For several years, EI has been one of the most researched concepts. Although most studies boost the advantages of emotional intelligence, something is still missing and that is the concept of emotional competence. There is a close relation between the two. EI is essential for developing emotional competence which, in turn, leads to performance. In order to achieve the results that many training programs assert to bring , emotional intelligence is a must yet not enough on its own. For durable results, emotional competence must be developed, based on improved EI. In this article, we shall discuss the difference between emotional intelligence and emotional competence.
A particular level of emotional intelligence is necessary to learn emotional competence. The ability to recognize exactly what another person feels, enables one to develop a competency such as influence. Similarly, people who are better able to control their emotions will find it easier to develop a competency such as initiative. EI expands our chances for personal impact. Its effect is infectious, creating inspiration and leadership. As the world of business makes even greater demands on a person’s emotional, mental and physical resources, EI and EC will become increasingly important.
Contrast and Comparison
The difference between EI and EC are as follows –
- Whereas EI is one aspect of mental ability, EC is the level of expertise of one aspect of EI.
- EI encloses a wider range of mental abilities, whereas EC concentrates on the degree of self-regulation and awareness.
- EC is the deeper subdivision of EI. EI is the primary foundation for EC.
- EI lays stress on controlling one’s emotions whereas EC is the ability to express emotions properly and effectively.
- Emotional intelligence is the ability to identify and control one’s emotions and also of others. Emotional competence refers to a person’s ability to express or release one’s inner feelings and also one’s ability to effectively and successfully lead.
- EI is the ability to regulate emotions to promote personal growth. EC is the ability to correctly recognize, effectively utilize, and appropriately manage emotions.
There are several differences between EI and EC, but one common component is self-awareness. As a component of EI, self-awareness develops along with other mental abilities with which the individual socializes. EI is affected by development in that as the individual develops more precise and a wider range of abilities, the level of emotional intelligence and self-awareness grows. Self-awareness in EC is influenced by development as well. As individuals grow and their EI emerges, they also have a greater possible capacity to evaluate personal patterns of EI and, become more self-aware, and take the opportunity to discover how to manage emotions in a way that maximizes related circumstances.
As the mental skills grow, so does the individual’s EI as well as the capacity to learn to manage various aspects of EI, in this case, the competence of managing emotions as they relate to self-awareness.
The ability to recognize our feelings and those of others and manage emotions well in ourselves is the most important factor to emotional competence. Emotional intelligence is relevant for employees’ work performance because most jobs require the ability to manage emotions. EI is one of the most frequently researched topics in organizational study. It has been found to be an important medium of various organizational outcomes, such as job performance, job satisfaction, organizational citizenship behaviour, and organizational responsibility.
Emotional intelligence requires managing feelings so that they are expressed in a way that makes it possible for employees to work together towards common goals in a constructive and transparent setting. When the leader values feelings, so will the employees. Thus, if the manager feels optimistic, confident, creative, forgiving, flexible, respectful, and warm hearted, the employees are likely to show these feelings. Emotional intelligence and emotional competence are extremely important in today’s organization with changing motivations and behaviours. In spite of the difference between EI and EC, research has shown that there is a significant relationship between the two.