- Business Case for Emotional Intelligence
- Do Emotional Intelligence Programs Work?
- Emotional Competence Framework
- Emotional Intelligence: What it is and Why it Matters
- Executives' Emotional Intelligence (mis) Perceptions
- Guidelines for Best Practice
- Guidelines for Securing Organizational Support For EI
- Johnson & Johnson Leadership Study
- Ontario Principals’ Council Leadership Study
- Technical Report on Developing Emotional Intelligence
- Emotional Intelligence Quotient (EQ-i)
- Emotional & Social Competence Inventory 360 (ESCI)
- Emotional & Social Competence Inventory-University (ESCI-U)
- Genos Emotional Intelligence Inventory (Genos EI)
- Group Emotional Competence Inventory (GEC)
- Mayer Salovey Caruso Emotional Intelligence Test (MSCEIT)
- Profile of Emotional Competence (PEC)
- Schutte Self-Report Inventory (SSRI)
- Trait Emotional Intelligence Questionnaire (TEIQue)
- Wong's Emotional Intelligence Scale
- Work Group Emotional Intelligence Profile (WEIP)
- Model Programs
- Achievement Motivation Training
- Care Giver Support Program
- Competency-Based Selection
- Emotional Competence Training - Financial Advisors
- Executive Coaching
- Human Relations Training
- Interaction Management
- Interpersonal Conflict Management - Law Enforcement
- Interpersonal Effectiveness Training - Medical Students
- JOBS Program
- Self-Management Training to Increase Job Attendance
- Stress Management Training
- Weatherhead MBA Program
- Williams' Lifeskills Program
- Article Reprints
The Group Emotional Competence (GEC) Inventory
The Group Emotional Competence (GEC) inventory is based on the work of Vanessa Druskat and Steven Wolff who have pioneered the application of emotional competence concepts at the group level. Their research has shown that GEC norms improve group effectiveness by building social capital, which facilitates engagement in effective task behaviors and processes. Christina Hamme Peterson’s (2001) study of an early version of the instrument provides support for its reliability and validity.
Many tests that promise to measure emotional intelligence have appeared in recent years. Some of these tests seem promising, but many have not been empirically evaluated. As a service to our visitors, we have reviewed many of these tests and selected those for which there is a substantial body of research (at least five published journal articles or book chapters that provide empirical data based on the test). However, inclusion of a test on this web site does not constitute an endorsement of that test by CREIO.
The instrument has now been administered to over 150 teams and provides feedback on 9 group norms that research has shown are linked to team effectiveness. Feedback is useful for helping groups better understand their strengths and weakness and to identify areas for improvement. The instrument contains 57 items that measure the nine dimensions of GEI.
Click here to download the GEC Technical Manual
Hamme, C. (2003). Group emotional intelligence: The research and development of an assessment instrument. Dissertation, Rutgers, New Brunswick, NJ.
Koman, E., Wolff, S. B., & Howard, A. (2008). The Cascading Impact of Culture: Group Emotional Competence (GEC) as a Cultural Resource. In R. Emmerling, V. Shanwal, & M. Mandal (eds.), Emotional Intelligence: Theoretical and Cultural Perspectives. San Francisco: Nova Science Publishers.
Koman, E. S., & Wolff, S. B. (2008). Emotional intelligence competencies in the team and team leader: A multi-level examination of the impact of emotional intelligence on team performance. Journal of Management Development, 27(1), 55-75.
Stubbs, C. E. (2005). Emotional intelligence competencies in the team and team leader: A multi-level examination of the impact of emotional intelligence on group performance. Dissertation, Case Western Reserve University, Cleveland, OH.
Wolff, S. B., Druskat, V. U., Koman, E. S. & Messer, T. E., (2006). The link between group emotional comeptence and group effectiveness. In V. U. Druskat, F. Sala, & G. Mount (Eds.), Linking emotional intelligence and performance at work: Current research evidence with individuals and groups. Mahway, NJ: LEA.