Which industries have_the_highest_ei_functioning_managers

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Genos EI Research Report

Which Industries Have the Highest EI Functioning Managers?

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Executive Summary

Child Care/TeachingSalesBiotech/PharmaEmotional Self-Control

Advertising/Marketing/PRSalesBiotech/PharmaEmotional Management of Others

Property/RealEstateSalesBiotech/PharmaEmotional Self-Management

Property/RealEstateEducation/TrainingAdvertising/Marketing/PREmotional Reasoning

Biotech/PharmaHR/RecruitmentEducation/TrainingEmotional Awareness of Others

SalesBiotech/PharmaAdvertising/Marketing/PREmotional Expression

Advertising/Marketing/PRBiotech/PharmaEducation/TrainingEmotional Self Awareness

Top 3 IndustriesGenos EI Skill

●Managers within the Education/Training, Advertising/Marketing/PR, and Biotech/Pharma

industries tend to have the highest Genos EI scores.

● The difference between the highest and lowest scoring industry is between 15 and 20

percentile points, which may be considered large (see next pages for full details).

Table 1. Highest EI Performing Industries Based on Genos EI Scores (Managers Only)

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Details of Study

�The self-report Genos EI scores of managers across a range of 33 industries were included in the analysis documented in this report. For those managers who participated in an EI enhancement program, only their time 1 scores were included in the analysis.

�The total sample size is equal to 4263 managers.

�Scores from managers only were examined to ensure that any observed differences across industries would not be due to differences in the representationn of employee levels (i.e., on average, managers score higher on Genos EI than administration staff).

�The data were collected over the course of approximately 3 years (July, 2006 to April, 2009)

�Scores are reported based on percentiles, which are based on a normative sample of 4775 employees across a wide range of roles and industries (see Genos Emotional Intelligence Inventory: Technical Manual, 2008).

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Key Findings

�As a group, ‘Education/Training’ and Biotech/Pharma have the highest EI functioning managers (68th percentile).

�As a group, ‘Construction/Mining’ has the lowest EI functioning managers (54th

percentile).

�The difference between the highest and lowest groups amounts to 14 percentile points, which may be considered large.

Percentile Scores

Emotional Self-AwarenessThe skill of perceiving and understanding one’s emotions

Implications

Managers who score high on Emotional Self-Awareness are more likely to:

• Determine what motivates them to be an effective leader.

• Recognise how their feelings are impacting their thoughts, decisions, behaviour and performance at work.

• Identify what makes them feel uneasy about a specific strategic imperative.

68

6867

66

6665

65

6464

63

6363

63

6262

61

6161

61

6160

60

6060

58

5857

57

5656

55

5554

0 20 40 60 80 100

Education/Training (N=291)

Biotech/Pharma (N=83)Advertising/Marketing/PR (N=44)

Non-Profit/Charity (N=112)

HR/Recruitment (N=192)Childcare/Teaching (N=11)

Healthcare/Medical/Personal Care (N=213)

Consulting/Professional Services (N=229)Agriculture/Forestry/Fisheries (N=23)

Retail/Consumer Products (N=112)

Sales (N=167)Government/ Public Sector (N=666)

Finance (N=301)

Other (N=242)Banking (N=176)

Legal (N=23)

Administration/Support (N=34)Hospitality/Tourism/Travel (N=71)

Manufacturing/Production (N=186)

Accounting/Audit (N=69)Property/Real estate (N=32)

Food/Catering (N=23)

Architecture/Design (N=28)Logistics & Transportation (N=76)

Internet/Ecommerce/IT/Comms (N=393)

TRADE Services (N=48)Petroleum/Energy (N=50)

Defence Force/Police/Security (N=29)

Science/Research (N=23)Engineering (N=146)

Sports/Rec (N=26)

Media/Entertainment (N=25)Construction/Mining (N=119)

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Key Findings

�As a group, ‘Advertising/Marketing/PR’ has the highest EI functioning managers (58th

percentile).

�As a group, ‘Sport/Rec’ has the lowest EI functioning managers (41th percentile).


Emotional ExpressionThe skill of expressing one’s emotions effectively

Implications

Managers who score high on Emotional Expression are more likely to:

• Create greater understanding amongst colleagues.

• Generate trust and perceptions of genuineness with others.

• Inspire commitment from those they lead when presenting the organisation’s vision.

• Create a shared understanding of the organisation’s goals with those they lead.

Percentile Scores

58

56

56

55

54

54

52

52

51

51

51

50

50

50

50

49

48

48

48

47

47

47

46

45

44

44

44

44

44

44

43

43

41

0 20 40 60 80 100

Advertising/Marketing/PR (N=44)

Biotech/Pharma (N=83)

Sales (N=167)





HR/Recruitment (N=192)

Consulting/Professional Services (N=229)

Property/Real estate (N=32)


Childcare/Teaching (N=11)

Agriculture/Forestry/Fisheries (N=23)

Finance (N=301)

Government/ Public Sector (N=666)

Other (N=242)

Logistics & Transportation (N=76)

Banking (N=176)

Administration/Support (N=34)

Hospitality/Tourism/Travel (N=71)


Science/Research (N=23)

Legal (N=23)

Accounting/Audit (N=69)

Petroleum/Energy (N=50)

Construction/Mining (N=119)

Media/Entertainment (N=25)



Engineering (N=146)

Architecture/Design (N=28)

TRADE Services (N=48)

Sports/Rec (N=26)

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Key Findings

�As a group, ‘Education/Training’ has the highest EI functioning managers (66th

percentile).

�As a group, ‘Petroleum/Energy’ has the lowest EI functioning managers (51% percentile).


Percentile Scores

Emotional Awareness of OthersThe skill of perceiving and understanding others emotions

Implications

Managers who score high on Emotional Awareness of Others are more likely to:

• Better understand others and how to engage, respond, motivate and connect with them.

• Build greater rapport with those they lead.

• Understand what motivates others to succeed at work.

66

66

65

65

64

64

64

63

62

61

61

61

60

59

59

59

59

59

58

57

57

57

57

57

57

57

56

55

55

54

53

52

51

0 20 40 60 80 100





Sales (N=167)







Other (N=242)

Finance (N=301)

Banking (N=176)









Sports/Rec (N=26)


Legal (N=23)





Engineering (N=146)




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Key Findings

�As a group, ‘Advertising/Marketing/PR’ has the highest EI functioning managers (61th

percentile).

�As a group, ‘Trade Services’ has the lowest EI functioning managers (44% percentile).


Emotional ReasoningThe skill of using emotional information in decision-making

Implications

Managers who score high on Emotional Reasoning are more likely to:

• Enhance buy-in to a strategic imperative when multiple stakeholders are involved.

• Utilise multiple sources of information when developing the organisation’s strategic plan.

• Take calculated risks to leverage a market advantage.

Percentile Scores

61

59

58

57

57

57

56

56

54

54

54

54

54

53

53

53

52

52

52

52

52

51

51

50

50

49

49

49

46

46

46

46

44

0 20 40 60 80 100












Other (N=242)

Legal (N=23)

Finance (N=301)

Sales (N=167)





Banking (N=176)







Sports/Rec (N=26)




Engineering (N=146)



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Key Findings

�As a group, ‘Biotech/Pharma’ has the highest EI functioning managers (63th percentile).

�As a group, ‘Media’ has the lowest EI functioning managers (43% percentile).


Emotional Self-ManagementThe skill of managing one’s emotions effectively

Implications

Managers who score high on Emotional Self-Management are more likely to:

• Generate personal job satisfaction and engagement.

• Improve their ability to cope with work demands.

• Remain positive and optimistic when under pressure.

• Change their mood to remain proactive in the face of adversity

Percentile Scores

63

59

58

57

57

55

55

55

55

54

54

54

54

53

53

53

53

52

52

52

51

51

51

51

50

50

49

49

48

47

46

46

43

0 20 40 60 80 100


Sales (N=167)








Banking (N=176)



Finance (N=301)





Other (N=242)






Legal (N=23)






Sports/Rec (N=26)


Engineering (N=146)


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Key Findings


�As a group, ‘Petroleum/Energy’ has the lowest EI functioning managers (49% percentile).


Emotional Management of OthersThe skill of influencing the emotions and moods of others

Implications

Managers who score high on Emotional Management of Others are more likely to:

• Create positive work environments for those they lead.

• Generate greater productivity and performance from others.

• Inspire others to tap into their ‘discretionary efforts’.

Percentile Scores

64

64

62

61

61

60

60

60

60

59

59

58

58

58

58

58

58

57

56

56

55

55

55

54

54

53

53

53

53

53

50

50

49

0 20 40 60 80 100


Sales (N=167)











Other (N=242)


Banking (N=176)

Finance (N=301)







Legal (N=23)


Sports/Rec (N=26)






Engineering (N=146)



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Key Findings


�As a group, ‘Media/Entertainment’ has the lowest EI functioning managers (44% percentile).


Emotional Self-ControlThe skill of controlling one’s strong emotions effectively

Implications

Managers who score high on Emotional Self-Control are more likely to:

• Improve their emotional well-being.

• Think clearly in stressful situations.

• Lead effectively in situations that cause strong emotions.

• Remain tolerant of others in difficult situations

Percentile Scores

65

59

59

58

58

58

57

56

56

55

55

55

55

55

54

54

54

54

54

53

53

52

52

51

51

51

51

50

50

49

49

48

44

0 20 40 60 80 100


Sales (N=167)














Banking (N=176)


Other (N=242)



Finance (N=301)

Legal (N=23)



Sports/Rec (N=26)







Engineering (N=146)


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Some Concluding Thoughts

�Although there are certainly EI differences at the group-level between industries, it should be kept in mind that there are also substantial individual differences. So, simply because a manager may work within the Legal industry, for example, does not permit one to justifiably surmise their level EI. A complete EI assessment would need to be conducted for that.

�Although this report shows clearly that some industries score higher in EI than others, the design of the study (i.e., non-experimental) can not suggest why that is so. There are a number of possibilities.

�eg1: Some industries may implicitly or explicitly select managers based on EI.

�eg2: Higher EI may be needed to ‘survive’ as a manager within particular industries.

�eg3: Some industries may, as part of their culture, faciliate or encourage the development of EI in managers.

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Some Limitations of Study

�All of the data are based on the self-report version of Genos EI, which means that people could have inflated their scores.

● Although this is true, there is no reason to believe that certain industries tend to inflate their scores more than others. Consequently, the differences in percentile scores between the industries may be considered robust from this perspective.

�Some of the industries had relatively small numbers (e.g., Science/Research N = 23).

●We hope to revisit this issue with larger sample sizes next year. It will be noted, however, s that several of the industry groups had relatively large sample sizes (>100), consequently, an appreciable amount of confidence may be placed in those results.

�The data are not based upon a random sample of managers.

● This is certainly a limitation associated with this investigation. Consequently, the results should be interpreted with the possibility that some non-random and theoretically uninteresting effects may have caused the differences in the scores observed in this report (e.g., some industries may differentially encourage managers who already have high EI to participate in an EI assessment).

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Discussion

�Add your thoughts/comments/questions about this research report at:

http://www.genosinternational.com/knowledge-center/white-papers

Which industries have_the_highest_ei_functioning_managers

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