Daniel Goleman is a Harvard-trained psychologist and science writer. In 1995 he published Emotional Intelligence, the book which has introduced EQ into the public consciousness. Goleman synthesised the body of academic literature into an accessible book with a simple model of EQ. We discuss his original ideas, and the move he has taken towards developing a performance-based model of emotional intelligence.
Goleman’s original framework was first published in 1995, and has five simple categories.
1. Knowing one’s emotions
The ability to identify and be aware of one’s emotions is central to emotional intelligence. Goleman argues that an inability to recognise emotions means that you are more likely to be at their mercy. In fact, self-understanding is at the foundation of Goleman’s argument. The more aware you are of your emotions, the more likely you are to be able to make informed decisions about your life. This encapsulates points like:
How do I feel?
How did I feel before, during and after a specific event?
Is there a pattern to my emotional states?
How do I feel about myself?
How would someone else view my current situation?
2. Managing emotions
Having identified emotions, individuals should learn how to manage them effectively. Goleman suggests that this skill can be learned and developed. Without it, you are much more likely to feel out of control and unhappy. It is also a useful skill when dealing with other people, particularly during disagreements or conflicts. Key questions include:
Is the way I feel a hindrance or a help?
Under what circumstances do I share my emotions with others?
3. Motivating oneself
The next step is to be able to master and summon emotions to help achieve goals. This is particularly important for paying attention or for creative processes. The other key EQ skill is self-control. Goleman states that it “underlies accomplishment of every sort”.
Points to consider include:
What do I want and how can I get it?
What is in my way?
What motivates me in other circumstances?
How confident am I?
4. Recognising emotions in others
Self-awareness will also help promote empathy. Being able to understand how others feel and why is vital to most areas of life. Managing relationships in your personal life or in the workplace cannot be successful unless you understand individual motivations.
Why did a person act or say something? What was the real reason?
Do people react to you in a consistent manner? What does their reaction tell you?
Do you pay attention to non-verbal communication such as body language?
5. Handling relationships
Effective relationship handling requires interpersonal and interpersonal awareness of emotion.
How do I influence others?
How well can I judge reactions?
Do I think about how I want people to feel?
Goleman’s original book was based upon the simple principles outlined which were synthesised from the academic body of literature. The central message is that emotional intelligence is a significant determinant of quality of life and success. Goleman believes that too much emphasis has been placed on traditional measures of cognitive intelligence. However, he does not see EQ and IQ as opposing attitudes. Rather, they are simply different disciplines.
Goleman’s subsequent work has concentrated on developing performance-based models of emotional intelligence. He has specifically applied his principles of EQ to the workplace, arriving at a series of competencies.
His new model, published in 2000, is based on four key categories; self-awareness, social awareness, self-management and relationship management.
Goleman suggests that emotional competencies are learned capabilities based on our EQ which allow us to do our jobs better.
In total, Goleman identifies 20 competencies, housed under the four categories shown above.
Source: Daniel Goleman and Cary Cherniss, ‘Guidelines for Best Practice’ at:
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