As we begin to explore the EQ domain of relationship management, it might be helpful to see what the experts have to say about it. Let’s start with Daniel Goleman who is the most well-known name in emotional intelligence.
It is interesting to explore Goleman’s writing on Relationship Management. Goleman’s most recent framework (Primal Leadership; Realizing the Power of Emotional Intelligence, 2002) includes the following six competencies: Inspiration, Influence, Developing Others, Change Catalyst, Conflict Management and Teamwork and Collaboration.
Hmmm, this is strange, I distinctly remember communication as part of Goleman’s framework. Has this changed since Goleman’s book, Working with Emotional Intelligence? Yes indeed it has. In fact, it seems to have evolved over the last few years and over Goleman’s last few books.
So I did a bit of quick archeology and was able to trace the evolution of Goleman’s framework specifically as it relates to the relationship management domain. I guess I should point out that it wasn’t even called relationship management in the beginning. Anyway, here is the detail on the evolution from 1998 to 2003. Note that Goleman even seems to have changed his thinking from page 39 to Appendix B within the same book!
Confusing? Perhaps. Surprising? Not really; I would expect some evolution in the framework due to the immaturity of the entire field of emotional intelligence. Based on this progression, I would not be surprised if we see some additional evolution in Goleman’s framework.
Here is a quick summary of the items in Goleman’s EQ framework from page 39 of Primal Leadership:
Inspirational Leadership – Guiding and motivating with a compelling vision.
Influence – Wielding a range of tactics for persuasion.
Developing Others – Bolstering others’ abilities through feedback and guidance.
Conflict Management – Resolving Disagreements.
Building Bonds – Cultivating and maintaining a web of relationships.
Teamwork and Collaboration – Cooperation and teambuilding.
In our next post, we will look at what Mayer and Salovey have to say about Relationship Management. Then we will look specifically at the emotional intelligence framework for project managers and how we have integrated some but not all of these competencies.