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 Great Chapter on Training for Emotional Intelligence
Cary Cherniss and Daniel Goleman have written a detailed and thoughtful book on The Emotionally Intelligent Workplace. While there is a tremendous amount of background data in the book, which can be somewhat overwhelming for light readers, chapter nine on Training For Emotional Intelligence provides a valuable model for implementing EI programs in workplaces. In essence, the authors outline a multi-step model for promoting EI (Emotional Intelligence) in work organizations including 1) Creating An Encouraging Environment, 2) Gauging Readiness, 3) Setting Clear Meaningful Goals, 4) Using Models of Desired Skills, 5) Encouraging Practice of New Skills & Feedback, 6) Preparing Learners For Set-backs, and 7) Building in Follow-Up Support. Having worked with both small and large organizations to promote emotional intelligence training, I wholeheartedly endorse the approach recommended in chapter nine by the authors. This book is well worth the time required to understand and digest the concepts.
Valid Scientific Writing - misses detailed "How To" answers
After being disappointed by Cary Cherniss' book on "promoting" emotional intelligence, I was rather reluctant to spend money on this one, so I ordered a used copy through Amazon (very satisfactory: the copy I got was as good as new). I must say that I find my money well spent. In fact, the only reason why this book doesn't get 5 stars is that it's too scientific for practical application. For instance, chapter 5 is correct to point out that most tests don't measure emotional intelligence, BUT emotional competence, and then goes on to warn us that a test as Bar-on's EQi test certainly has disadvantages, given it is a self-administered test (In my experience, self-administration of EQ-like tests is particularly dangerous for recruiting and other forms of evaluation). Of course, then the question becomes: BUT I want to test EQ in the context of work, how can I do this in a reliable fashion? You'll find the answer halfway chapter 6, which indicates that Behavior Event Interviews will do the trick (I agree with this, since that's what I experienced as well). Unfortunately, you won't find what kind of questions to ask during such an interview, let alone examples of how to do it. Also, I was glad that the author of chapter 8 pointed out the same pitfalls of hiring senior executives I have been warning companies for. The suggestions that were outline come close to what we have been doing for several customers, but again the real, practical how to's are missing. The chapters on training emotional intelligence in part three of the book were more useful than the book "Promoting E.I.", so there is no need at all to buy that other book anymore. Once again, these 4 chapters contain many of the messages one should have when working to develop EQ. My critique: Except the scientific parts, I found that many of the more practical things this book covers, are "old messages" that can be found in works of Boyatzis, McClelland, Prochaska, Spencer and Spencer, ... Conclusion? Buy this book if you need a solid scientific basis for your knowledge of emotional intelligence. As far as the how-to's are concerned, this book will serve very well as an outline and a checklist by which one can evaluate the quality of work delivered by a consultant - however, it's not enough to really go out there and "just do it". On the other hand, if you are a consultant recruiting or training for emotional intelligence, this is a MUST READ. Don't get caught not knowing what's in here!...
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