The world is changing, the way we work is changing and also the way we search for a new is changing. Strategies, tools and skills required, used and needed have suffered a massive evolution in last years, especially in this period of economic crisis and permanent technological evolution. Old strategies and skills are giving place to new ones, in a context where even the concept of intelligence or competence (the capacity, knowledge or ability we acquire to solve a problem) has changed. And obviously, this has affected the working world, independently of the field we are referring to. Nowadays, more than ever, it is not so important how much you know, but what you can do with all that stuff, how you do it, how you share it, how your teamwork is, how you impact in your customers... In fact, the World Economic Forum (in short, WEF) has published the report “The Future of Jobs. Employment, Skills and Workforce Strategy for the Fourth Industrial Revolution”, which makes a comparison between the skills demanded by employers in 2015 and 2020, and sets that “on average, by 2020, more than a third of the desired core skill sets of most occupations will be comprised of skills that are not yet considered crucial to the job today. Overall, social skills -such as persuasion, emotional intelligence and teaching others- will be in higher demand across industries than narrow technical skills, which will need to be supplemented with strong social and collaboration skills”. Those skills predicted by the WEF were:1. Complex problema solving2. Critical thinking3. Creativity4. People management5. Coordinating with others6. Emotional Intelligence7. Judgement and Decision making8. Service orientation9. Negotiation10. Cognitive flexibility. The project planed to prepare European workers to acquire new skills required for 2020 according to World Economic Forum with a very innovative approach. It especially focused on targets with additional difficulties, such as long term unemployed or low skilled adults, helping them to incorporate these skills in their daily life improving their employ-ability and adaptability to a new work context. Anyway, the project had double line of intervention, both with the workers and with trainers in these new and basic skills, looking for the necessity of vertical and horizontal communication with a common goal: the increase in the level and quality of employability, reinforcing the job stability and, in a mid-long term, the improvement of productivity. The project consortium was composed of 7 organisations from 5 different EU countries (UK, IRL, LAT, SP, PO and PT) and showed cooperation between new and old European Member States. A comprehensive partnership was established, consisting of a solid group of training companies with long experience in the application of Emotional Intelligence in their programs and a high demand of this kind of formation. The partners DCVS, DEFOIN, ARID and APSU have long experience in EU projects, and this was the first opportunity for DIAMOND BUILDING, I&F and ERIA, though their staff is widely competent in this field. To achieve the objectives of the project two Intellectual Outputs were developed, tested and multiplied: the ‘TOP 10 TRAINERS T10T’ (O1) acting as an departure point for 'WORKERS FOR A NEW ERA’ (O2), with training system both for trainers and employees on the 10 skills depicted by the WEF. The online system incorporated platform for interactions between learners, trainers, mentors and mentees, and other stakeholders. All outputs produced are freely accessible for the public within and beyond the project’s lifetime. TOP 10 SKILLS has sustainable direct impacts within and beyond the project lifetime on three target groups: 1) entrepreneurs and managers, 2) employees 3) Companies and organizations active in the field of training and advisory services. By creating training tools for improving skills and key competences of trainers, managers and employees, the consortium expected to achieve the overall objective of the project: highlighted the importance of Emotional Intelligence skills in the new economic environment and globalised world. The project aim was to get new tools and methodologies to support start-ups and SMEs in enhancing their productivity, competitiveness and efficiency. Companies, teams and organisations involved in an emotional training are expected to show a high increase of positive work environment, team work, talent development, productivity, creativity and innovation. Moreover, and in a lower and extensive level, final customers of those SME will be direct beneficiaries (summarizing, the base of European citizens) will enjoy of a healthy emotional environment in their daily contact to all the actors involved in the project.

In order to counter a high percentage of adult learners who abandon language courses prematurely due to a lack of motivation and engagement, the L2 Lifestyle project sought to equip foreign language teachers with the tools needed to address this problem whilst promoting the EU's core values of multilingualism and lifelong learning. As such, the project was implemented through a partnership of six organisations based in five different EU countries. The project was led by YORK ASSOCIATES and through a transversal approach that involved learners, teachers and school management, aimed to:1. Extend and develop the competences of language teaching professionals so that they can integrate soft skills content and apply a range of motivational co-coaching techniques as part of a new approach to foreign language teaching practice;2. Foster an improvement of results in language courses and provide language students with not just new language skills but also more effective soft skills when using foreign languages, including, for example, Emotional Intelligence, so that they can benefit from their newly-developed interpersonal skills when seeking employment in an increasingly competitive job market; and3. Encourage a sustainable institutional learning approach through working closely with the academic managers of training institutions, which ensured that language teachers as well as their students in Europe will benefit from this project for many years to comeThese aims were achieved through six organisations - York Associates (UK), I&F Education (Ireland), Stowarzyszenie ARID (Poland), CPIP (Romania), and Babel Idioma y Cultura and Diamond Building (Spain) - developing a set of Intellectual Outputs, which were:- IO1: ‘MOTIVATE THE L2 MOTIVATOR’ - this involved developing a training system for language teachers in order to enhance the effectiveness of their language classes by providing them with specific knowledge, adapted to language teaching, in the fields of coaching and interpersonal soft skills, including Emotional Intelligence and Neurolinguistic Programming (NLP)- IO2: 'L2 MOTIVATION TOOLKIT’ - this involved developing a toolbox containing several activities for the language classroom that enabled language teachers to include soft skills and techniques of coaching, Emotional Intelligence and NLP in the process of language learning- IO3: 'TRAIN L2 MOTIVATORS' - this involved developing a training system that enabled academic managers of language institutions to assist their language teachers with the effective use of the Toolkit activities in the classroom. It also enabled these managers to train new teaching staff in the L2 LifeStyle project's other intellectual outputs.The L2 Lifestyle project has had a direct impact on language teachers, language training institutions, and also adult language learners. For foreign language teachers and language training institutions, the project has empowered them with innovative tools and methodologies to support them in guiding and motivating adult learners and promoting core EU values of multilingualism and lifelong language learning. And for adult language learners, the L2 Lifestyle project has led to not just their increased motivation with regards to language learning, but also increased competencies in their interpersonal soft skill development. By creating these training tools as well as the practical toolkit for language teachers, teacher trainers and academic managers, the consortium has achieved the overall objectives of the project as well as establishing long term benefits in the form of tools for effective and lifelong language learning for a multilingual society in Europe.

The world is changing, the way we work is changing and also the way we search for a new job is changing. Strategies, tools and skills required, used and needed have suffered a massive evolution in last years, especially in this period of economic crisis. This fact is remarkable in sectors such as first job searchers, long-term unemployed or lowed skills adults looking for a reinsertion in the labor market. Here is important to notice that old strategies and skills are giving place to new ones, in a context where even the concept of intelligence or competence (the capacity, knowledge or ability we acquire to solve a problem) has changed. And obviously, this has affected the working world, independently of the field we are referring to. Job searchers and counselors are obliged to develop new skills and strategies for a new market. Here there is the place for Emotional Intelligence (EI) and extra weapon to keep and increase the levels of employability in a new economic and social scenario. Recent research has shown that, at the executive and professional level, emotional intelligence (EI) or “EQ” (Emotional Quotient, as it is often called) is a better predictor of success than “IQ”. The emotionally intelligent person exhibits such competencies as accurate self-assessment, self-control, empathy, influence. The ability to accurately assess and develop these competencies will set organizations apart. This is a key factor for job searchers, especially first job searchers, long-term unemployed or lowed skills adults looking for a reinsertion in the labor market. Management of EI skills will not be important only for their success in job searching, but also will endow them with a huge amount of abilities to make it more stable, reinforcing their employability in a future. The project consortium was composed of 6 organisations from 5 different EU countries (UK, IRL, ES, RO and PT) and shows cooperation between new and old European Member States. A comprehensive partnership was established, consisting of a solid group of training companies with long experience in the application of Emotional Intelligence in their programs and a high demand of this kind of formation. The promoter MEH, plus DEFOIN, CPIP, APROXIMAR and I&F have long experience in EU projects, and this will be the first opportunity for DIAMOND BUILDING, though their staff is widely competent in this field. OBJECTIVES:- To improve skills and key competences of job advisors and job seekers, through the development of tools to enhance Emotional Intelligence. -:To highlight the importance of Emotional Intelligence and social skills (creativity, empathy, cognitive flexibility, teamwork...) in the new economic environment and globalised world. TARGET GROUOPS: 1) job advisors and career guides, 2) job seekers, freelances and self-employees,3) Relevant stakeholders: companies and organizations active in the field of training and advisory services.RESULTSThe project set new tools and methodologies to support career guiders and job seekers in enhancing their efficiency. To achieve the objectives of the project two Intellectual Outputs were developed, tested and multiplied:1. ‘COUNSELORS IN EMOTIONS’ (O1) is a training system for job counsellors in order to give a better service to job seekers 2. 'RIGHT EMOTIONS, RIGHT JOBS (RERJ)’ (O2), with a training system for job searchers on the emotional skills needed to self-manage in the searching process in order to keep an operative emotional state. The online system will also feature a platform for interactions between learners, trainers, mentors and mentees, and other stakeholders.All outputs produced will be freely accessible for the public within and beyond the project’s lifetime. The consortium used the outcomes of the project, exploiting them with different targets, in further initiatives of the same topic, disseminating them through all its channels and applying them in its internal working dynamics.