Emotional Intelligence in Work

These 8 behaviours separate the good from the great: Most leaders get emotional intelligence wrong. I did too, for years. I confused it for: ❌ Never showing frustration ❌ Always keeping the peace ❌ Being everyone's best friend It's about: ✅ Creating space for tough convos (but having them) ✅ Being in control of how you react ✅ Being open (but not oversharing) Here are 8 ways the best show their emotional intelligence: 1/ They ask for the hard truth. ↳ "What's one thing I could have done better?" after every project. ↳ Track feedback patterns, fix them. 2/ They make small promises count. ↳ Follow through, especially on tiny commitments. ↳ Can't deliver? Flag it before they chase you. 3/ They absorb pressure (without spreading it). ↳ Take deep breaths before responding under pressure. ↳ If you're overwhelmed, say, "Let’s regroup in 5 minutes.” 4/ They set boundaries with grace. ↳ Replace "no" with "I can help tomorrow at 2". ↳ Exit overrun meetings with a short apology. 5/ They listen like a detective. ↳ Listen to understand first. Respond after reflecting. ↳ Assume good intent even if the delivery is bad. 6/ They show their human side. ↳ Share lessons from recent mistakes in team meetings. ↳ Admit when you don't know something. 7/ They choose their responses carefully. ↳ People’s reactions are about them, not you. ↳ Separate the message from the tone, focus on what’s useful. 8/ They chase growth relentlessly. ↳ Say, “That’s on me. Here’s how I’ll fix it.” No excuses. ↳ If you misread a situation, admit it and adjust quickly. The truth is: Emotional intelligence isn’t talking about your feelings all day. It’s using them to move forward. P.S. What’s the most common sign of high emotional intelligence to you? — Visual Inspo: Justin Wright — ♻ Repost to help your network lead the right way. ➕ Follow me (Will McTighe) for more like this.

You don’t leave bad jobs. You leave bad bosses. And most bad bosses have one thing in common… Lack of Emotional Intelligence! For years, organizations have prioritized intelligence - hiring the sharpest minds, the best problem-solvers, the most technically skilled. But as an HR leader, I’ve seen firsthand that IQ alone doesn’t make a great leader. Take Aryan, for example. He was a rising star - brilliant, data-driven, and always delivering results. On paper, he had everything it took to lead. But there was a problem. His team didn’t feel heard. His feedback, though sharp, lacked empathy. When conflicts arose, they escalated instead of getting resolved. Over time, morale dipped, engagement suffered, and so did performance. Then there was Riya. Equally smart, but with something more - emotional intelligence. She knew when to push and when to support. She created an environment where people felt valued, motivated, and eager to contribute. Her team didn’t just meet targets; they thrived. A year later, when a leadership position opened up, guess who got it? Not the person with the highest IQ - but the one who could lead people! As Daniel Goleman puts it: “In a very real sense, we have two minds - one that thinks and one that feels.” And in leadership, both matter. IQ might open doors, but EQ determines how far you go. I’ve seen this play out time and again. Leaders who can balance intelligence with empathy, strategy with connection, and execution with trust always outperform those who rely on IQ alone. So, if you’re in a leadership position today, ask yourself: · Are you just managing tasks, or are you leading people? · Do your team members respect you, or do they trust you? · Are you driving productivity, or are you inspiring performance? Great leadership isn’t about being the smartest in the room - it’s about making sure everyone in the room thrives. And that takes emotional intelligence. #Leadership #ThoughtLeader #HR #Motivation #emotionalintelligence

People with high EQ earn up to $29K more per year. Why? Because emotional intelligence drives trust, leadership, and results. Technical skills might land you the job. Emotional intelligence gets you promoted. Most people think strong performance is enough. But here’s the truth: Promotions and raises don’t just go to the most skilled. They go to those who: ✅ Navigate conflict with calm ✅ Communicate clearly under pressure ✅ Make others feel seen and supported That’s emotional intelligence. And it’s one of the most overlooked leadership skills. What does EQ look like at work? 8 powerful ways to show it: 1/ Make space for emotions (even if you disagree). Validating emotions builds connection and trust. ➟ “I can see how that would be frustrating.” 2/ Set boundaries without apologizing. Clear limits show self-respect and strength. ➟ “I’m at capacity. Let’s find a better time to discuss.” 3/ Stay calm when others get defensive. Your steadiness helps de-escalate tension. ➟ “Let’s slow down and take one step at a time.” 4/ Admit when you’re wrong and adjust quickly. Owning mistakes builds trust and momentum. ➟ “That’s a good point. Let’s rethink this.” 5/ Pause to reset before emotions take over. A short pause prevents long-term damage. ➟ “I need a moment to clear my head. I’ll be back.” 6/ Express disagreement without creating conflict. Disagreeing respectfully keeps dialogue productive. ➟ “Here’s how I’m thinking about it…” 7/ Give feedback that helps people grow. Clarity with kindness inspires improvement. ➟ “Here’s what worked. One thing to try next…” 8/ Choose connection when it’s easier to shut down. Staying present shows maturity and care. ➟ “Let’s talk when you’re ready. I want to help.” These aren't “soft skills.” They’re the hardest (and most human) skills you’ll ever master. The results speak for themselves: Leaders with high EQ see: • 34% higher team engagement • 20% better productivity • 63% lower turnover But the real ROI? You become the kind of leader people don’t just follow. They fight to work with. Reshare ♻️ to help someone in your network. And give me a follow for more posts like this.

How to apply emotional intelligence in leadership roles. Self-Awareness: Regularly reflect on your own emotions, strengths, and weaknesses. Understand how your emotions impact your leadership style and decision-making. Self-Regulation: Practice emotional control, especially in high-pressure situations. Demonstrate resilience and adaptability in the face of challenges. Empathy: Actively listen to your team members, showing genuine interest in their perspectives. Consider the emotions and needs of others when making decisions. Social Skills: Foster open communication within the team. Encourage collaboration and create opportunities for team members to connect. Motivation: Inspire and motivate your team by connecting their work to a larger purpose. Set clear goals and communicate a compelling vision for the future. Interpersonal Relationships: Build trust within the team through transparent communication and consistency. Address conflicts promptly and constructively, promoting a positive team dynamic. Emotional Intelligence in Decision-Making: Consider the emotional impact of decisions on team members. Balance rational analysis with an understanding of the emotional context. Lead by Example: Demonstrate the emotional intelligence qualities you expect from your team. Model effective communication, adaptability, and a positive attitude. Feedback and Recognition: Provide constructive feedback in a supportive manner. Acknowledge and celebrate individual and team achievements. Cultural Sensitivity: Be aware of cultural differences and adapt your leadership approach accordingly. Foster an inclusive environment that values diverse perspectives. Conflict Resolution: Approach conflicts with empathy and a focus on understanding all sides. Guide the team toward solutions that consider emotional well-being. Continuous Learning: Seek opportunities for personal and professional development in emotional intelligence. Stay open to feedback and actively work on refining your leadership approach. By integrating these aspects of emotional intelligence into your leadership style, you can create a positive and supportive work environment, build strong relationships with your team, and enhance overall team performance. Dr.Shivani Sharma #leadershipskills #emotionalintelligence

Emotional Intelligence is not just a buzz word! Imagine this: A room full of people – laptops open, notes scribbled, ideas exchanged – the energy high, and then… one moment changes it all. A senior executive, proficient in the art of data and numbers, asks a simple question to a junior. He hesitates, stammers, and finally answers, visibly nervous. Senior doesn't flinch, but calmly, almost empathetically, nods, acknowledges his answer, and tunes into his perspective. The air clears, the conversation flows, and in that moment, everyone in the room realizes – this isn’t just a boss. This is a leader who listens. That’s emotional intelligence. Recently, an old Steve Jobs video is going viral where he takes a moment to pause, and then answer a question he was asked by a student. A good emotionally sound leader is not impulsive to jump and show off his or her skills. They know the responsibility they carry for being the leader. Not the textbook kind, but the rare kind that makes people feel safe, understood, valued. As leaders, it's easy to focus on KPIs, forecasts, and the next big challenge. But are we, as leaders, aware of the intangible metrics? Do our team members feel heard? Do they feel comfortable sharing a new idea or challenging an existing one? Do they feel they can fail without fear? I often joke around my team that the only person that can make their life difficult has to be me, if it is a client, they should escalate it to me. Real emotional intelligence isn’t just knowing what others feel – it’s about being proactive in responding to it. When a leader steps into a room, they don’t just read the energy; they shape it. It is not about how you perceive people and professionals around you, but how you think and conduct yourself too. They cultivate an environment where people bring their whole selves, where they don't just work but thrive. One small example I like: Google’s Project Aristotle. It found that the most successful teams weren’t the ones with the highest IQs, but those with leaders who showed empathy and cultivated psychological safety. In an era that’s moving at lightning speed, where remote and hybrid work blur the lines, emotional intelligence becomes a superpower. Because when a leader can manage their own emotions, understand their team's, and respond with empathy – that’s when true innovation, loyalty, and growth happen. Trust me I have been around so many leaders and the one thing they have taught me is that leadership isn't just about leading – it’s about lifting. It is about making others comfortable, confident and courageous. #Leadership #EmotionalIntelligence #TeamEmpowerment

The Cost of Low Emotional Intelligence in Teams (You might relate to this.) Most workplace challenges don’t stem from technical skills: * Delivering on deadlines but struggling to collaborate. * Following processes but missing the why behind them. * Growing the team, yet watching retention rates plummet. I have seen what happens when emotional intelligence (EQ) is lacking in a team. It become a chaos. Picture this: a high-performing team, poised to exceed their goals. But within weeks, it unraveled: * Arguments replaced collaboration. * Processes became bottlenecks. * Frustrated team members started leaving. Why? Because technical skills alone couldn’t bridge the emotional gaps. Low emotional intelligence has a ripple effect: * Miscommunication leads to conflicts. * Lack of empathy kills trust. * Emotional stress drains productivity. But here’s what I learned: EQ is not a fixed trait. It can be taught and strengthened. When a team embraces EQ, here’s what happens: ✅ Clearer communication, even under pressure. ✅ Constructive conflict resolution. ✅ Higher morale and trust. ✅ Innovation flourishes in a supportive environment. The result? Teams that perform and thrive—not despite challenges but because of how they navigate them. Do you think emotional intelligence is underrated in the workplace? 💡 Let me know in the comments. And if you found this perspective valuable, hit ♻️ Repost to share it forward. —- 📌 Want to become the best LEADERSHIP version of yourself in the next 30 days? 🧑💻Book 1:1 Growth Strategy call with me: https://lnkd.in/gVjPzbcU #EmotionalIntelligence #Leadership #Coaching #ExecutiveCoaching

The EQ Legacy of a Leader: Great Leaders Create Emotionally Intelligent Organizations As we wrap up this series on emotional intelligence (EQ) in leadership, it’s clear that the impact of a leader’s EQ stretches far beyond personal interactions—it shapes the very culture of an organization. Great leaders don’t just drive results; they create environments where emotional intelligence thrives, inspiring teams to reach their highest potential. When leaders consistently demonstrate empathy, self-awareness, and emotional regulation, they set the tone for the entire organization. This doesn’t just improve individual performance, it nurtures a collective culture of collaboration, respect, and mutual growth. Connecting EQ to Organizational Culture: An organization’s culture is a reflection of the behaviors, values, and attitudes of its leaders. When leaders prioritize EQ, they cultivate a positive, emotionally intelligent culture where people feel valued and understood. How Leaders Can Model EQ: Lead with Empathy: Leaders who demonstrate empathy listen to their teams, understand their perspectives, and respond with compassion. This builds trust and creates a more inclusive environment, where individuals feel safe to express their ideas and emotions. Practice Self-Awareness: When leaders are in tune with their own emotions, they make better decisions, respond to challenges calmly, and avoid unnecessary conflicts. Self-awareness also enables leaders to understand the impact of their actions on others. Foster Emotional Regulation: Leaders who manage their emotions in stressful situations set an example for their teams. They remain composed under pressure, making clear and rational decisions that inspire confidence in their team members. Encourage Open Communication: Leaders should create spaces where honest, open communication is encouraged. When people feel heard, their emotional needs are met, and they’re more likely to collaborate and engage in productive ways. As leaders, we must remember that our actions and attitudes shape the emotional climate of our organizations. The way we manage our own emotions, relate to others, and navigate challenges impacts the culture we create. An emotionally intelligent organization is one where trust, collaboration, and innovation flourish. Quote of the Series: "Leadership is not about being in charge. It’s about taking care of those in your charge." — Simon Sinek This quote beautifully encapsulates the essence of EQ in leadership. When leaders invest in the emotional well-being of their teams, they not only inspire loyalty and engagement, but they also create lasting legacies—legacies of trust, growth, and emotional intelligence. I encourage you to reflect on how you, as a leader, can continue to build and nurture an emotionally intelligent culture within your organization. Remember, the greatest legacies are those that uplift others.

Emotional Intelligence in Healthcare Leadership: A Key to Unlocking Potential #HealthcareLeadership #EmotionalIntelligence #PatientEngagement In the dynamic world of healthcare, where pressure is constant and challenges are ever-evolving, there’s one skill that stands out as a beacon of hope for leaders: Emotional Intelligence (EI). Having recently delved into an insightful article titled "Why Emotional Intelligence Matters for Healthcare Leaders," I was struck by the profound impact EI has on both employee and patient engagement. The article illuminates how EI, or Emotional Quotient (EQ), is not just a buzzword but a critical competency that healthcare leaders must embrace and cultivate. 👥 What is Emotional Intelligence? It's the capacity to be aware of, control, and express one’s emotions, and to understand and influence the emotions of those around us. Unlike IQ, EQ can be developed and enhanced throughout our lives, making it a journey of continuous improvement for any leader. 🚩 Why Low EQ Can Be Detrimental Leaders lacking in EI often create environments of resistance, demotivation, and inefficiency. They're the ones who inadvertently push high-performing employees away. In contrast, high-EQ leaders foster enthusiasm, patience, consistency, decisiveness, and warmth, drastically reducing staff turnover. 💡 The Five Components of Emotional Intelligence: - Self-Awareness: Recognizing our emotions and strengths. - Self-Management: Controlling our emotions and adapting to change. - Social Skills: Influencing and engaging others effectively. - Empathy: Understanding and responding to others’ feelings. - Motivation: Being driven by internal rewards and inspiring others. 🌱 Cultivating Emotional Intelligence As healthcare leaders, it's imperative to nurture both personal and social competence. This means being self-aware and resilient while managing relationships empathetically. Our ability to connect, support, and motivate our teams and patients hinges on these skills. 🎯 Practical Steps for Leaders - Model positive attitudes and embrace vulnerability. - Create healthy boundaries and practice self-care. - Engage in active listening and communicate with empathy. - Recognize and reward team members regularly. In healthcare, where every decision and interaction can have profound implications, emotional intelligence isn't just beneficial; it's essential. It’s about leading with heart and mind, balancing empathy with effectiveness, and creating an environment where both staff and patients feel valued, understood, and cared for. Let's commit to being leaders who not only excel in clinical skills but also in emotional intelligence, fostering a culture of empathy, understanding, and excellence in healthcare. #emotionalintelligence #leadership #healthcare #thoughtleadership #peoplemanagement #socialskills #selfawareness #selfmanagement #empathy #motivation #hospital #clinic

📌Quiet Power of Emotional Intelligence in Leadership Leadership isn’t just about strategies and deliverables—it’s about people. When one of my high-performing team members started disengaging, my instinct was to address the performance dip. Instead, I paused, listened, and simply asked, “How are you doing?” That conversation revealed personal challenges she was silently managing. She didn’t need solutions—just someone to listen . This reminded me that emotional intelligence is key to leadership: being self-aware, showing empathy, and adapting to your team’s needs. Here’s How Leaders Can Build EQ in Teams: ↳Listen Actively: Make time for real conversations, beyond work. Ask, “How are you doing?”—and mean it. ↳Encourage Vulnerability: Share your own challenges and create a culture where it’s okay to not be perfect. ↳Recognize and Adapt: Everyone communicates and processes differently. Be flexible in your approach. ↳Model EQ: Your team mirrors your behavior. Show them how to handle stress, conflict, and challenges gracefully. Leaders, remember: Teams thrive when people feel seen and supported. How do you build EQ in your team?

A CEO makes a rash decision out of frustration—his team walks on eggshells, afraid to challenge him. A manager delivers criticism without tact—an employee loses confidence, disengages, and eventually quits. A leader fails to read the room during a crisis—investors pull out, employees panic, and opportunities vanish. We've all seen it: leadership without emotional intelligence destroys morale, trust, and even entire businesses. In The School of Life, Alain de Botton reminds us that emotional intelligence is not a “soft” skill—it’s a survival skill. The cost of poor leadership isn’t just inefficiency; it’s wasted potential, money, and futures. So what sets emotionally intelligent leaders apart? 🔹 Self-awareness – They recognize their emotional triggers and don’t let stress dictate their decisions. 🔹 Empathy – They understand that people aren’t just employees—they are human beings with aspirations, fears, and emotions. 🔹 Resilience – They handle setbacks with perspective, not panic, ensuring the team stays grounded and solutions-focused. At Alternative Leadership ,we believe businesses thrive when leaders master themselves first. Because logic builds strategies, but emotional intelligence sustains them. Think of a time when leadership without EI cost an organization heavily. What happened?