Hello Friends and Associates:
http://www.nexuseq.com is the URL for the Nexus EQ Alliance. At that location, you can find a full discussion, analysis, moderated post sites, and begin to understand a bit more about Emotional Intelligence.
Daniel Goleman was the definitive writer in this area; his book
Emotional Intelligence: Why it can Matter More than IQ was published in 1995, so this field is comparatively new. Many of the thoughts, concepts and ideas in this book are focused on early development--but they also suggest the "why" of the actions of many of our clients and stakeholders in our HR careers.
I'd suggest to you from significant study in this area that you examine what Goleman defines as "intelligence" --and how emotions can become what he classifies as the center of aptitudes for living.
As to how we can learn from the concept; is this a be-all end-all method which will solve all our HR issues?
Absolutely not.
It can and does, however, offer insight into how we as HR Professionals can view Emotional Intelligence as offering on-the-job successes and challenges.
One of the issues which each of us as HR Professionals face daily is in how well we are able to empathize with others. Human issues with which we deal require a depth of understanding of human conflict.
Goleman's take on this issue seems to be that the ability to empathize is based on self-awareness. No intuitive explosion of insight there, but it's how we utilize that empathy that is key to understanding what those around us are feeling. Emotions, ladies and gentlemen, are quite often not put into words, but must be reckoned with by being able to understand not so much "what" someone is saying, but "how" something is being said.
As HR Professionals, we can enjoy a higher level of success if we are able to understand these issues.
Goleman identified a series of Educational Studies--beginning at the school level-- to highlight his work. Let me share some of the issues addressed in some of the studies and you be the judge if the issues addressed share traction with the issues you face in the HR Arena. This list, by the way is not complete, but is representative of the evaluations he summarizes.
Frustration Tolerance and Anger Management
Better able to express anger and frustration appropriately
Less aggressive behavior and more positive feelings
Better at handling stress
Less loneliness and Social Anxiety
More Responsible
Better able to focus on the task at hand
Less Impulsive, more self-control
Better able to take another person's perspective
Better at listening
Increased ability to analyze and understand relationships
Better at resolving conflicts and negotiating disagreements
Better at Problem solving
More skilled at communication
More sought out by peers
More "pro-social"
More democratic when dealing with others
Credit for itemization of this study to Daniel Goleman in the book mentioned previously.
How can this information be useful?
You be the judge of that by reading, researching, and determining if his insights, his beliefs, and the challenges he offers have validity in your HR Consults and/or Management.
All the best.
Alan Guinn, Managing Director
The Guinn Consultancy Group, Inc..