Permanently changing external factors and personal states are realities of life and work in groups, teams, departments, areas. Even if the work process is relatively stable, the contacts to employees and employee groups provide continuing movement, change, unrest. Discussion and flexible customization, structure-formation and structure-change are therefore basic concepts for the leadership and the development of persons, groups, teams, departments and areas.

Changes lead to critical instabilities and can cause more or less strongly, uncertainty, strain, load, pressure, stress, frustration, annoyance, trouble. These unpleasant feelings and the critical situations must be mastered by argument. In working life both pleasant and particularly unpleasant feelings are indispensable mechanisms to recognize dangers and to find sources for energy and growth. Therefore to expect a pressure and fear free development and leadership is unrealistic. This arises from the perspective of the brain research, the psychoanalysis and the neuropsychoanalysis. It is only important and decisive as to whether this work and communication processes triggered pressure can be constructively processed (brain organically seen: stabilization of growth networks) or a destructive defence reaction is provoked (brain organically seen: increasing of defence networks).

The emotional structures for dealing with critical situations are developed very early. The early developed different patterns and particularly the emotional patterns, determine more or less strongly but usually very unconsciously, the behaviour in the current critical work situations.

Due to the early developped (organically interlaced within the brain) differences in the feeling, thinking and behaviour patterns leadership and personnel development concepts which start out from the concept of equality and equal treatment of all employees fail. The differences in the feeling, thinking and behaviour patterns require different concepts in the leadership and development for each single employee and for each employee group, team, and department.

EQ-SQ NPC has the aim to describe the differences related to the working and communication processes in the feeling, thinking, and behaviour patterns; these decriptions are oriented by the results of brain research, psychoanalysis and neuropsychoanalysis. In addition EQ-SQ NPC develops different concepts according to the differences between employees and employee groups for the leadership and personnel development concepts. The Goal for the EQ-SQ NPC is not a search for a universal "ideal concept", which is valide for all employees and groups of employees. Its primary concern is the development of criteria for the selection and elaboration of leadership and personal development concepts, which correspond to the differences of individual employees and employee groups.