(单词翻译:单击)
In the early 1990s when science journalist Daniel Goleman wanted to publish a book on emotional intelligence, he was told that he couldn’t use the word emotion in business.
20世纪90年代初，当科学记者丹尼尔·戈尔曼想要出版一本关于情商的书时，他被告知不能在商业中使用情感这个词。
After all, companies weren’t supposed to care about that kind of stuff.
毕竟，公司不应该关心这种事情。
That belief informed much of HBR’s first century.
这一理念影响了哈佛商业评论第一个世纪的大部分内容。
When the magazine was founded in October 1922, managers were focused on physical productivity, a calculation of manufacturing output with labor input.
当该杂志于1922年10月创办时，经理们关注的是物质生产力，即用劳动投入计算制造产出。
And while over the decades, psychologists studied social intelligence and emotional strength, and the idea that intelligence was more than just a single general ability, businesses cultivated financial acumen, operational research, and the other so-called hard skills that improved the bottom line.
在过去的几十年里，心理学家研究了社会智力和情感力量，并认为智力不仅仅是一种通用的能力，企业培养了理财智慧、运筹学和其他提高利润的所谓硬技能。
Then in 1990, psychologists Peter Salovey and John Mayer published their landmark journal article, “Emotional Intelligence.”
然后在1990年，心理学家彼得·萨洛维和约翰·梅尔发表了他们具有里程碑意义的期刊文章《情商》。
It proposed EI as the ability to identify and manage one’s own emotions as well as the emotions of others.
这篇文章提出情商是一种识别和管理自我和他人情绪的能力。
Dan Goleman popularized this idea in his book, and it quickly moved into widespread practice.
丹·戈尔曼在他的书中宣传了这一观点，并迅速将其付诸广泛实践。
Companies now hire for it and teach it, and it’s seen as key to authentic and empathetic leadership.
公司现在根据情商进行招聘，会教授情商，情商被视为可靠的和富有同情心的领导力的关键。
One of the key pillars to an inclusive organization.
情商也是一个包容性组织的关键支柱之一。
Critics however question whether emotional intelligence is actually an intelligence, one that can be quantified like IQ is, or one that can be taught to people who don’t have it.
然而，批评人士质疑情商是否真的是一种智力，一种像智商一样可以量化的智力，或者一种可以教给没有情商的人的智力。
On this special series from HBR IdeaCast, we’re exploring 4 Business Ideas That Changed the World. This week, emotional intelligence.
在HBR IdeaCast这个特别系列节目中，我们将探讨4个改变世界的商业理念。本周我们探讨的是情商。
With me to discuss it are Daniel Goleman, psychologist and author of Emotional Intelligence, Susan David, psychologist at Harvard Medical School, and author Emotional Agility, and Andy Parks, Management Professor at Central Washington University.
和我一起讨论情商的有心理学家兼《情商》一书的作者丹尼尔·戈尔曼，还有哈佛医学院的心理学家兼《情绪灵敏度》一书的作者苏珊·大卫，还有中央华盛顿大学的管理学教授安迪·帕克斯。
And I’m Alison Beard, executive editor at Harvard Business Review and your host for this episode.
我是艾莉森·比尔德，是哈佛商业评论的执行编辑，也是本期节目的主持人。
So, Susan, let me start with you.
苏珊，先和你聊吧。
In the 1920s when HBR was founded, business schools were cropping up to teach the businessman, and it was man at that time. How much were emotions taken into account?
20世纪20年代，哈佛商业评论成立时，商学院如雨后春笋般涌现，开始教授商人，而那时候的商人是男性。情绪在多大程度上被考虑在内？
Well, I think you captured beautifully in your articulation of businessman.
我觉得你很好地诠释了商人。
Not only were emotions not taken into account, but females were not taken into account.
不仅情绪没有被考虑在内，女性也没有被考虑在内。
And I think this is really important when we start thinking about so called soft skills, because that’s often the term used in organizations and the context that we have is this view that dates back even to Victorian times, for example, public education.
我认为当我们开始思考所谓的软技能时是很重要的，因为这通常是组织中使用的术语，我们所处背景中的这种观点甚至可以追溯到维多利亚时代，比方说，公共教育。
What could be taught were subjects like mathematics and opportunities were offered to males.
那时，可以教授的是数学这样的学科，机会是提供给男性的。
