There are author-psychologist-faculty-therapists like me who have benefitted greatly from your work. With all of your books, you have provided superb “literature reviews” for the lay public, tranlating neuroscience for everyone to understand and use the research on social and emotional competence to enhance relationships. I have used your work and others to co-author a book () for parents about the importance of staying calm in order to relate optimally with teens, who can push emotional buttons in extraordinary ways. Emotional regulation is our next frontier for helping parents be everything they want to be for building loving relationships and healthy competent kids. Thank you!
Today companies worldwide routinely look through the lens of EI in hiring, promoting, and developing their employees. For instance, Johnson and Johnson (another CREIO member) found that in divisions around the world, those identified at mid career as having high leadership potential were far stronger in EI competencies than were their less-promising peers. CREIO continues to foster such research, which can offer evidence-based guidelines for organizations seeking to enhance their ability to achieve their business goals or fulfill a mission.
Still, it is sign that the field is reaching a certain level of maturity that we are beginning to see some counterarguments. Most notably, a Wharton professor, Adam Grant , who in his own research has reported a lack of correlation between scores on tests of emotional intelligence and business results . While Goleman and others contest his methods , Mayer himself pointed out in 2002 HBR article that “emotional intelligence isn’t the only way to attain success as a leader. A brilliant strategist who can maximize profits may be able to hire and keep talented employees even if he or she doesn’t have strong personal connections with them.” But building those strong connections is still probably a safer bet than ignoring them.