When do we talk of success, which is the quality that defines us better? Is it the Emotional Quotient/EQ or the Intelligence Quotient IQ? Both these terms are widely used these days for professional as well as a personal assessment of individuals. Emotional quotient is the ability of a person to sense, evaluate, control and express the emotions of a person, to create better work coordination with people and their surroundings.
On the other hand, Intelligence Quotient refers to a person’s ability to understand, interpret and implement one’s knowledge in various situations to strengthen his personal and professional background. A person with higher IQ uses his skills to the best of his knowledge, leading to his as well as the company’s growth. In a study conducted by business analysts, it was found that a company with high EQ delivered a profit of $1.2 million from their accounts.
IQ is used to measure the cognitive abilities of a person in a given situation or predicament and the manner in which he can come out with a solution to the best of his knowledge. But the effects of Emotional Intelligence are deeper as they cover a broader perspective like sympathy, intuition, imagination, flexibility, stress management, truthfulness and genuineness.
In any organization, an employee with a higher EQ can convince his colleagues far more effectively by catering to their emotions rather than presenting the facts and figures. Nowadays corporates look for individuals with a higher EQ than IQ, so that they have a better understanding with their peers, an open level of communication and increased production.
Here is the comparison chart to follow in order to calibrate an individual’s IQ and EQ-
|Stands for||Emotional Quotient (aka emotional intelligence)||Intelligence Quotient|
|Definition||Emotional quotient (EQ) or emotional intelligence is the ability to identify, assess, and control the emotions of oneself, of others, and of groups.||An intelligence quotient (IQ) is a score derived from one of the several standardised tests designed to assess intelligence.|
|Abilities||Identify, evaluate, control and express emotions one’s own emotions; perceive, and assess others’ emotions; use emotions to facilitate thinking, understand emotional meanings.||Ability to learn, understand and apply information to skills, logical reasoning, word comprehension, math skills, abstract and spatial thinking, filter irrelevant information.|
|In the workplace||Teamwork, leadership, successful relations, service orientation, initiative, collaboration.||Success with challenging tasks, ability to analyse and connect the dots, research and development.|
|Identifies||Leaders, team-players, individuals who best work alone, individuals with social challenges.||Highly capable or gifted individuals, individuals with mental challenges and special needs.|
|Origin||1985, Wayne Payne’s doctoral thesis “A Study of Emotion: Developing Emotional Intelligence” Popular use came in Daniel Goleman’s 1995 book “Emotional Intelligence – Why it can matter more than IQ”||1883, English statistician Francis Galton’s paper “Inquiries into Human Faculty and Its Development” First application came in French psychologist Alfred Binet’s 1905 test to assess school children in France.|
|Popular Tests||Mayer-Salovey-Caruso Test (emotion-based problem-solving tasks); Daniel Goleman model Score (based on emotional competencies).||Stanford-Binet test; Wechsler; Woodcock-Johnson Tests of Cognitive Abilities.|