I found that data in support of it has only gotten stronger.

我發現背後的數據佐證日益增加

I saw recently a study, this surprised me, engineers, software coders and so on

最近我看到了一項研究，我很驚訝；一群工程師以及程式設計者等等

were evaluated by their peers, people who work with them day-to-day on

受到同儕評鑑，也就是那些每天一起工作的人評量著

how successful they were at what they do.

他們在職責上有多麼成功

This turns out to be one of the strongest predictors of success in any field.

結果這變成了各領域中最強而有力、用以衡量成功機會的基準之一

And that was correlated with their IQ in one hand and their emotional intelligence on the other.

而這不但與受試者的 IQ 相關，同時也牽涉到人際相處的情緒管理智慧

And when I say emotional intelligence they were evaluated on a 360 that looks at all

而我指的情緒管理智慧，受試者可是受到全方位的檢測，範疇包含所有

12 of the key emotional intelligence competencies that distinguish star performers from average.

12 項關鍵的情緒管理能力，測驗結果能區分出最佳表現者與表現平庸者

The surprise was this: IQ correlated zero, zero with their success as rated by peers.

出乎意料的是，IQ 高低跟同儕評比出的成功與否，完全沒有半點關係

Emotional intelligence correlated very, very highly.

而情商則與你在別人眼中的成功高度相關

Well, why would that be?

為什麼會這樣呢？

Well, consider this: in order to be an engineer you have to have an IQ about a standard deviation

可以從這點開始思考，想當工程師你的智商必須要是中上，

or more above average, that's an IQ of about 115 or so.

或者比平均高很多，你的 IQ 可能有 115 左右

And another recent paper shows that there's no relationship between career success and an IQ above 120.

最近另一項研究則顯示，就算你智商 120，也與職場成功沒什麼關聯

The reason is this: there is a strong floor effect for IQ in any role.

原因在這裡：每一個職業角色都會有強烈的低限效應

All engineers have an IQ of 115 or more, so the range of variance is very reduced for IQ and success.

所有的工程師智商都在 115 以上，因此智商與成功與否之間的程度差異就被縮減了

Emotional intelligence however varies radically.

至於情緒管理智慧，則是非常因人而異

So emotional intelligence means: How well you manage yourself.

它指的就是你管理自我的能力有多好

Can you work toward your goals despite obstacles?

你是否能夠朝目標前進，儘管困難重重？

Do you give up too soon?

你會太早放棄嗎？

Do you have a negative outlook or a positive outlook?

你選擇正面還是負面思考？

These are all emotional intelligence competencies that matter for success.

這些都是情商指標，也與成功與否相關

Then there's the relationship competencies: Can you tune in to other people?

另外也包含了人際關係能力──你能夠真誠地關注一個人嗎？

Do you notice other people?

你會注意到周圍的人嗎？

I remember hearing about two MIT grads who went into a giant tech company, one of them

我還記得曾經聽到一個關於麻省理工學院畢業生的故事；他們剛進入一間科技龍頭，其中一位

went around to other members of her team and asked, “What are you doing?

跑去找同部門的其他成員並且詢問：「你在做什麼？」

How can I help?"

「我怎麼樣能夠幫得上忙？」

The other stayed in his office and wrote code all day.

另外一位坐在自己的位子上，整天都在寫程式

It's very clear who was going to get ahead; it was the one who wanted to be a team player.

很明顯誰會勝出，當然是懂得團隊合作的那一位

You don't write code in isolation anymore; everyone works on projects together.

你不再只需要埋頭寫程式，大家要一起負責一項專案

You may write the code but you have to coordinate, you have to influence, you have to persuade,

你還是需要程式編碼，但同時你也得去協調、去發揮影響力、去說服別人，

you have to be a good team member.

你必須要是個良好的團隊成員

All of those are emotional intelligence competencies that distinguish outstanding from average performers.

這一切都是情緒管理能力，能讓你從平凡的人群中脫穎而出

So when you think about it that way, it makes sense that even among engineers

因此這樣看來就很合理，即使是對工程師來說，

emotional intelligence will predict who is a star and who's just mediocre.

情商能夠預測出誰能閃耀職場，而誰又顯得平淡無奇

And when you think about this at the organizational level it means you want to be sure to include

如果我們把這件事情拉到組織層面，你會想盡可能地考量到

emotional intelligence when you consider hiring people.

情緒管理能力，在你招募人才的時候

I have a friend at an executive recruiting company that specializes in C-level hires,

我有位朋友在一間執行招募的公司，尤其是為 C 級職位延攬人才──

CEOs, CFOs and so on.

CEO (執行長)、CFO (財務長) 等等

And they once did a study internally of people they had recommended who turn out to be bad

他們對內部進行了一項調查，針對那些他們曾經推薦過的人才，最後卻證明不適任，

and were so bad they were fired.

甚至不適任到被解雇的地步

So these were failures, they were surprised to have failures, but they realized when they

這些都是該公司的挫敗，他們對這些失誤十分驚訝，但也發現當他們

looked more carefully that these were people who were hired because of business expertise and IQ

更仔細地檢視這些失誤，那些前任雇員當初是因為專業能力以及智商而被錄用，

and fired because of a deficiency in emotional intelligence.

卻因為情緒管理上有缺陷而被解雇

So it's more important than ever these days.

因此在今天情商是前所未有地重要

And so in hiring it needs to be considered, and in promoting people, of course, it needs to be considered.

選聘新人時這點必須被考慮，晉用人才時，這點更是不可或缺

And it should be part of HR.

這該是人力資源管理的一部份

It should be what you help people develop for their strengths.

這該是你幫助人們發揮所長的著力點

Because the good news about emotional intelligence is: It's learned and learnable, and you

因為關於情商我有個好消息：它是後天習得的，也能被培養起來，你可以

can upgrade it at any point in life if you're motivated.

隨時進一步培養情商，只要你充滿動力地去做