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In a message dated 97-09-01 06:18:29 EDT, George Tan wrote:

<< Specifically, I am interested in developing our leaders through EQ
development
activities. Any advise? >>


I am a Professional Development Counselor @ TRW's Space Park here in Southern
California, where we have a large base of knowledge workers. Managers have
begun to trickle into our Center, requesting information on EQ. I would be
very interested in any development activities that are suggested (please post
to list!); however, I'm not sure if they are quantifiable for means of
measuring & evaluation effectiviness. Any thoughts?

Lynn Vavra

Lynn Vavra <LynnVavra@AOL.COM> wrote:

(Hello Lynn:)

>>... Managers have begun to trickle into our Center, requesting
information on EQ...<<

You are fortunate that some are asking--a great start.

>>... I'm not sure if they are quantifiable for means of measuring &
evaluation effectiveness. Any thoughts?...<<

Yes, we quantify that plus much more. Our assessment does a great job of
evaluating a person's EQ if EQ means Emotional Quotient or rather "How
Emotional is an Employee's Behavior".

Stop by our web site and read about our state-of-the-art assessment--it can
and will answer more questions about employees and job applicants than you
can imagine.

http://ourworld.compuserve.com/homepages/gately/welcome.htm

Sincerely,

Bob

+---------------------------+------------------------+
| Robert F. Gately, PE, MBA | gately@compuserve.com |
+---------------------------+------------------------+
| GATELY CONSULTING (508) 473-0955 |
| 115 Dutcher Street Fax (508) 634-0670 |
| Hopedale, MA 01747-1006 Toll Free (800) 478-8117 |
| http://ourworld.compuserve.com/homepages/gately/ |
+----------------------------------------------------+

In a message dated 97-09-02 13:50:31 EDT, you write:

<< Yes, we quantify that plus much more. Our assessment does a great job of
evaluating a person's EQ if EQ means Emotional Quotient or rather "How
Emotional is an Employee's Behavior".
Stop by our web site and read about our state-of-the-art assessment--it
can
and will answer more questions about employees and job applicants than you
can imagine. >>


Are you referring to the PREVUE as the assessment used to measure EQ? If so,
I already use PREVUE, but it didn't occur to me to tie it into EQ. At least
I'm not sure if it was developed for that purpose but I suspose you can make
a case for it. I just had a discussion today RE: using PREVUE for selection
purposes. I cast my doubts about it as a selection instrument, especially in
light of its "court validity".


In a message dated 97-09-01 06:18:29 EDT, George Tan wrote:
<< Specifically, I am interested in developing our leaders through EQ
development
activities. Any advise? >>


I'm also still interested in hearing if you find out about any EQ development
activities from the MG-ED-DV listserv. Perhaps you could post a summary
directly to the list? I was curious if the activities would be a departure
from the more longstanding management development activities.

Thanks for the quick response,
Lynn Vavra

Lynn Vavra <LynnVavra@AOL.COM> wrote:

>>... Are you referring to the PREVUE ...<<

Yes.

>>... I already use PREVUE ..<<

Great.

>>... it didn't occur to me to tie it into EQ...<<

I must admit it has been on my mind for quite a while since I first started
to read about multiple intelligences. IQ seems to be under attack from many
quarters so I guess I should not be surprised by EQ and all the other
"intelligences".

>>... At least I'm not sure if it was developed for that purpose but I
suppose you can make a case for it.

Everything is behavior.

There seems to be a move a foot to label various behaviors as
"intelligences" and I am not too sure why, except perhaps to let everyone
have a high "intelligence" in some area. Maybe it is part of the
self-esteem movement?

It doesn't really matter if employees know all about emotions, can
recognize an emotion and can recite chapter and verse, what matters is
their behavior--do they behave as needed on the job. This approach also
explains why so many highly qualified employees (high IQ and well-educated)
are less successful than their lower IQ and less educated coworkers.

>>... I just had a discussion today RE: using PREVUE for selection
purposes...<<

That is what it is used for by 20,000+ corporate users.

>>... cast my doubts about it as a selection instrument, especially in
light of its "court validity"...<<

What "court validity"?

As far as I know the US Federal Register published 4 methods by which a
pre-employment selection instrument can be validated for use and the Prevue
satisfies three of the four 4 methods, although it needs to meet only one
of the four methods to be used legally.

The distributor of the Prevue has been supplying pre-employment assessments
since the 1960's and there has not been an adverse court ruling against
their assessments. As far as I can tell, legality is not a problem. Some
people raise the issue, but I am afraid they raise it for their own
reasons.

Bob

+---------------------------+------------------------+
| Robert F. Gately, PE, MBA | gately@compuserve.com |
+---------------------------+------------------------+
| GATELY CONSULTING (508) 473-0955 |
| 115 Dutcher Street Fax (508) 634-0670 |
| Hopedale, MA 01747-1006 Toll Free (800) 478-8117 |
| http://ourworld.compuserve.com/homepages/gately/ |
+----------------------------------------------------+