completing their work. They want people who have high levels of general intelligence. They want to hire people that have exceptional thinking abilities, problem solving and learning speeds. Assessing general cognitive ability is a talent assessment strategy USA that can be used to identify potential business stars. However, there are many people who might score in the very highest range of cognitive ability who could never succeed as the CEO of a Fortune 500 company because they lack executive intelligence and competencies.
Thinking critically is a key talent of any manager, in any organization. Critical thinking in senior leadership is a primary talent. However, having a formal business education is no guarantee that a person will have a high level of critical thinking ability. To hire talented executives, we need to understand the intellectual competencies that lead to good or bad decisions. We need to understand the components of high executive intelligence. Managerial work requires the following:
All of the above managerial competencies require high levels of executive intelligence. The ability to solve complex problems determines how well someone gathers, processes, and applies information to identify the best way to reach a goal. Executives have to appropriately define a problem and differentiate essential objectives from less-relevant concerns. They need to anticipate obstacles to achieve their goals and identify sensible means to circumvent obstacles. They need to critically examine their own and other’s underlying assumptions. They have to articulate the strengths and weaknesses of potential solutions. They have to identify probable unintended consequences of various action plans. They need to recognize the underlying agendas and motivations of individuals and groups involved. They also need to identify the core issues that are central to a conflict. They need to balance the different needs of all relevant stakeholders. They need to recognize their personal biases in their own perspectives and use this understanding to improve their action plans. They need to articulate the essential flaws in others’ proposed solutions and articulate the strengths in their own positions.
Any discussion about a senior manager’s people skills generally focuses on their personality, likability, and style. According to Daniel Goleman, Ph.D., who wrote the best-selling Emotional Intelligence, EQ consists of four broad domains or factors: 1. self-awareness, 2. self-management, 3. social awareness and 4. relationship management
There is a consensus that the factors that Goleman identified are emerging as a key element of workplace success. Assessing Emotional Intelligence is a Talent Assessment Strategy USA that has large impacts on talent selection. Emotional intelligence affects how we manage our behavior, navigate social complexities, and make personal decisions that achieve positive results.
Personal competence is made up of your self-awareness and self-management. It is your ability to stay aware of your emotions and manage your behavior. Self-Awareness is your ability to accurately perceive your emotions and stay aware of them as they happen. Self-Management is your ability to use awareness of your emotions to stay flexible and positively direct your behavior.
Social competence is made up of your social awareness and relationship management skills. Social competence is your ability to understand other people’s moods, behavior, and motives to improve the quality of your relationships. Social-Awareness is your ability to accurately pick up on emotions in other people and understand what is really going on. Relationship Management is your ability to use awareness of your emotions and the others’ emotions to manage interactions and relationships successfully.