ersonal competence, while the next two are classified as social competence. 1.Empathy divided into understanding others, developing others, service orientation, and leveraging diversity and political awareness.2.Social Skills, consisting of influence, communication, conflict management, leadership, change catalyst, building bonds, collaboration and cooperation as well as team capabilities.Goleman then goes on explaining how self-mastery is a part of emotional intelligence. It is the art of being able to control ones emotions. The ability to listen to ones inner feelings, using and controlling them, without letting them control you.Feelings often get in the way of even the most gifted people. They can be a liability in any position when they cannot be used in a constructive way. This can be apparent in many situations where group work is required or in sales situations for example.The third major chapter deals with people skills, which is the art of anticipating how others feel, how to influence their emotions and how to works together with others. These are the skills necessary for performing well in group situations. Being able to anticipate, what others want and how to use this to reach one’s own goals. The fourth chapter then deals with the task of actually trying to improve corporate training and assessment programs. The challenge here is to find a way to determine which current or potential employees have the necessary skills to succeed in an organization. As mentioned before, these skills are not easy to measure and so assessing employees is not easy and the recommended steps are only guidelines to help in this process.The fifth and last chapter deals with how organizations themselves can improve to actually facilitate more emotional intelligence among their employees. This starts with the corporate mission statement as well as the attitude and behavior that is displayed and supported by the organization. It is the organizat...
