EQ Tutorial Overview OKA www typetalk com 703

EQ Tutorial Overview OKA www. typetalk. com (703) 591 -6284 Founded in 1977, OKA is a training and consulting small business specializing in leadership and team development. Expert in a variety of psychological instruments and group processes, OKA offers highimpact leadership and team development programs and a variety of instrument qualification workshops. We are based in Fairfax, Virginia with Associates across the U. S. We are changing the way the world lives and works one person at a time. Hile Rutledge, Chief Executive Officer, OKA ® 2012 OKA All rights reserved. May be used only with permission.

Emotional Intelligence • A collection of components comprising our emotional and social functioning and general psychological well-being • This EQ model—derived by Reuven Bar-On and MHS--is composed of 16 elements • Relates to potential for performance—not performance itself • Is comprised of elements that can change and be altered ® 2012 OKA All rights reserved. May be used only with permission.

What Emotional Intelligence Is Not Ø Cognitive Intelligence (IQ) Ø Skill Assessment Ø Achievement Ø Vocational Interest Ø Personal or Vocational Compatibility Ø Personality ® 2012 OKA All rights reserved. May be used only with permission.

EQ-i 2. 0 Model OKA All rights reserved. Copyright (C)® 2012 2011 Multi-Health Systems Inc. All. May rightsbe reserved. with permission. Based on the Bar-Onused EQ-ionly model by Reuven Bar-On, copyright 1997.

EQ-i Composites • Self-Perception Composite Ø Self-Regard Ø Self-Actualization Ø Emotional Self-Awareness ® 2012 OKA All rights reserved. May be used only with permission.

Self-Regard is the ability and the tendency for you--in full light of both your positive and negative qualities—to both like and have confidence in yourself. ® 2012 OKA All rights reserved. May be used only with permission.

Self-Regard Low Self-Regard results in feedback that you: • Doubt yourself and/or lack self-confidence • Disrespect yourself • Are insecure and burdened with thoughts of inferiority • Lack self-esteem High Self-Regard results in: Feelings of self-acceptance and self-esteem When Self-Regard is too active or overdone: • Arrogant • Vain and conceited • Narcissistic • Over-confident • Burdensome with thoughts of superiority ® 2012 OKA All rights reserved. May be used only with permission.

Self-Actualization refers to your ability and tendency to grow and strive--to see your potential, set meaningful goals and work toward your betterment and fulfillment. ® 2012 OKA All rights reserved. May be used only with permission.

Self-Actualization Low Self-Actualization results in feedback that you: • Underperform, are lazy and/or lack ambition • Appear bored or uninspired • Are ignorant and/or closed to learning and development • Lack confidence to change, grow or rise to the occasion High Self-Actualization results in: Visible drives toward self-improvement When Self-Actualization is too active or over-done: • Perpetually dissatisfied with the status quo • Overly goal-driven—too intense • Overly exuberant with your activities • Self-centered—blind to the others’ needs ® 2012 OKA All rights reserved. May be used only with permission.

Emotional Self-Awareness relates to your ability and tendency to know what you are feeling and why. Emotional Self-Awareness enables you to tell one emotion from another and to see the logical cause of each. ® 2012 OKA All rights reserved. May be used only with permission.

Emotional Self-Awareness Low Emotional Self-Awareness results in feedback that you: • Appear emotionally unaware or immature • Are ignorant of your emotional needs and motivations • Can be surprised by others’ reactions and emotional states • Often misunderstand others and are misunderstood • Deny your own feelings High Emotional Self-Awareness results in: Your knowing what you’re feeling and why When Emotional Self. Awareness is too active or over-done: • Self-centered • Self-indulgent • Selfish • Inattentive to needs and realities of others ® 2012 OKA All rights reserved. May be used only with permission.

EQ-i Composites • Self-Expression Composite Ø Emotional Expression Ø Assertiveness Ø Independence ® 2012 OKA All rights reserved. May be used only with permission.

Emotional Expression relates to your willingness and tendency to share, to communicate and to be reasonably transparent with your feelings. ® 2012 OKA All rights reserved. May be used only with permission.

Emotional Expression Low Emotional Expression results in feedback that you: • Withhold your emotions • Keep secrets and are mistrusting of others • Are emotionally ignorant, stilted or immature • Deny your own feelings High Emotional Expression results in: Healthy and open disclosure of emotions When Emotional Expression is too active or over-done: • Emotionally transparent • Emotionally hijacking • Self-centered • Self-indulgent ® 2012 OKA All rights reserved. May be used only with permission.

Assertiveness relates to your ability to put your needs, thoughts and opinions out into the world --even when doing so invites opposition or conflict or causes you to take a stand. ® 2012 OKA All rights reserved. May be used only with permission.

Assertiveness Low Assertiveness results in feedback that you: • Seem bashful, shy or soft-spoken • Withhold important information or opinions • Appear uncommitted to a cause or issue • Come across as weak--as a push-over or a doormat • Lack substance High Assertiveness results in feedback that you: Speak your mind and stand up for yourself When Assertiveness is too active or over-done: • Aggressive • Abusive or militant • Bossy and unwilling to compromise • Self-centered (commanding the spotlight) ® 2012 OKA All rights reserved. May be used only with permission.

Independence refers to your ability and tendency to be self-directed in your thinking, feeling and actions—to go it alone when needed. ® 2012 OKA All rights reserved. May be used only with permission.

Independence Low Independence results in feedback that you: • Emotionally cling to others’ ideas, opinions or feelings • Are easily led—frequently following the crowd • Lack intellectual depth and are perhaps weak-minded • Come to decisions slowly on your own, appearing indecisive • Seem uninformed High Independence results in feedback that you: Are effectively autonomous and self-assured When Independence is too active or over-done: • Emotionally withholding • Detached and isolated • Counter-dependent • Un-collaborative ® 2012 OKA All rights reserved. May be used only with permission.

EQ-i Composites • Interpersonal Composite Ø Interpersonal Relationship Ø Empathy Ø Social Responsibility ® 2012 OKA All rights reserved. May be used only with permission.

Interpersonal Relationship relates to your ability and tendency to give and receive trust and compassion and to establish and maintain mutually satisfying personal relationships. ® 2012 OKA All rights reserved. May be used only with permission.

Interpersonal Relationship Low Interpersonal Relationship results in feedback that you: • Withdraw from relationships and social contact • Seem unfriendly • Prefer to go your own way and seem a bit of a loner • Are cold and hard to get to know High Interpersonal Relationship results in feedback that you: Build and nurture close relationships well When Interpersonal Relationship is too active or over-done: • • Inappropriately familiar or intimate Too free or disclosing with personal data Co-dependent Unable or unwilling to be alone ® 2012 OKA All rights reserved. May be used only with permission.

Empathy is your ability and willingness to take notice of and be sensitive to other people’s needs and feelings. ® 2012 OKA All rights reserved. May be used only with permission.

Empathy Low Empathy results in feedback that you are: • Inattentive to others’ feelings • Uncompassionate, unfeeling or inhumane • Emotionally detached or distant • Selfish (“I know your feelings, but I’m more concerned with me. ”) • Self-centered (“I’m so self-consumed, your needs don’t register. ”) High Empathy results in feedback that you: Stay attuned to others’ needs and feelings When Empathy is too active or over-done: • Emotionally dependent--unable to separate your emotional needs from others’ • Dishonest—holding back the truth when it will hurt • Conflict avoidant ® 2012 OKA All rights reserved. May be used only with permission.

Social Responsibility is your ability and tendency to cooperate and contribute to the welfare of a larger social system, to have and act in accordance with a social consciousness and to show concern for the greater community. ® 2012 OKA All rights reserved. May be used only with permission.

Social Responsibility Low Social Responsibility results in feedback that you: • Are socially or environmentally irresponsible • Pay more attention to your own needs than those of the group • Care little for the needs of others or society as a whole • Seem content to let others take care of the group’s needs High Social Responsibility results in feedback that you: Care about society and tend to help others When Social Responsibility is too active or over-done: • A martyr—putting group needs before yours • Overly sensitive to others’ needs • Unable or unwilling to accept help or outreach from others or allow anyone else to give ® 2012 OKA All rights reserved. May be used only with permission.

EQ-i Composites • Decision Making Composite Ø Problem Solving ØReality Testing ØImpulse Control ® 2012 OKA All rights reserved. May be used only with permission.

Problem Solving relates to your ability and tendency both to solve problems that involve emotions and to use emotions as an effective problem solving tool. ® 2012 OKA All rights reserved. May be used only with permission.

Problem Solving Low Problem Solving results in feedback that you: • Get overwhelmed and delay or avoid making decisions at all • Let worry cloud your judgment • Tend toward conflict avoidance • Give up quickly and take a defeatist attitude High Problem Solving results in feedback that you: Solve problems readily, even when upset When Problem Solving is too active or overdone: • Problems solving is engaged too quickly, even when pause or reflection may be prudent • May well not engage conflict avoidance as a legitimate conflict approach, which at times it can be ® 2012 OKA All rights reserved. May be used only with permission.

Reality Testing is the ability and tendency for you to assess the here-and-now reality of any given moment or situation—what is actually going on—and compare that objectively to your fantasy of what is going on. ® 2012 OKA All rights reserved. May be used only with permission.

Reality Testing Low Reality Testing results in feedback that you: • Have unrealistic contributions • Daydream • Are impractical, flighty and/or air-headed • Easily lose perspective • Exaggerate, and can even be seen as dishonest High Reality Testing results in feedback that you: Stay well grounded, tuned into the real world When Reality Testing is too active or overdone: • Unimaginative • Unable to trust or connect with elements of life outside of verifiable facts—including loyalty, love, esprit de corps and/or spirituality • Too objective--unwilling or unable to connect with subjective, emotional element of situation ® 2012 OKA All rights reserved. May be used only with permission.

Impulse Control relates to your ability or willingness to delay an initial temptation to do or say something—to filter action or expression as appropriate. ® 2012 OKA All rights reserved. May be used only with permission.

Impulse Control Low Impulse Control results in feedback that you: • Are rash and impetuous • Have little self-control • Seem impatient • Start talking and then tend not to stop High Impulse Control results in feedback that you: Resist or delay impulses & temptations to act When Impulse Control is too active or overdone: • • Repressed Verbally or emotionally stifled or constrained Unable or unwilling to be spontaneous Inhibited ® 2012 OKA All rights reserved. May be used only with permission.

EQ-i Composites • Stress Management Composite Ø Flexibility Ø Stress Tolerance Ø Optimism ® 2012 OKA All rights reserved. May be used only with permission.

Flexibility is your ability and tendency to adjust your emotions, thoughts, and behavior to changing situations and conditions, to adapt—to take in new data and change your mind or approach. ® 2012 OKA All rights reserved. May be used only with permission.

Flexibility Low Flexibility results in feedback that you: • Think rigidly—remaining set in your ways and opinions • Lack curiosity • Resist change • Slow to start new projects or efforts High Flexibility results in feedback that you: Flex to new conditions and are open to change When Flexibility is too active or over-done: • More starts than finishes • Reluctant to stick to a plan and come to closure • Unwilling or unable to stick to a plan or commitment • Easily bored with routine and predictability ® 2012 OKA All rights reserved. May be used only with permission.

Stress Tolerance relates to your ability and tendency to live your life effectively in the face of stress. ® 2012 OKA All rights reserved. May be used only with permission.

Stress Tolerance Low Stress Tolerance results in feedback that you: • Rattle easily • Become physically and/or emotionally overwhelmed by anxiety • Tend to avoid confronting stressful or unpleasant things • Are easily distracted by stress and fear • Succumb to panic and nervousness High Stress Tolerance results in feedback that you: Face crises and problems in the face of stress When Stress Tolerance is too active or over-done: • Disconnected from expected and reasonable emotional state—or seen by others as such • Disregarding of the severity or importance of the outcome—discounting the important ® 2012 • OKA All rights reserved. be Reflecting low. May buy-in on the issue or outcome used only with permission.

Optimism refers to your ability and tendency to look at the brighter side of life and to maintain a positive attitude even in the face of adversity. Optimism gives you hope and enables you to see the future as a positive, inviting place. ® 2012 OKA All rights reserved. May be used only with permission.

Optimism Low Optimism results in feedback that you: • Are a pessimist • Act hopeless and/or helpless • Give up easily • Engage with self-defeating thoughts and judgments • Believe the future is a place of negative challenge and defeat High Optimism results in feedback that you: Maintaining a positive attitude in adversity When Optimism is too active or over-done: • Blind to reality and danger • Can envision opportunities that do not exist • Unrealistic belief in a positive outcome taking the place of effort and hard work, the tools that may secure the positive outcome ® 2012 OKA All rights reserved. May be used only with permission.

EQ-i Composites • General Well Being Ø Happiness ® 2012 OKA All rights reserved. May be used only with permission.

Happiness is your ability and tendency to feel joy and satisfaction with the process of living—to be able to embrace all aspects of life with cheerfulness and enthusiasm. ® 2012 OKA All rights reserved. May be used only with permission.

Happiness Low Happiness results in feedback that you: • Act sad and/or depressed • Seem woeful or gloomy • Worry a lot • Withdraw from other people and groups frequently • Seem unmotivated High Happiness results in feedback that you: Enjoy and derive pleasure from life’s activities When Happiness is too active or overdone: • Alienating to others with excessive cheer • Blind to pain and unhappiness • Refuse to connect with any task or person that does contribute to your happiness and joy • Neglect tasks that are not fun ® 2012 OKA All rights reserved. May be used only with permission.

EQ-i 2. 0 Model OKA All rights reserved. Copyright (C)® 2012 2011 Multi-Health Systems Inc. All. May rightsbe reserved. with permission. Based on the Bar-Onused EQ-ionly model by Reuven Bar-On, copyright 1997.

Interpreting Scores • Unlike other trait-based instruments, EQ-i scores do NOT necessarily reflect skill or lack thereof • The results reflect a self-assessment of the degree to which each EQ element is active and or important in your life and some associated behaviors • Results of the EQ-i are an Impressionist painting in need of interpretation, not a photograph rendering a verdict ® 2012 OKA All rights reserved. May be used only with permission.

EQ-i North American Norm Group • N = 4, 000 • Within 4% of Census –Race/ethnicity –Geographic region –Education level Age Group 18 -24 25 -29 30 -34 35 -39 40 -44 45 -49 50 -54 55 -59 60 -64 65+ Total Male 200 200 2000 Female 200 200 2000 Total 400 400 4000 White EQ-I 79. 0% EQ-i 2. 0 70. 0% Census 66. 0% African American 7. 1% 11. 4% 12. 3% Hispanic 2. 8% 12. 0% 15. 1% Asian/Other 11. 1% 6. 6% ® 2012 OKA All rights reserved. May be used only with permission.

High Scores • Any score over 110 means you answered the questions reflecting more connection, attraction or skill in that particular EQ element than about three-quarters of the population or norm group • Remember that high scores could reflect skill and behavioral development • High scores could also mean an overly developed, overdone or intense utilization of that EQ element ® 2012 OKA All rights reserved. May be used only with permission.

Low Scores • Any score under 90 means you answered the questions reflecting less connection or attraction to or skill in that particular EQ element than about three-quarters of the population or norm group • Remember that low scores could reflect low skill and behavioral development in that area • Low scores can also mean either a general discounting of the element in importance OR an extreme selectivity in the exercising of this behavior or EQ element ® 2012 OKA All rights reserved. May be used only with permission.

Moderate Scores • Any score between 90 and 110 (100 is the mean score) indicates you answered the questions with the same intensity and frequency that most people did • Remember that moderate scores could reflect moderate or average skill and behavioral development in that area • Moderate scores can also mean effective use of the EQ element with a targeted group or inner-circle of people ® 2012 OKA All rights reserved. May be used only with permission.

EQ Tutorial Wrap-up OKA www. typetalk. com (703) 591 -6284 Founded in 1977, OKA is a training and consulting small business specializing in leadership and team development. Expert in a variety of psychological instruments and group processes, OKA offers highimpact leadership and team development programs and a variety of instrument qualification workshops. We are based in Fairfax, Virginia with Associates across the U. S. We are changing the way the world lives and works one person at a time. Hile Rutledge, Chief Executive Officer, OKA ® 2012 OKA All rights reserved. May be used only with permission.