The 5 components of Emotional Intelligence as defined by Dr. Daniel Goleman can be looked at as anITINERARY that goes from the person's deep inner world to her social environment.
The first two components have to do with the dialogue that the person engages in with herself, being the starting point the effort to know oneself, followed by the self-regulation of one's own emotions.
The third component is right on the threshold where the person's inner world and the outer world meet, in a positive way, thanks to motivation: one's inner energy as the pushing force towards the outer world.
When we get to the fourth component, "the other" appears in the picture: the other person, seen and felt empathically from her or himself. And, last, that other person multiplies and diversifies and, with that, we get to the need of our social skills.
In the book The New Leaders (2002), co-written with Richard Boyatzis and Annie Mckee, the model was revisited and simplified into Four Core Emotional Intelligence Domains.
Image source: http://maximizeyourtalent.derekberes.com/company/
This visual representation shows the itinerary I was referring to above. One major take away is the fact that everything starts with the self, engaging in an inside-out process that goes from ME to US.
This is not just a model, but life. We can use it as an extremely useful tool to help us improve and optimize our relationship with ourselves and with others, no matter where, when, and who we are and they are.
One example of a very specific application is a Conflict Resolution program I have designed to be implemented in schools and companies. It is based on the Four Core EI Domains model:
This is the framework and the context for the whole program, which unfolds following the itinerary shown by the blue arrows. The following image shows the focus of each one of the four components, and the place, within the program, of the conflict resolution process itself:
Since this is a program designed for companies and schools, the Social-Awareness component becomes especially relevant, and an opportunity to work with each group of people so that they become stronger as a group, and move towards becoming a small community. Only after working with the fourth component, the work on the Conflict Resolution process itself (techniques, tools, practice) begins.
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