Emotional Intelligence (Team): Short version of the Workgroup Emotional Intelligence

Profile (WEIP-S)
Jordan, P. J., & Lawrence, S. A. (2009). Emotional intelligence in teams: Development and
initial validation of the short version of the Workgroup Emotional Intelligence Profile (WEIP-
S). Journal of Management & Organization, 15(4), 452-469.

Awareness of Own Emotions (Own Aware)

1. I can explain the emotions I feel to team members.
2. I can discuss the emotions I feel with other team members.
3. If I feel down, I can tell team members what will make me feel better.
4. I can talk to other members of the team about the emotions I experience.
Management of Own Emotions (Own Manage)
5. I respect the opinion of team members, even if I think they are wrong.
6. When I am frustrated with fellow team members, I can overcome my frustration.
7. When deciding on a dispute, I try to see all sides of a disagreement before, I come to a
conclusion.
8. I give a fair hearing to fellow team members’ ideas.
Awareness of Others’ Emotions (Other Aware)
9. I can read fellow team members ‘true’ feelings, even if they try to hide them.
10. I am able to describe accurately the way others in the team are feeling
11. When I talk to a team member I can gauge their true feelings from their body language.
12. I can tell when team members don’t mean what they say.
Management of Others’ Emotions (Other Manage)
13. My enthusiasm can be contagious for members of a team.
14. I am able to cheer team members up when they are feeling down.
15. I can get fellow team members to share my keenness for a project.
16. I can provide the ‘spark’ to get fellow team members enthusiastic.
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Team Cohesion:
Aaron, McDowell, Herdman (2014). The Effects of a Team Charter on Student Team
Behaviors. Journal of Education for Business. 2014, 89, 90-97.
1. The project has the strong commitment of my team members.
2. My team members are proud of being a part of this project.
3. My team members are committed to not only the team, but also the overall project.
4. My team values being a part of this project.

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Emotional Intelligence (Individual):
Libbrecht, Nele; De Beuckelaer, Alain; Lievens, Filip; Rockstuhl, Thomas (201 4).
Measurement Invariance of the Wong and Law Emotional Intelligence Scale Scores: Does the
Measurement Structure Hold across Far Eastern and European Countries?. Applied
Psychology, 201 4, 63(2), 223-237.
1. I have a good sense of why I have certain feelings most of the time.
2. I have good understanding of my own emotions.
3. I really understand what I feel.
4. I always know whether or not I am happy.
5. I always know my friends’ emotions from their behaviour.
6. I am a good observer of others’ emotions.
7. I am sensitive to the feelings and emotions of others.
8. I have good understanding of the emotions of people around me.
9. I always set goals for myself and then try my best to achieve them.
10. I always tell myself I am a competent person.*
11. I am a self-motivated person.*
12. I would always encourage myself to try my best.*
13. I am able to control my temper and handle difficulties rationally.
14. I am quite capable of controlling my own emotions.
15. I can always calm down quickly when I am very angry.
16. I have good control of my own emotions.

Note: Items with an asterix were non-invariant.

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Comprehensive Assessment of Team Member Effectiveness:
Ohland, M. W., Loughry, M. L., Woehr, D. J., Bullard, L. G., Felder, R. M., Finelli, C. J., &
Schmucker, D. G. (2012). The comprehensive assessment of team member effectiveness:
Development of a behaviorally anchored rating scale for self-and peer evaluation. Academy
of Management Learning & Education, 11(4), 609-630.
Contributing to the Team's Work
Did a fair share of the team's work.
Fulfilled responsibilities to the team.
Completed work in a timely manner.
Came to team meetings prepared.
Did work that was complete and accurate.
Made important contributions to the team's final product.
Kept trying when faced with difficult situations.
Offered to help teammates when it was appropriate.

Interacting With Teammates

Communicated effectively.
Facilitated effective communication in the team.
Exchanged information with teammates in a timely manner.
Provided encouragement to other team members.
Expressed enthusiasm about working as a team.
 Heard what teammates had to say about issues that affected the team.
Got team input on important matters before going ahead.
Accepted feedback about strengths and weaknesses from teammates.
Used teammates' feedback to improve performance.
Let other team members help when it was necessary.

Keeping the Team on Track

Stayed aware of fellow team members' progress.
Assessed whether the team was making progress as expected.
Stayed aware of external factors that influenced team performance.
Provided constructive feedback to others on the team.
Motivated others on the team to do their best.
Made sure that everyone on the team understood important information.
Helped the team to plan and organize its work.
Expecting Quality

Expected the team to succeed.

Believed that the team could produce high-quality work.
Believed that the team should achieve high standards.
Cared that the team produced high-quality work.

Having Relevant Knowledge. Skills, and Abilities (KSAs)

Had the skills and expertise to do excellent work.

Had the skills and abilities that were necessary to do a good job.
Had enough knowledge of teammates' jobs to be able to fill in if necessary.
Knew how to do the jobs of other team members

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