The EQ interview finding employees high emotional intelligence part 3 ppt

... INTERVIEW icance of the action by minimizing the impact on the other person, (3) stating that the victim brought on the action by some sort of be- havior on the victim’s part, and (4) stating that they (the ... Without realizing it, the candidate proved his boss’s point when he interrupted the interviewer as the interviewer asked a clarifying question. Emotional inte...

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... input, put the department (and the boss) in the best light, seek to understand the department’s mission, and help others within and outside the organization to get the best from their department. Competency ... can 68 THE EQ INTERVIEW reap many benefits. As the interviewer or hiring manager, you will need to determine the necessary breadth of these relationships. As with...

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... leadership. 7 116 THE EQ INTERVIEW When interviewing a candidate for a leadership position, the in- terviewer or hiring manager should determine whether or not the candidate assumes responsibility for the ... assignments. He believed that if everyone shared in the good assignments, then everyone would learn higher-level skills. While other areas of the Private Equity Departmen...

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... a the Moment conversation wasn’t going very well. (Is the candidate able to realize during the situation the dynamics of the situation?) What did you do? (Is the candidate able to redirect the ... you to feel stressed. What did you do? 164 THE EQ INTERVIEW For managers or leaders: • Tell me about a time when you disagreed about the direction of the company or a policy...

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... Washington, D.C. The EQ Interview The EQ Interview is an essential resource for managers in all sectors of the economy.” —Darlene Bigler, Executive Director, Community Action Southwest The EQ Interview ... 133 Competency 3: Authenticity 135 10 The EQ Fraud and Other Warning Signs 141 All One-Sided: Too Good to Be True 142 Other Behavior Trends 146 A Word About Insti...

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... healthy ways The ability to invite 12 THE EQ INTERVIEW (continued) Finally, the model includes mastery of purpose and vision. It is the most internally seated of all the aspects of emotional intelligence, ... that followed a particular behavior. This gives the interviewer insights into the intentions behind the behavior as ex- pressed by the candidate. The intervie...

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... determine whether she will succeed in the job for which she is interviewing. The questions above prove difficult for candidates because they may feel a need to guard against telling the interviewer ... time when they were criticized. The interviewer must set the tone so that the candidate feels comfortable. Be sure to include questions that ask the candidate to point to evidence...

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... coworker interviewed for the 38 THE EQ INTERVIEW discern more of their needs. He added another $50 million to the pro- ject by managing his excitement and eagerness. And the clients felt that the ... strong foundation for emotional intelligence. Ascertaining whether the candidate has this foundation requires the interviewer or hiring manager to use a one-two approach in...

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... go so well.” Then lis- ten for the candidate’s ability to bounce back. First, what alerts the can- didate to his response to bad days? Then, does the candidate have some 44 THE EQ INTERVIEW CHAPTER ... look for how the candidate planned and prepared for the conversation by anticipating the reactions of the other party. For example, the candidate may relay a situation sim...

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... viewing a particular situation 62 THE EQ INTERVIEW E mpathy, which is the ability to understand the perspective of others, constitutes the second area of emotional intelligence. Em- pathy is characterized ... of questions, the interviewer should be determining whether the candi- date is helpful without being asked. First, is the candidate able to see the need? Second,...

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