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by Daniel Goleman
Dr. Goleman did an excellent job with his second book on Emotional Intelligence because he gives more detail on how to correct the lack of Emotional Intelligence in the business and professional world.
On page 26 he tells us how to do a check up on our missing competences for emotional intelligence( both personal and social competencies) and he also mentions that there must be a continious follow up on this program to achieve a lasting effect over the change of our un-wanted bad habits and he alos mentions the guidelines for emotional competence TRAINING which is very helpful in the seminars to train management executives.
Dr. Goleman explains also that it takes months to be able to modify our personality, so that some people will not dispair because they can not get an overnight change, it takes time, perseverance and practice to become a proficient and capable executive with good emotional intelligence. Dr. Goleman also explains the effect that stress has on CONTROL and how it affects mistakes, memory and health and overall management.
In other words Dr. Goleman is helping everybody to modify their personalities to be able to produce more with less stress and wear (or exhaustion).
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Index of More Articles about Leadership
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The Stanford Marshmallow Experiment
In above video you will see kids participating in the Stanford Marshmallow Experiment. The Stanford Marshmallow Experiment must be the most astounding psychological study ever performed, or at any rate ranking right up there with some of the experiments done by Stanley Milgram. Who would ever guess that a brief observation of a four-year old alone with a marshmallow would be an excellent predictor of college entrance exam scores — twice as good a predictor as IQ test scores? In one of the most amazing developmental studies ever conducted, Walter Michel of Stanford created a simple test of the ability of four year old children to control impulses and delay gratification. Children were taken one at a time into a room with a one-way mirror. They were shown a marshmallow. The experimenter told them he had to leave and that they could have the marshmallow right then, but if they waited for the experimenter to return from an errand, they could have two marshmallows. One marshmallow was left on a table in front of them. Some children grabbed the available marshmallow within seconds of the experimenter leaving. Others waited up to twenty minutes for the experimenter to return. In a follow-up study (Shoda, Mischel, & Peake, 1990), children were tested at 18 years of age and comparisons were made between the third of the children who grabbed the marshmallow (the "impulsive") and the third who delayed gratification in order to receive the enhanced reward ("impulse controlled"). The third of the children who were most impulsive at four years of age scored an average of 524 verbal and 528 math. The impulse controlled students who scored 610 verbal and 652 math! This astounding 210 point total score difference on the SAT was predicted on the basis of a single observation at four years of age! The 210 point difference is as large as the average differences between that of economically advantaged versus disadvantaged children and is larger than the difference between children from families with graduate degrees versus children whose parents did not finish high school! At four years of age gobbling a marshmallow now v. waiting for two later is twice as good a predictor of later SAT scores than is IQ. Poor impulse control is also a better predictor of later delinquency than is IQ. Obviously there's a strong correlation between IQ and impulse control. People who do well in life have lots of both, and vice versa for those who don't do well. Sociologists have regaled us for years with their theories as to the causes of poverty: lack of education, structural causes, racism. But it seems that, at least where opportunity exists, the reason for differences in income and wealth is that the poor have high impulsivity.
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What Are Personal Developments For Workers Today?
You can invest in your business by looking at what are personal developments for workers in this day and age. One of the reasons workers quit (or need to be fired) is that they are burned out. They might feel confused as to why they are even coming to work in the first place. Offering some opportunities for personal development in your workers' lives not only helps them recharge their batteries, but also helps them decide quickly if they even want to stay with your company. It's no good keeping on any employees who feel resentful. Make It Optional Article to continue below-------------------------------------
When choosing a program or event, you not only want to look at what are the personal developments for workers, but what are the most practical for them and not for you. Sure, it might seem like an easy solution to just make everyone go to a lecture entitled "What are the Personal Developments for Workers?", but you'll just get stressed-out employees instead. You need to keep your practices flexible, inexpensive and (most of all) optional. You also won't be doing yourself or your business any good by making your employees go on some sort of a personal growth schedule. You have to realize that there won't be much in the way of short-term results. But, there should be results in long-term results in your worker's productivity and drop in days off. Article to continue below------------------------------------
Provide Many Choices Don't think that only lectures or Outward Bound-type trips are the only way for your employees to see what are personal developments for workers. Just setting aside one break room with soft music, chair massagers and dark sunglasses can help give your employees a fifteen-minute or so "me time". That room could be stacked with a volunteer or exchange library. Employees could bring books and magazines in and then people can take and bring back what they want. Definitely less calories and longer lasting than just coffee and donuts! What are other personal developments for workers? People aren't just bundles of nerves and a brain. They also have physical needs that can often translate to helping their brains and nerves. Having a little gym or a partnership with a local gym or yoga center can help not only encourage your employees to stretch out their minds, but their bodies. More and scientific studies are concluding that regular physical activity makes a person feel happier, more self-confident and better able to make decisions.
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