How can you compare emotional intelligence models?

1 Ability model

The ability model, proposed by Mayer and Salovey in 1990, defines EI as a set of four cognitive abilities that enable people to process and use emotional information. These abilities are: perceiving emotions, using emotions to facilitate thinking, understanding emotions, and managing emotions. According to this model, EI can be measured objectively by standardized tests that assess how well people perform various tasks involving emotional reasoning and problem-solving. The ability model is based on scientific evidence and has high reliability and validity, but it may not capture the full complexity and diversity of emotional experiences and expressions.

2 Mixed model

The mixed model, popularized by Goleman in 1995, defines EI as a combination of five domains that encompass both emotional and social skills. These domains are: self-awareness, self-regulation, motivation, empathy, and social skills. According to this model, EI can be developed and improved through learning and practice, and it has a significant impact on personal and professional success. The mixed model is widely used and accepted in the fields of education, business, and leadership, but it may lack scientific rigor and clarity, as it mixes different types of constructs and measures.

3 Trait model

The trait model, developed by Petrides and Furnham in 2000, defines EI as a set of personality traits that reflect how people perceive and express their emotions, and how they cope with emotional challenges. These traits are: well-being, self-control, emotionality, and sociability. According to this model, EI can be measured subjectively by self-report questionnaires that assess how people rate themselves on various emotional attributes. The trait model is based on psychometric theory and has good reliability and validity, but it may not account for the situational and contextual factors that influence emotional behavior and outcomes.

4 Competency model

The competency model, introduced by Boyatzis and Goleman in 2002, defines EI as a set of 12 competencies that enable people to demonstrate outstanding performance in leadership roles. These competencies are: emotional self-awareness, emotional self-control, adaptability, achievement orientation, positive outlook, empathy, organizational awareness, influence, coach and mentor, conflict management, teamwork, and inspirational leadership. According to this model, EI can be assessed and developed through behavioral observation and feedback, and it has a direct link to organizational effectiveness and results. The competency model is based on empirical research and has high practical relevance and applicability, but it may not be generalizable or comprehensive enough for different contexts and cultures.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?