Success depends on your emotional intelligence"

Success depends on your emotional intelligence"
 
 

What mental or mental abilities determine a person's success?

For a long time, we have become accustomed to using "IQ" to predict people's success. However, American researchers have suggested that the main indicator for predicting a person's success is not IQ, but emotional quotient (or eq ).

What is "Emotional Quotient?

Why are the top students in the school "suddenly exist" after entering the society "?

In the face of difficulties and troubles, why do some people feel relaxed, happy, and helpless?

Why can some people adapt well in any environment?

When looking for answers to these questions, the researchers found that IQ only accounts for 20% of the factors involved in success, the ability to control emotions, the ability to seize opportunities, and other emotional and intellectual factors play a more important role.

Five years ago, Peter seravy, a psychologist at Yale University, created the term "Emotional Intelligence" with Joan Maye at the University of New York to describe empathy like understanding self-emotions and controlling others' emotions, improve the quality of life through emotional control. Recently, New York Times Science columnist Daniel Gorman's new emotional intelligence makes this term widely circulated and discussed in American society.

At present, there are still some disputes and differences concerning the definition of sentiment quotient, but there are several points that are clear:

First, emotional quotient refers to the ability to control emotions or compete with emotional intelligence. Although it is not suitable to be measured using numerical scales like IQ, it can be understood in some scientific ways;

Second, emotional commerce and IQ are not opposite. Some people are lucky to have both high IQ and high emotional quotient, while some are only one of them. Researchers have been trying to understand how emotional and intellectual commerce complement each other, for example, how a person's ability to cope with stress can concentrate his intelligence and put his intelligence into practical use;

Third, when predicting a person's success, understanding his or her emotional intelligence is more valuable than the intelligence level measured through the IQ test and other standardized achievement tests;

Fourth, we can take appropriate measures to improve people's ability to adjust and control their emotions, so that emotional factors can help improve work efficiency and personal success.

Researchers in the United States recently investigated and analyzed successful factors. The results show that mental factors account for 20%, other factors include social background, luck, health, and a series of personal qualities labeled as emotional quotient. A report from the "Leaders Center Institute" pointed out that some senior management personnel often fail to work normally because of "insufficient interpersonal relationships ", it is not a series of technical problems such as "Incorrect plan. After investigating the president of major enterprises in the United States and Europe, the center lists the "nine critical defects" of management personnel. Most of these nine defects are related to personal sentiment, for example, "the work relationship is not well handled", "too arbitrary", "ambitious", and "often opposite superiors ". The manager of belllabs, which belongs to the US telegraph and telephone company, said that they are not high IQ people, but such people, in their home mailboxes, there is always endless news.

Maybe "Emotional Quotient" is indeed worth the attention of the business community and worthy of scientific research.

Emotional control skills have universal practical values. How can they decide who to hire, How can both husband and wife increase the possibility of maintaining a long-term marriage, and how parents should cultivate their own children, it is useful for schools to educate students. The following describes several experimental cases of "Emotional Quotient" related to the success of people who manage and predict events.

1. "soft candy experiment ". The experiment predicts their future by observing the response of a 4-year-old child to marshmallow. The lab method was to take the children to a simple, furnished room and tell each child that you can get a marshmallow right away. But if you can stick to it until I come back from work, you will get two sugar. Then I leave. The promise will be fulfilled when he returns. Then, the scientific research will focus on the process of the child's growth. When these children arrive at school, they will show some obvious differences. A survey of the children's parents and questions shows that the children who can stick to the second jelly at the age of four often become more adaptable and adventurous, teenagers who are more liked, confident, and independent are more likely to become lonely, frustrated, and stubborn teenagers who cannot be tempted by soft candy in their early years, they tend to succumb to pressure and escape challenges. The results of the academic competency disposition tests on these children in two groups show that the average score for those who stick to the test for a long time is as high as 210 points.

2. "optimistic test ". In the middle of 1980s, an American insurance company hired 5000 salesmen and trained them. The training fee for each salesman was as high as $30000. Half of the employees resigned in the first year after employment, and only 1/5 of the employees left after four years. The reason is: in the process of raising insurance for the salesman, the salesman has to face the dilemma of being rejected again and again. To determine if those who are better at dealing with setbacks and who treat their first refusal as a challenge rather than a setback may become a successful salesman, the company asks the University of Pennsylvania psychologist Martin selimagman for advice, ask him to test his theory about the importance of optimism in human success. This theory holds that when the optimizers fail, they will attribute failure to something they can change, rather than some fixed weaknesses that they cannot overcome. Therefore, they will work hard to overcome difficulties, change the status quo, and strive for success. Selimagman conducted a follow-up study on 15000 new employees who participated in two tests. These two tests were conducted by the company's regular screening tests, the other was a test designed by Seligman to test the optimism of the tested person. One of these Members did not pass the screening test, but did not get the "super optimistic" score in the optimistic test. Follow-up studies show that this group of people is doing the best job in all people. In the first year, their sales volume was 21% higher than that of the "General pessimistic", and 57% higher than that of the second year. From then on, through the "optimistic test" of seligerman became a condition for the company to be hired as a salesman.

3. Case study on "Emotional Quotient" by enterprise personnel managers. In the American business world, personnel directors generally believe that "IQ allows people to be hired, while emotional businesses allow people to be promoted ". A well-known case is that a manager at at&t Bell Laboratory, known as the New Jersey smart engineer ideology, was assigned to list the people with the best job performance under him. According to his list, those who think that the job performance is the best are not those who have the highest IQ, but those who pass their emotions to respond. This shows that, compared with the newest talents in social interactions, those good collaborators and employees who are good at getting along with their colleagues are more likely to get the cooperation they need to achieve their goals. In another case, David Kanpur of the Creative Leadership Research Center in the United States and his colleagues found that, while studying the "derailed supervisor" (a transient supervisor, these failures are not due to technical incompetence, but to interpersonal defects.

Through the above cases, we can easily see the practical value of "Emotional Quotient" research for personal success and improving organizational personnel management. May this new psychological discovery help your success.

"Emotional business"-non-intellectual personal qualities are valued in the United States. It is worth noting that, personal qualities, such as "Confidence" and "optimism", are already valued in the American business community. One popular phrase for company employees is that IQ decides to hire, and "EQ" decides to improve. The meaning of IQ is self-evident. "EQ" is a new concept from the American psychology circle. Just like all new words, it is not easy to define them. Even the psychologists who often talk about this sentence have not defined it exactly. However, it is clear that "EQ" refers to the degree of emotional reactions such as "Confidence", "optimism", "Impatience", "fear", and "Intuition. This emotional response cannot be measured using quantitative analysis commonly used by Americans. For example, EQ is as high as X. But it does exist, and it is clear that it has an impact on people.

American psychologist olever Wendell Holms used the EQ concept to test the history of Presidents in the United States. He believes that President Franklin Roosevelt is a second-stream intelligence, first-class EQ politician, and thus is recognized as an outstanding leader in American history. President Nixon had first-class wisdom, but his emotional power was a mess, so he stepped down.

How to select those candidates with indomitable qualities has become the key to the company's vitality. After a visit, we found Martin segman, a psychologist at the University of Pennsylvania. According to years of research, segman published his "optimistic success theory ". The theory holds that a person with confidence and optimism is often more likely to succeed than a person without confidence or disappointment, even though the two are less intelligent.

We hope that in the near future, people will pay more and more attention to the "Emotional Intelligence" factor to achieve more success.