Emotional Intelligence is an emerging idea and as such there is no absolute definition for it. Over the last decade a number of definitions have been developed these include:

A form of social intelligence that involves the ability to monitor one's own and others' feelings and emotions, to discriminate among them, and to use this information to guide one's thinking and action. – Salovey and Mayer, 1990

The capacity to reason with emotion in four areas: to perceive emotion, to integrate it in thought, to understand it and to manage it. – Salovey, Mayer and Caruso, 1997

Emotional Intelligence (EQ) is the ability to sense, understand, and effectively apply the power and acumen of emotions as a source of energy, information, creativity, trust and connection. – Esther M. Orioli and Robert K. Cooper, 2001

Emotional Intelligence is an array of non-cognitive capabilities, competencies, and skills that influence one's ability to succeed in coping with environmental demands and pressures. – Reuven Bar-On, 1997

Emotional Intelligence refers to the capacity to deal effectively with one's own and others' emotions. When applied to the workplace, Emotional Intelligence involves the capacity to effectively perceive, express, understand and manage emotions in a professional and effective manner at work. – Ben Palmer and Con Stough, 1998.

Of these, arguably one of most theoretically advanced is Mayer and Salovey's (1997) ability model. The ability model has been conceptualized from research and theory on moods, emotions, and the processing of emotional information. It describes Emotional Intelligence as intelligence in the traditional sense. That is, as a conceptually related set of abilities to do with emotions and the processing of emotional information that are a part of, and contribute to, logical thought and intelligence in general.

Other models of Emotional Intelligence share considerable overlap in both their theoretical content and structure (Bar-On, 1997; Cooper & Sawaf, 1997; Goleman, 1995). These have been labelled as mixed models because they typically comprise a mixture of abilities, and emotion-related personality traits and dispositions (i.e, optimism, self-awareness, self-regard etc) that have otherwise been described as potential correlates rather than elements of the construct itself (Mayer, Salovey & Caruso, 2000). While Mayer, Salovey and Caruso make a strong case for the superiority of their ability model of Emotional Intelligence, at present there is little consensus amongst researchers regarding how best to conceptualise and measure the construct.

In 1998 Swinburne University began its research into Emotional Intelligence. The aim was to study the range of Emotional Intelligence measures available and from that research determine the most definitive dimensions of the Emotional Intelligence construct. A comprehensive set of Emotional Intelligence competencies emerged from this research which has since been commercialized through the Genos El Instrument

• 1990 – The term 'Emotional Intelligence' coined by Salovey & Mayer

• 1995 – Daniel Goleman writes' Emotional Intelligence" it becomes the biggest
              selling social science book of the century

• 1995 - 1997 – Various El measures emerge in the market and in research
               including Bar-On EQ Inventory Mayer, Salovey and Caruso's
               MSCEIT Ability Model

• 1998 – Swinburne University of Technology begins research into the various
               measures that exist for El

• 2002 – SUEIT (Swinburne University Emotional Intelligence Test) developed.
              Renamed Genos El

As an emerging construct consensus on what El should encompass has not yet been reached, however it is generally agreed that what sets El apart from other psychometric models is that El can be learned and developed, whereas other psychometric aspects like personality and IQ are regarded as fixed throughout a person's life.

El has been described as a new and unique construct that underlies contemporary workplace variables that are not typically accounted for by IQ and personality. These variables include intrapersonal and interpersonal skills used in the workplace such as:

• Stress management and adaptability
• Teamwork effectiveness
• Negotiating skills Leadership
• Effective networking
• Listening and oral communication skills
• Conflict management

(* Excerpted from Genos Emotional Intelligence Accreditation Manual V5 Dec-2005)