ABSTRACT
Various methods have been proposed over the years to develop interpersonal skills. For example, in the 1990s, many organisations were persuaded of the importance of personal understanding and interpersonal abilities by the best-selling books on ‘emotional intelligence’. This concept emphasised self-awareness and the importance of handling relationships: ‘a new competitive reality is putting emotional intelligence at a premium in the workplace and in the marketplace’ (Goleman, 1996, p. 149). Goleman and others argued that organisations which failed to recognise or value these skills in their employees would simply not generate the trust, co-operation and creativity which are needed for long-term success.
