In leadership, self-awareness is the starting point—but it is not the finish line. Once leaders recognize their own blind spots and strengths, the next step is translating that awareness into stronger connections with others. This is where emotional intelligence (EQ) comes into play.
According to research from TalentSmart, 90% of top performers have high emotional intelligence, while only 20% of low performers score high in this area. EQ is not a “soft skill”—it is a leadership advantage that directly impacts communication, decision-making, and organizational performance.
Leaders with strong emotional intelligence do three things exceptionally well:
- They manage their own emotions.
Leaders who can regulate stress, frustration, or disappointment model composure for their teams. This creates stability and reduces the ripple effect of negative emotions in the workplace. - They recognize emotions in others.
A leader who notices when a team member is disengaged or under pressure can respond with empathy rather than judgment. This awareness fosters trust and strengthens loyalty. - They use awareness to build connection.
Emotionally intelligent leaders ask thoughtful questions, practice active listening, and adapt their communication styles to meet the needs of diverse team members. These behaviors build inclusion and psychological safety, two factors proven to drive innovation.
For leaders, emotional intelligence is not about being “nice”—it is about being effective. By pairing self-awareness with intentional action, leaders create environments where people feel seen, heard, and motivated to perform at their best.
Practical steps to apply EQ in your leadership include:
- Begin meetings by asking open-ended questions to gauge team energy.
- Notice your own emotional triggers and practice pausing before responding.
- Reflect weekly: How did my words or actions impact others this week?
- Seek feedback from peers on how well you balance empathy with accountability.
Executive coaching can play a powerful role in strengthening emotional intelligence. A coach provides a mirror, helping leaders identify where their emotional responses may be helping—or hindering—their effectiveness. Over time, coaching helps transform EQ from a concept into a consistent practice.
When leaders commit to growing their emotional intelligence, they unlock deeper connections with their teams and create cultures of trust, collaboration, and high performance. As leadership expert John C. Maxwell once said: “People don’t care how much you know until they know how much you care.”
Leadership EQ Action Checklist
- I pause before reacting in stressful situations.
- I regularly check in on the emotions of my team, not just their tasks.
- I adapt my communication style based on the needs of my audience.
- I seek feedback on how my leadership style impacts others.
- I dedicate time each week to reflect on my emotional responses.
- I have a trusted mentor or coach who challenges my growth in EQ.