Goleman EI conceptual foundation. KEY PUBLICATIONS lineage: (a) Salovey + Mayer (1990) original EI construct in academic literature; (b) Daniel Goleman EMOTIONAL INTELLIGENCE (Bantam, 1995) - popularised the construct; (c) WORKING WITH EMOTIONAL INTELLIGENCE (Bantam, 1998) - applied EI to workplace + leadership; (d) Goleman LEADERSHIP THAT GETS RESULTS (Harvard Business Review, March-April 2000) - 6 leadership styles based on Hay/McBer research with thousands of executives; (e) Goleman + Boyatzis + McKee PRIMAL LEADERSHIP (Harvard Business School Press, 2002) - introduced 4-domain model + resonant leadership + dissonant leadership; (f) Goleman SOCIAL INTELLIGENCE (2006) - extended to social-neuroscience; (g) Goleman THE BRAIN AND EMOTIONAL INTELLIGENCE (2011) + ALTERED TRAITS (2017, with Richard Davidson) - neuroscience integration. 4 EI DOMAINS (the Goleman/Boyatzis Hay Group framework): (1) SELF-AWARENESS - recognising one's emotions, drivers, strengths, limitations, values + impact on others; (2) SELF-MANAGEMENT - managing disruptive emotions + impulses + maintaining standards of integrity + adapting to change + drive to achieve; (3) SOCIAL AWARENESS - empathy + organizational awareness + service orientation; (4) RELATIONSHIP MANAGEMENT - influence + coaching + conflict management + inspiration + teamwork. PERSONAL vs SOCIAL COMPETENCE: domains 1-2 are PERSONAL competence (how we manage ourselves); domains 3-4 are SOCIAL competence (how we manage relationships). PRIMAL LEADERSHIP: posits that leaders task is to PRIME GOOD FEELING in followers + create resonance which produces sustainable performance. RESONANT vs DISSONANT LEADERSHIP: resonant leaders are emotionally attuned + lead with positive emotion; dissonant leaders create negative emotional climate.
The graph holds this control, the 0 it maps to, and the evidence behind each claim, over MCP and REST.