The Mayer-Salovey-Caruso Emotional Intelligence Model (MSCEIT) is often described as the “ability model” of emotional intelligence.
Developed by psychologists Jack Mayer, Peter Salovey, and David Caruso, it treats emotional intelligence (EI) as a standard form of intelligence—similar to verbal or spatial intelligence—rather than a collection of personality traits or “soft skills.”
The model proposes that we process emotional information through four distinct stages, often referred to as the Four-Branch Model.
The Four Branches of Emotional Intelligence
1. Perceiving Emotions
This is the most basic level of EI. It involves the ability to identify emotions in yourself and others through non-verbal cues like facial expressions, body language, and tone of voice.
Business Example: At Disney, “cast members” are trained to recognize the subtle emotional cues of guests—such as a parent looking overwhelmed or a child looking frightened—to proactively intervene and “create magic” before a situation escalates into a negative experience.
2. Using Emotions to Facilitate Thought
This branch focuses on how emotions affect our cognitive system. It’s the ability to harness emotions to assist with tasks like problem-solving, creative thinking, and prioritizing.
Business Example: IDECO, the global design firm, intentionally fosters specific emotional “moods” during different stages of a project. They might encourage a high-energy, playful atmosphere for a brainstorming session to trigger divergent thinking, then shift to a more serious, analytical tone for the final prototyping phase.
3. Understanding Emotions
This involves the ability to comprehend complex emotions and how they evolve over time. It includes recognizing the “rules” of emotions (e.g., how irritation can lead to anger) and understanding contradictory feelings (e.g., feeling both excited and anxious about a promotion).
Business Example: During the acquisition of Slack by Salesforce, leadership had to understand the complex “emotional chain” of the employees involved. They recognized that while the move was a financial success, it could trigger feelings of loss regarding company culture, requiring transparent communication to prevent resentment.
4. Managing Emotions
The highest level of the model, this is the ability to regulate emotions in yourself and others to achieve a desired goal. It isn’t about suppressing feelings, but rather staying open to them and reflecting on them to promote personal and social growth.
Business Example: Satya Nadella is often credited with transforming the culture at Microsoft from one of “know-it-alls” to “learn-it-alls.” By managing his own reactions and encouraging empathy across the organization, he shifted the collective emotional state from defensive competition to collaborative curiosity.
Key Characteristics of the Model
- Skill-Based: Unlike “mixed models” (like Daniel Goleman’s), this model views EI as a set of mental abilities that can be measured through objective testing rather than self-reporting.
- Sequential: The branches are often seen as hierarchical, moving from basic psychological processes (perceiving) to more complex, integrated processes (managing).
- Standardized Testing: The MSCEIT test uses “consensus scoring” (what the majority of people feel) and “expert scoring” (what emotion researchers say) to determine a person’s EI score.