We have all experienced it – that boss who could read the room perfectly, and who knew when to push and when to support. And then there are bosses who may seem brilliant, but their people skills are so lacking that they can’t motivate their teams even an inch.
What’s the difference here? Well, it all comes down to emotional intelligence.
In my several years in corporate leadership development, I’ve seen firsthand how this seemingly soft skill delivers big results. Those technical skills get people a seat at the table, but it’s emotional intelligence that determines how they lead when they’re there.
What defines emotionally intelligent leaders?
Emotional intelligence in leadership isn’t about being perpetually nice or suppressing your emotions. Rather, it’s about recognizing, understanding, and managing emotions – both yours and your people – to create positive outcomes.
Research from the Center of Creative Leadership found that leaders who know how to manage their emotions see 20% faster career advancements than their technically-skilled but emotionally limited peers.
The business case beyond feeling good
Now, this impact reaches far beyond interpersonal comfort. A Gallup workplace study reveals that teams led by emotionally intelligent managers show 27% lower turnover rates. This shows the impact translates directly to bottom-line results.
How to cultivate this critical skill
Like any skill worth having, emotional intelligence requires practice. Whenever I coach leaders on developing EI, I start with the following steps:
- Self-awareness comes first
Before you can lead others, you must understand your emotions first. Which situations trigger your stress response? When do you communicate most effectively? See all those patterns to make an informed choice.
- Practice genuine curiosity
When team members bring challenges, don’t just jump to the conclusion. Instead, ask “What am I missing here?” and “What’s their perspective?” You’ll see that these simple pauses will reveal immensely valuable information.
- Master tough conversations
The difference between good and great leaders often shows up during tough moments. When you’re trying to correct your teammates, always do it with compassion. Similarly, you should frame issues around specific impacts rather than character judgments.
- Regulate your responses
We’ve all experienced the uptick in frustration during high-stakes meetings. As a resilient leader, you should develop personal techniques like brief pauses and deep breathing. Always remember that the goal is not to suppress emotions, but to channel them more productively.
- Learn from feedback
Create a safety net where your team members can tell you when your leadership approach isn’t landing well. One uncomfortable conversation can prevent months of mismanagement, and it all starts with refining your approach based on what your team is saying.
Bottom Line
The workplace culture has significantly evolved. Today, successful leaders recognise emotions as valuable data points as they provide insights that purely logical analytics might miss.
We at Isabella Shedrack Consulting make your human capacity your greatest competitive advantage. Through one-to-one coaching and group sessions, we rewire your leadership habits – you become a force every team would want to work with.
