Emotional Intelligence in Work

Forward-looking organizations integrate emotional intelligence (EI) into the DNA of their culture, strategically supported by a partnership between 𝘭𝘦𝘢𝘥𝘦𝘳𝘴𝘩𝘪𝘱 𝘵𝘩𝘢𝘵 𝘤𝘩𝘢𝘮𝘱𝘪𝘰𝘯𝘴 𝘪𝘵 and a 𝘱𝘦𝘰𝘱𝘭𝘦 𝘥𝘦𝘱𝘢𝘳𝘵𝘮𝘦𝘯𝘵 𝘵𝘩𝘢𝘵 𝘰𝘱𝘦𝘳𝘢𝘵𝘪𝘰𝘯𝘢𝘭𝘪𝘻𝘦𝘴 𝘪𝘵𝘴 𝘶𝘱𝘴𝘬𝘪𝘭𝘭𝘪𝘯𝘨 𝘢𝘯𝘥 𝘥𝘦𝘷𝘦𝘭𝘰𝘱𝘮𝘦𝘯𝘵. Research highlighted in 📖 Optimal shows that for best results, EI needs to be embedded into key people-focused processes, including recruiting, hiring, performance management, and, especially, training.  𝐇𝐞𝐫𝐞 𝐚𝐫𝐞 𝐟𝐢𝐯𝐞 𝐜𝐫𝐮𝐜𝐢𝐚𝐥 𝐢𝐧𝐠𝐫𝐞𝐝𝐢𝐞𝐧𝐭𝐬 𝐟𝐨𝐫 𝐬𝐮𝐜𝐜𝐞𝐬𝐬𝐟𝐮𝐥 𝐄𝐈 𝐭𝐫𝐚𝐢𝐧𝐢𝐧𝐠: 📍Highly motivated participants 📍Ten or more hours of training, spaced out, with periodic booster sessions 📍Ongoing practice and reinforcement 📍Social support 📍Active modeling and support of key leaders Remember, the keys to building a sustained EI culture over time are patience, persistence, and supported behavioral change. Want to dive deeper into successful training examples? Read more takeaways in this Forbes article. 

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.

Don't wait for toxicity to become a crisis. Emotionally intelligent organizations create a culture with real accountability for eliminating these behaviors and practices. They actively cultivate environments where people and business thrive together. This image highlights a reality that too many workplaces tolerate and normalize: environments where toxic behaviors slowly erode morale, trust, and performance. When these issues are left unaddressed, even the most talented and emotionally intelligent employees burn out, disengage, or leave altogether. What’s important here is that almost every toxic behavior listed—low salaries, micromanagement, incompetent leadership, office politics—stems from a failure of emotional intelligence at the leadership level. Emotionally intelligent leaders understand that people thrive where they feel valued, trusted, and supported. They recognize the direct link between an employee’s emotional well-being and their performance. For leaders and organizations, the takeaway is simple: these behaviors aren't "just the way business works." They are choices. Leaders can choose to: ✅ Prioritize fair compensation: Because undervaluing people financially signals a lack of respect. ✅ Lead with competence and humility: Admitting what you don’t know and surrounding yourself with people who complement your weaknesses is a strength. ✅ Build a healthy culture: Trust, safety, and fairness should be non-negotiable. ✅ Empower, don’t control: Micromanagement kills creativity. Trust builds ownership. ✅ Set boundaries: Sustainable performance requires rest, recovery, and personal time. ✅ Invest in growth: Training and development keep employees engaged and your organization adaptive. ✅ Practice recognition: Small, consistent acknowledgment fuels motivation. ✅ Eliminate politics: Transparency, fairness, and merit should drive decision. --- ♻️ Like and repost if this resonates. ➕ Follow Travis Bradberry for more and sign up for my weekly LinkedIn newsletter. Do you want more like this? 👇 📖 My new book, "The New Emotional Intelligence" is now 10% off on Amazon and it's already a bestseller.

Memoirs of a Gully Boys Episode 37: #EmotionalIntelligence – The Key to Meaningful Leadership Leadership isn’t just about strategy and execution; it’s about understanding, connecting with, and inspiring people. Emotional intelligence (EI) is the ability to recognize and manage not only your emotions but also those of others. Over the years, I’ve learned that while technical skills can get you started, it’s emotional intelligence that keeps you ahead. Leading with Empathy During a critical system overhaul, one of my most skilled team members began missing deadlines and appearing disengaged. Instead of reprimanding him, I called for a private conversation. It turned out he was struggling with a personal issue that was affecting his focus. Rather than pushing harder, I offered him flexibility and reassigned some tasks to lighten his load. Within weeks, his performance rebounded, and his gratitude translated into renewed dedication to the project. Lesson 1: Empathy isn’t a weakness in leadership—it’s the strength that builds loyalty and trust. The Art of Active Listening In a client negotiation years ago, tensions were high due to differing expectations. The meeting began with both sides defensive and unwilling to compromise. Instead of countering every point, I focused on actively listening to their concerns without interrupting. Once they felt heard, their stance softened, and we found common ground to move forward. That day, I realized that listening is not just about hearing words—it’s about understanding emotions, intentions, and the bigger picture. Lesson 2: Active listening dissolves barriers and creates pathways for collaboration. Regulating Emotions in High-Stress Situations During a complex software migration, an unexpected system failure triggered panic among stakeholders. As the project lead, I felt the pressure mounting. However, instead of reacting impulsively, I paused, analyzed the situation, and communicated a clear action plan. Keeping emotions in check not only reassured the team but also set the tone for a calm and focused recovery effort. The project was back on track within days, and the team’s confidence grew as a result. Lesson 3: Emotional regulation isn’t about suppressing feelings—it’s about channeling them effectively to lead under pressure. The Power of Recognition Emotional intelligence also lies in recognizing and appreciating people’s contributions. During a grueling project, I made it a point to acknowledge every team member’s effort, no matter how small. The simple act of recognition boosted morale and created a sense of shared ownership. When the project was completed successfully, the celebration felt more collective than individual—a testament to the power of emotional intelligence in fostering unity. Lesson 4: Recognition fuels motivation and strengthens connections within teams. Closing Thoughts Emotional intelligence is the bridge between leadership and humanity. To be continued...

I’ve spent the past few days on calls and emails, helping leaders, HR professionals, and DEI practitioners figure out how to meet this moment without burning out.  It’s not uncharted territory—we’ve weathered years of upheaval, learning to adapt, keep things moving, and care for our teams. But it’s still hard, and it helps to remember that you don’t have to do it alone. Navigating this moment can feel like walking a tightrope. The issues demanding our attention seem endless. On the one hand, we’re expected to stay neutral, steering clear of politics at work, and on the other, staying silent when team members feel the real impacts of decisions can feel like letting them down. In moments like these, lean on the beautiful basics: ✅ Be a steady presence. You don’t need to have all the answers—no one does right now. What matters most is showing up for your team with care and consistency. Build trust and show them you’ll figure out whatever comes next together. ✅ Lean into your workplace rhythms. Every team member should know that a safe work environment is a priority—a place where they can turn, be heard, and find support—while respecting that some may choose to opt-out. If statements are your thing, go for it. It doesn’t have to be a big production. Use meetings, check-ins, or 1:1s as intentional moments to listen and connect. A simple "How can I support you?" or a thoughtful note can go a long way. ✅ Be clear about safety and well-being. Let your team know it’s OK (and encouraged) to step away, recharge, and care for themselves or their families. Be equally clear that harm to co-workers won’t be tolerated. Revisit your shared values and code of conduct (or create one if missing). If formal benefits aren’t available, small gestures—like gift cards, mindfulness breaks, or a fun playlist—can boost energy and lift spirits for those feeling worried, disengaged or burned out. ✅ Don’t forget about you. “You can’t pour from an empty cup” is a saying for a reason. Set boundaries, ask for support, and prioritize your well-being. You’re modeling what care and balance look like for your team. If your organization’s values and principles feel unclear, let this be your signal to take stock. Your team is paying attention. Show up with confidence, heart, and a steady presence. You’re not just navigating a moment; you’re shaping the conditions for your team to thrive. That’s powerful, meaningful work—and it starts with you. How are you showing up for your teams right now?

𝗪𝗵𝗮𝘁 𝗱𝗼 𝘆𝗼𝘂 𝗱𝗼 𝘄𝗵𝗲𝗻 𝘁𝗲𝗮𝗺 𝘁𝗲𝗻𝘀𝗶𝗼𝗻𝘀 𝗮𝗿𝗲 𝗵𝗶𝗴𝗵? “I’m just so frustrated” In a high EQ organization, you're likely to ✅ nod ✅ empathize ✅ move on. So politically correct. You've just checked the proverbial "engagement" checklist. Our organizations today are so geared to being perfunctory and efficient. But are they really frustrated? Or are they:  ❓ overwhelmed ❓ disappointed ❓ embarrassed ❓ resentful ❓ fearful? Each of these means a different root cause. When leading a team, understanding that difference can make or break how the situation unfolds. I came across fascinating psychological research on the topic of emotional granularity. (research journals in comments) It’s not labeling emotions only; it’s about getting specific in order to empathize well. It’s the difference between hearing “I’m stressed” and knowing whether that stress is rooted in fear, uncertainty or the pressure to perform. Can you tell the difference between an employee who’s “angry” because they feel undervalued versus one who’s “angry” because they’re burned out? When you get this right, everything changes ✅ team dynamics ✅ decision-making ✅ your ability to lead through crises. Leaders who practice emotional granularity are far better at managing conflict and fostering trust within their teams. When you can name emotions with precision—yours and others’—you create clarity. Clarity is the antidote to chaos. How Can Leaders Use Emotional Granularity? 1️⃣ Start With Yourself. Leaders who model emotional granularity are 30% more likely to inspire loyalty and engagement within their teams. Your emotions set the tone for your organization. Practice identifying and sharing what you’re really feeling in high-pressure moments. 2️⃣ Listen Beyond Words. When your team expresses emotions, dig deeper. Ask questions like, “What’s driving that frustration?” or “What do you think is at the root of this?” Often, what people say isn’t the full story. It's okay for them to be imprecise and unfamiliar initially as you shape their emotional expression fully. 3️⃣ Create a Culture of Emotional Precision Encourage your team to articulate their feelings with specificity. It doesn't have to be a therapy session, just holding space. 4️⃣ Use Emotional Granularity in Difficult Conversations. Whether it’s giving feedback or navigating conflict, being precise about emotions helps de-escalate tension and build trust. If handling emotions within your organization feels like navigating a minefield—let’s talk. --- Follow me Stuart Tan MSc., MBA for more insights on leadership and oirganizational development!

Emotional intelligence isn’t just about understanding yourself, it’s about how you help others rise and become leaders. In the workplace, leaders who use emotional intelligence with intention create a vibrant culture where people feel seen, supported, and motivated. Here are 7 easy ways to practice EQ daily and lift others up: ✅Listen fully: put away distractions and give someone your undivided attention. Presence is power. ✅Acknowledge emotions: name what you notice. Here's an example: “I can tell this is frustrating; let’s talk through it.” ✅Offer encouragement: a small word of belief at the right moment can change the trajectory of someone’s day. ✅Show curiosity: ask thoughtful questions that invite input, ideas, and perspectives. ✅Give credit generously: spotlight the contributions of others in front of peers and leaders. ✅Practice empathy in action: adjust workloads, extend flexibility, or simply check in when stress is high. ✅Lead with optimism: model resilience by framing challenges as opportunities to grow together. When leaders commit to these simple behaviors, it has a ripple effect on the culture of the entire organization. Trust deepens, morale lifts, and culture thrives. What’s one emotionally intelligent action you can take today to build a culture where people love to work?

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

“I’m done talking!” “This isn’t going anywhere!” “Why do you always twist my words?” These are the phrases that mark the breaking point in so many conversations. As a psychologist, I’ve seen how difficult conversations can spiral into emotional battlegrounds, leaving frustration and resentment in their wake. But here’s the truth: it doesn’t have to be this way. Conflict feels like a storm - it’s intense, overwhelming, and messy. But with the right tools, that storm can clear. The shot in the arm here is Emotional intelligence. Look, here’s the thing about conflict: it’s rarely about what’s said. It’s about how it’s said and how it’s received. When emotions run high, logic tends to take a backseat. This is where emotional intelligence becomes your greatest tool. Here’s how I coach clients to bring EI into difficult conversations: 🟢Pause before you react. Emotional intelligence starts with self-awareness. Recognize your feelings before you let them dictate your response. Ask yourself, “Why am I feeling this way?” That pause can prevent reactive words you might later regret. 🟢Listen to understand, not to respond. Most people listen to counter or defend. But real resolution begins when you listen to truly understand the other person’s perspective. Ask open-ended questions like, “Can you tell me more about why this matters to you?” 🟢Accept emotions—yours and theirs. Often, it’s not the issue itself but the underlying emotions that fuel conflict. A simple, “I can see this is frustrating for you,” can defuse tension and pave the way for meaningful dialogue. Remember, difficult conversations aren’t meant to be easy, but they don’t have to be destructive. Emotional intelligence transforms conflict from a battle into a bridge, it’s a chance to strengthen relationships, deepen understanding, and build trust. So, the next time you find yourself in the heat of a challenging conversation, remember: it’s not just about what you say - it’s about how you listen, connect, and respond. Because conflict isn’t the end of the story. With the right ways, it’s could be the beginning of resolution. The onus is on YOU! #psychology #mindset #emotions #emotionalintelligence #mentalhealth

Leadership is Not Just About IQ; It’s About EQ When we think of great leaders, we often picture someone sharp, decisive, and visionary—a person with a high IQ who can solve complex problems and steer the ship in the right direction. But is that enough? The truth is, leadership is not just about being the smartest person in the room; it’s about being the most emotionally intelligent. What is Emotional Intelligence (EQ)? Emotional intelligence is the ability to understand and manage your emotions while also being able to recognize and influence the emotions of others. It consists of five key components: - Self-awareness: Understanding your own emotions. - Self-regulation: Managing those emotions effectively. - Motivation: Staying driven despite setbacks. - Empathy: Understanding others' feelings and perspectives. - Social skills: Building strong relationships and fostering collaboration. Why is EQ Critical in Leadership? According to a Harvard Business Review study, EQ accounts for nearly 90% of the difference between outstanding leaders and their peers. While IQ might get you through the door, EQ determines how far you’ll go. Here’s why: - Building Trust: Employees are more likely to trust leaders who demonstrate empathy and authenticity. - Driving Engagement: Teams thrive under leaders who inspire and motivate through understanding, not just authority. - Conflict Resolution: Leaders with high EQ can navigate tough conversations and diffuse conflicts without creating resentment. A Compelling Example: Consider Satya Nadella, CEO of Microsoft, whose leadership is often cited as a case study in EQ. When he took the reins, he focused not just on innovation but on rebuilding Microsoft's culture. He fostered empathy and collaboration across teams, transforming the company into a growth powerhouse. His ability to connect with people and understand their motivations played a huge role in Microsoft’s turnaround. Your Leadership Legacy As leaders, we don’t just manage tasks or execute strategies. We shape cultures, influence lives, and leave behind legacies. And it’s our emotional intelligence—not just our technical skills—that determines the kind of impact we make. Now It’s Your Turn What role do you think EQ plays in leadership success? Have you witnessed the power of emotional intelligence in action, or perhaps experienced it yourself? Let’s spark a conversation! Share your thoughts or stories in the comments below. #LeadershipMatters #EmotionalIntelligence #LeadershipDevelopment #EQInLeadership #EmpathyInAction #SelfAwareness #LeadershipSkills #FutureOfLeadership #TeamBuilding #MotivationalLeadership #LeadershipJourney #TransformationalLeadership #SoftSkillsMatter #InspireAndLead #BusinessLeadership #TrustAndLeadership #LeadershipImpact #EffectiveLeadership #CultureOfLeadership #GrowthMindset #LeadershipLegacy #EmpathyDrivenLeadership #HumanCentricLeadership #ModernLeadership #LeadershipEvolution