Springer Nature’s Post

We hear about emotional intelligence a lot, but there's still a lot of debate about what it is and its role in the workplace. I untangle the research on emotional intelligence, how scientists can develop it and why it's not about being 'nice'. Big thank you to Marc Brackett Dr Tomas Chamorro-Premuzic Margaret C. Andrews Dr Camila Devis-Rozental Nemanja Stanojević Rory Lambe https://lnkd.in/ehiRivVk

I spoke to Gemma for her recent article, which delves into emotional intelligence, a fundamental skill to successful teams and labs. Like many other forms of intelligence, it can be improved and honed, yet is often overlooked. Here, Gemma gives insights from researchers around the world.

IQ is overatted - say what! 🤯 We assumed that high intelligence was the best way to predict job success for years but a new study is flipping the script! Modern data shows that link between IQ and performance is actually pretty weak! This doesn’t mean jobs require less brainpower today. But it does seem … o Past research artificially inflated the numbers. o If someone meets the IQ baseline - so they are smart enough for the job…having an even higher IQ doesn't make them better at the job. o Success relies heavily on other behaviours and skils (like adaptability, emotional intelligence etc) and values (like ambition). What are your thoughts?

I have spent much of this week interviewing junior colleagues. And, as I recover from flu, I have had ample time to sit quietly and reflect on my own professional journey. Three things I would tell my younger self: * Look beyond the child’s developmental profile. Families matter. Context matters. Both shape goal-setting as much as the profile does. And in the short term, remain flexible-with your ear to the ground. What is possible and necessary may change from one period to another. * Build emotional resilience much sooner. Ours is an immensely satisfying vocation. It is also a demanding one. Learn to recognise what the work asks of you emotionally-and learn how to sustain yourself within it. *Learn to network and talk about your work. Doing good work matters. So does learning to communicate what you do, exchange ideas and build professional relationships. And three things I would say to young professionals today: *Every child and every family will teach you. Never underestimate the potential of careful observation, notes, enquiry and reflection. These are not extras to be fitted in when there is time. You can make time for them. *Read. Read. Read. Keep yourself updated within your profession-but read beyond it too. I encountered Stephen Covey’s The 7 Habits of Highly Effective People and Howard Gardner’s work on multiple intelligences fairly early in my career. Ideas from outside our immediate professional boundaries can change how we understand people, learning and ourselves. *Arrive at your session well in advance. Mentally, arrive a day before. Physically, arrive at least fifteen minutes before. A clean workstation, thoughtfully chosen materials and a therapist who is prepared and present are not minor details. They influence what becomes possible in the session. These are some of the things experience has taught me. I am still observing, reading, enquiring and reflecting.

Career choices shouldn’t be based on what’s trending. They should be based on what fits. In this 59-second rapid fire, our psychologist breaks down some of the biggest questions students and parents face while choosing a career, from interest vs. aptitude to parental influence and the role of psychometric assessments. Because the right career guidance isn’t about telling students what to choose. It’s about helping them understand why a path fits them. 🧠✨ Watch till the end for one question every student should ask themselves. 👀 #CareerGuidance #PsychometricAssessment #StudentWellbeing #CareerCounselling #AptitudeTest #CareerPlanning #Students #Parenting #Psychology #Brainberg

What is the Emotional Intelligence Development Gap™? The Emotional Intelligence Development Gap™ (EIDG™) is the gap that develops when a person's academic, technical, professional or career development advances faster than their emotional and relational development. In other words, we may spend years learning what to do, becoming qualified, knowledgeable and technically competent, while receiving far less deliberate development in how to understand ourselves, manage emotions, navigate pressure, communicate effectively, handle conflict, build relationships and lead people. The result is that someone can be highly intelligent, accomplished and professionally successful, yet struggle with the emotional and relational demands of their success. EIDG™ helps explain why greater knowledge, qualifications, experience or seniority do not automatically produce greater emotional intelligence. Put simply: The Emotional Intelligence Development Gap™ is the distance between how far we have developed professionally and technically, and how far we have developed emotionally and relationally to handle the demands of our work, relationships, leadership and life. Importantly, the existence of a gap is not a judgement of the person - it identifies an area for development. Once the gap is visible, we can develop it deliberately and close it progressively.

The transition from college to corporate isn't just a career shift—it’s a massive psychological adjustment. 🧠✨ Research shows that a significant portion of graduating students experience high-level workforce and career anxiety once the academic safety net is removed. But the real weight isn't just waiting for an interview call or receiving a rejection email; it's the quiet moment when you start questioning your own worth. Remember: This uncertainty is not a failure. It’s normal, and it’s the beginning of a brand-new phase. Give it time, stay grounded in the present, and focus on your inner growth. 🤍 #Gurutattva #StudentStruggle #InnerPeace #MentalHealthMatters #CareerTransition #SelfDoubt #MindfulLiving #CollegeToCorporate

It isn’t intuition. And not a gut feeling. For years, I thought I was very good at reading people. I’d interviewed hundreds of people, and before some applicants even reached my office, I’d already formed an opinion. Our factory offices overlooked the car park. I’d watch them arrive. How did they drive in? Did they sit in the car and smoke first? Did they throw the cigarette on the ground? How quickly did they move? How were they presented? I became so confident in this method that I taught my secretary what to look for. If someone didn’t fit my criteria, sometimes I didn’t even interview them. I thought I was using intuition. Now I see it differently. I was noticing a handful of things and using my previous experience to predict everything I couldn’t see. Their attitude. Their reliability. Whether they’d fit in. Whether they’d be good at the job. And because my method appeared to work, I became increasingly confident that my “gut” was right. That’s the part I understand very differently today. Experience can make us very good at noticing things. But noticing something doesn’t mean the meaning we give it is right. Especially at work and in relationships, where a first impression can quickly become our explanation of who someone is. So I no longer ask: “What is my intuition telling me?” I ask: What have I actually noticed and what am I predicting it means? Those are two very different questions. How are you making sense of your experiences? 🗣️If it resonates, please share and support your network. https://lnkd.in/ek5DKsPH #emotionpredictor #sensorylearning #sharedattention #prediction #regulation #meaning #emotionalregulation #metabolichealth #brainenergy

What if your previous career wasn't a detour, but one of your greatest strengths? Business Psychologists come from many different backgrounds. Your experience may be exactly what gives you a unique perspective. Discover why no career is ever wasted. Read the second article in our 'Many Paths, One Profession' series, exploring frequently asked questions from our members and others interested in the field: “The Career You Had Before Business Psychology” → https://lnkd.in/gsxahfJi Claire Lish Dr Dawn H. N. #ABP #BusinessPsychology #BusinessPsychologist #Careers #CareerPath

You don’t rise to your potential. You rise to your patterns. Research across organizational psychology, behavioral science and motivational psychology shows that how you repeatedly think and act shapes how you perform at work. Overthinking makes you hesitate. Self-doubt makes you stay quiet. Perfectionism keeps good work hidden. Waiting to feel ready means opportunities pass you by. These patterns are learned, which means they can be changed. Start small: → Speak up before you’ve perfected your point → Make lower-stakes decisions faster → Keep the commitments you make to yourself → Do one professionally uncomfortable thing each day Your potential determines what you could achieve, but it’s your patterns that determine what you actually do.