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by indubitable
3126 days ago
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That's one oddly insightful little comment. It would be interesting to see the relationship between perceived performance and actual performance (by some impartial metric) in teams/management made up of people that get along well versus teams that don't particularly get along, but also don't actively dislike each other. The trends in 'emotional intelligence' are largely based upon one psychology paper that did not reasonably show what many think it did. The author broke people into groups and found that average aptitude test scores did not work as a predictor for tasks such as 'planning a shopping trip as a team' whereas the average scores of another test, "seeing in the mind's eye", did. The conclusion was therefore that a team's performance is not determined by the aptitude of its individual members, but their 'emotional intelligence.'. That is quite absurd since in order to make that conclusion you'd need to take the people who are individually best at 'planning a shopping trip' and put them in a team and compare their results to another team that scored well on the "seeing in the mind's eye" test but individually not as well on 'planning a shopping trip.' I think the author did not do this as she was well aware of what the result would be, and it's not publishable. The reason for this tangent is that 'emotional intelligence' is now being used as a cornerstone for many things, and this article/company is yet another group feeding off of this. Yet wouldn't be it be quite remarkable if having groups that get along 'too well' could end up being counterindicative for performance. Most people find it difficult to be objective around those they're fond of. Create teams/management systems full of people fond of each other and everybody's going to say everybody's incredible and doing incredible things -- regardless of whether or not that's true. |
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