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Four Quadrant Model for Emotional Intelligence for Supervisors

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  • 0:03 What Is Emotional…
  • 0:57 The Four Quadrant Model
  • 4:05 Improving Emotional…
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Lesson Transcript
Instructor: Beth Hendricks

Beth holds a master's degree in integrated marketing communications, and has worked in journalism and marketing throughout her career.

Get to know yourself and then others: that's the basis of the Four Quadrant Model of Emotional Intelligence. In this lesson, learn about this model and how to apply it to better understand your employees.

What Is Emotional Intelligence?

Do you find yourself in power struggles with others? Do you get defensive about constructive criticism or fail to exercise restraint when greeted with disappointment or frustration? Do you struggle to empathize with others and see their point of view? If you answered ''yes'' to any of these questions, you may need to brush up on your emotional intelligence.

Emotional intelligence is the ability to recognize and handle one's own emotions and those of others. If you're a manager in the workplace, this skill can offer some major advantages. Managers who possess high levels of emotional intelligence are better leaders because, for example, instead of losing control when things get stressful, they can step back, assess the situation, and inspire confidence in their employees.

Improving your emotional intelligence starts with understanding all of the pieces involved. That's where the Four Quadrant Model can be helpful.

The Four Quadrant Model

The Four Quadrant Model of Emotional Intelligence, developed by Daniel Goleman, is a tool for individuals who want to improve their emotional intelligence. Displayed in a two-by-two grid, each section of the quadrant takes a closer look at both internal and external areas of emotional intelligence.

Let's take a closer look at each of the four quadrants.

Quadrant One: Self-Awareness

The first quadrant deals with self-awareness, which is understanding your own feelings and responsibly exploring and assessing your own emotions. For leaders, being self-aware also means understanding one's own strengths and weaknesses and possessing a level of self-assurance because you're in touch with yourself.

Need to build self-awareness? Take time to think through the emotions that come up when situations present themselves and reflect on why you had that reaction. Sometimes writing in a journal - or even just writing down your feelings on a piece of paper - can help you work through your feelings.

Quadrant Two: Self-Management

Quadrant two, self-management, moves an individual from being aware of his or her own feelings to controlling or managing them in a way that is healthy and productive. For example, you may know you get angry when someone questions your decisions, but you show good self-management by not allowing it to overtake the situation. Some people might call this part of the quadrant self-control, which is the act of regulating how you handle your emotions when a problem or challenge arises.

Need to work on your self-management? One good method is to try breathing exercises when confronted with a situation where your immediate reaction is to do something destructive. Work on understanding and recognizing your core values and rely on those when you're tempted to deal with a situation in the wrong way.

Quadrant Three: Social Awareness

Once you've mastered yourself, it's time to move on to others. The third quadrant is social awareness, or understanding the emotions of the people you deal with. Put yourself in their shoes and empathize with their point of view. In addition to empathy, social awareness is understanding the differences in people on teams or in the workplace and being able to anticipate and meet others' needs.

Need a refresher on social awareness? Work on recognizing people's body language and strengthening your communication skills. Try to see situations from a differing point of view. Practice responding to employees' feelings with feedback and constructive criticism.

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