- Business Case for Emotional Intelligence
- Do Emotional Intelligence Programs Work?
- Emotional Competence Framework
- Emotional Intelligence: What it is and Why it Matters
- Executives' Emotional Intelligence (mis) Perceptions
- Guidelines for Best Practice
- Guidelines for Securing Organizational Support For EI
- Johnson & Johnson Leadership Study
- Ontario Principals’ Council Leadership Study
- Technical Report on Developing Emotional Intelligence
- Emotional Intelligence Quotient (EQ-i)
- Emotional & Social Competence Inventory 360 (ESCI)
- Emotional & Social Competence Inventory-University (ESCI-U)
- Genos Emotional Intelligence Inventory (Genos EI)
- Group Emotional Competence Inventory (GEC)
- Mayer Salovey Caruso Emotional Intelligence Test (MSCEIT)
- Schutte Self-Report Inventory (SSRI)
- Trait Emotional Intelligence Questionnaire (TEIQue)
- Wong's Emotional Intelligence Scale
- Work Group Emotional Intelligence Profile (WEIP)
- Model Programs
- Achievement Motivation Training
- Care Giver Support Program
- Competency-Based Selection
- Emotional Competence Training - Financial Advisors
- Executive Coaching
- Human Relations Training
- Interaction Management
- Interpersonal Conflict Management - Law Enforcement
- Interpersonal Effectiveness Training - Medical Students
- JOBS Program
- Self-Management Training to Increase Job Attendance
- Stress Management Training
- Weatherhead MBA Program
- Williams' Lifeskills Program
- Article Reprints
Lyle Spencer, Ph.D.
Lyle M. Spencer PhD. is President, Spencer Research & Technology, co-founder of Competency International, Cybertroncis Research Fellow, Director, Human Resource Technologies, author and independent consultant on competency development, reengineering human resources, and HR return on investment analysis.
As HayGroup Vice President, Research & Technology, and President and CEO of McBer & Company, Dr. Spencer developed Hay's worldwide Hay McBer practice, training four hundred consultants in Hay offices in twenty-four countries. In twenty-five years with McBer, Dr. Spencer conducted organizational diagnosis, training, and development programs for such clients as AT&T, Abbott Laboratories, DEC, Fannie Mae, General Electric, General Motors, GTE, Honeywell, Hospital Corporation of America, IBM, Merck Pharmaceutical, MCI, Nortel, Mobil, Nihon Schering and Saudi Aramco.
Dr. Spencer has managed major leadership- and organizational-development contracts with the U.S. Army and Navy. For U.S. A.I.D. and the United Nations Industrial Development Organization, he managed economic development programs in Latin America, Africa, and Asia, identifying entrepreneurs and training academic, government, banking, and business people in achievement motivation techniques for stimulating national entrepreneurial activity.
Dr. Spencer developed Hay McBer's competency assessment methodology with Harvard Prof. David McClelland, and methods for calculating the costs and benefits of human resource programs. He has published books, software, and numerous articles on these topics, and trained more than a thousand HR professionals in competency and cost-benefit methods. His current research concerns reengineering human resources and the development of expert system Integrated Human Resources Management. Information Systems (IHRMIS). using multi-media, interactive voice response, and voice recognition technologies. He has taught at the business schools of the University of Chicago and University of North Carolina, Chapel Hill.
Spencer, L.M. (1986). Calculating Human Resource Costs and Benefits. New York: John Wiley & Sons, Inc.
Spencer, L.M., V. Pelote, and P.Seymour. (1998). A causal model and research paradigm for physicians as leaders of change. New Medicine 1998:2:57-64.
Spencer, L. M., Ryan, G., & Bernhard, U. (2008). Cross-cultural competencies in a major industrial firm. In R. J. Emmerling, V. Shanwal, & M. Mandal (Eds.), Emotional Intelligence: Theoretical and Cultural Perspectives. New York: Nova Science Publishers.
Spencer, L.M. (2001) The economic value of emotional intelligence competencies and EIC-based HR programs. In C. Cherniss & D. Goleman (Eds.), The Emotionally Intelligent Workplace: How to Select for, Measure, and Improve Emotional Intelligence in Individuals, Groups, and Organizations. San Francisco, CA: Jossey-Bass.
Spencer, L.M. (1997). Competency assessment methods. In L. J. Bassi & Russ-Eft (Eds.), What works: Assessment, Development, and Measurement. Alexandria, VA: American Society for Training and Development