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.