As effective leaders, technical skills and strategic thinking are essential, but they aren’t enough. Effective leadership relies on a hidden force that many overlook – Emotional Intelligence (EQ). Far from being just a ‘soft skill,’ EQ plays a pivotal role in leadership success by strengthening relationships, enhancing decision-making, and boosting team engagement.
As a leadership trainer, I enable people to lead ethically and authentically by helping them develop EQ. Through the our framework and our Leading Teams, Leading Self, and Understanding Self & Others programmes, I guide leaders to develop self-awareness, manage emotions effectively, and foster trust-based relationships. By leading with emotional intelligence, my clients create engaged, high-performing teams and inclusive, values-driven workplaces.
What is Emotional Intelligence and Why Does it Matter?
EQ (as set out by Daniel Goleman in his book Emotional Intelligence: Why it can matter more than IQ) refers to the ability to recognise, understand, and manage both your own emotions and the emotions of others. As a leader, it encompasses five key components:
- Self-awareness: Understanding your emotions and their impact.
- Self-regulation: Controlling emotional responses and behaviours.
- Motivation: Harnessing emotions to drive goals.
- Empathy: Recognising and understanding others’ emotions.
- Social skills: Managing relationships and communicating effectively.
Modern Research on Emotional Intelligence in Leadership
Recent studies have reinforced the link between EQ and leadership success:
- A 2024 review of 104 studies found that leaders with high EQ foster greater trust and stronger team relationships, directly improving collaboration and performance. (PMC)
- Research published in 2023 revealed that leaders with high EQ make better decisions under pressure, as their emotional regulation skills prevent impulsive reactions. (ResearchGate)
- A 2024 study found that empathy-driven leadership plays a crucial role in fostering creativity and innovation, creating an environment where teams feel safe to experiment. (ResearchGate)
- The Yale Center for Emotional Intelligence (2023-2024) confirmed that leaders with high EQ enhance accountability without blame, creating a culture of ownership rather than fear.
- Forbes’ 2024 leadership research identified EQ as the most critical leadership skill for driving team engagement and motivation, demonstrating how leaders with high EQ create more productive workplaces.
These studies validate the real-world impact of EQ in leadership – let’s explore how this plays out in practise.
The Power of EQ in Leadership
1. Leading Self: Building Self-Awareness and Emotional Mastery
True leadership starts with leading yourself. Without self-awareness, leaders struggle to understand how their emotions, behaviours, and decisions affect their teams.
Through our Leading Self programme, I help leaders identify their emotional triggers, strengths, and blind spots using
our personal leadership development framework. By developing greater self-regulation, they learn how to stay composed under pressure, respond rather than react, and lead with integrity.
Example: Indra Nooyi – PepsiCo
During the 2008 financial crisis, Nooyi made the bold decision to invest in healthier product lines despite economic uncertainty. Her ability to regulate emotions and take a long-term perspective helped position PepsiCo for future success.
2. Understanding Self & Others: Strengthening Empathy and Communication
Leaders don’t work in isolation; they must understand and connect with others to be truly effective. Our Understanding Self & Others programme helps leaders develop deep empathy, refine communication skills, and adapt their leadership style to different people and situation, demonstrating high levels of EQ.
Example: Satya Nadella – Microsoft
When Nadella became CEO of Microsoft, he prioritised empathy and trust, shifting the company’s culture from internal competition to collaboration. By actively listening to employees and encouraging open communication, Nadella fostered a culture of trust, significantly boosting team cohesion and innovation.
3. Leading Teams: Creating High-Performing, Engaged Workplaces
Leaders set the tone for their teams. Our Team Leadership programme focuses on developing EQ leadership skills to foster motivation, accountability, and a positive team culture. Leaders learn how to:
– Enhance accountability without blame
– Foster innovation through emotional safety
– Boost team engagement and morale
Example: Richard Branson – Virgin Group
Branson’s leadership style is built on trust and emotional connection. By prioritising employee well-being and encouraging personal growth, he has created an engaged and motivated workforce across multiple industries.
How to Develop Emotional Intelligence as a Leader?
While some individuals may naturally excel at EQ, the good news is that it can be developed with practice. Here are some practical steps:
1. Understanding Your Strengths and Weaknesses to Better Understand Others
Self-awareness is the foundation of EQ. Leaders who understand their own strengths, weaknesses, and triggers are better equipped to recognise and manage these in others.
Simple ways to Develop This:
– Personality Profiling – Tools like Insights Discovery, help leaders to gain insights into their natural tendencies, communication styles, and leadership approach.
– Self-Reflection & Journaling – Keeping a daily leadership journal can help identify patterns in emotional responses and decision-making.
– 360-Degree Feedback – Gathering input from peers, direct reports, and mentors provides a real-world perspective on how leadership behaviours affect others.
Why It Matters:
When leaders recognise their own biases and emotional blind spots, they can adjust their leadership style to better support their team members—leading to stronger relationships and more inclusive, people-centred workplaces.
Example:
A leader who thrives in fast-paced environments may become frustrated when a team member needs more structure or time to process information. Recognising this difference allows the leader to adapt and communicate in a way that supports individual working styles.
2. Mastering Listening Skills: The Heart of EQ
Active listening is essential for high EQ leadership. It builds trust, strengthens relationships, and prevents misunderstandings.
Key Areas of Effective Listening:
– Empathetic Listening – Listening to understand, not just to respond. This involves acknowledging emotions and showing genuine interest.
– Reflective Listening – Summarising and repeating back key points to ensure clarity (e.g., “What I’m hearing is that you’re feeling frustrated because deadlines keep shifting—is that right?”).
– Non-Verbal Cues – Paying attention to body language, tone, and facial expressions to read between the lines.
– Asking Powerful Questions – Encouraging deeper conversation by asking open-ended questions like:
- “What do you need to feel more supported?”
- “How can I help you succeed?”
- “What’s the biggest challenge you’re facing right now?”
Why It Matters:
Strong listening skills create a culture of openness and psychological safety, making it easier for teams to share ideas, concerns, and feedback without fear of judgment.
Example:
A leader who interrupts or jumps to conclusions can unintentionally shut down important conversations. In contrast, a leader who practices reflective listening ensures team members feel valued, heard, and motivated to contribute.
3. Separating the Person from the Behaviour: Addressing Issues with EQ
One of the most difficult challenges in leadership is giving feedback or addressing performance issues without damaging relationships. Leaders who have good EQ, separate the person from the behaviour, ensuring conversations focus on growth and solutions rather than personal criticism.
How to Apply This Approach:
Describe the behaviour, not the person – Instead of saying, “You’re not committed to deadlines,” say, “I noticed that the last two projects were submitted late. Let’s talk about what’s getting in the way.”
Focus on impact – Explain how the behaviour affects the team or organisation (e.g., “When deadlines are missed, it puts extra pressure on the rest of the team”).
Invite collaboration – Instead of dictating, ask for their perspective and input (e.g., “What do you think could help improve this moving forward?”).
Why It Matters:
When leaders frame feedback as an opportunity for learning rather than blame, employees are more likely to take ownership, make changes, and stay engaged.
Example:
A manager who says, “You’re unreliable” will likely trigger defensiveness. However, a leader who says, “I’ve noticed you’ve been late to several meetings, and I want to understand if there’s anything affecting your schedule” creates space for constructive dialogue and problem-solving.
Conclusion: Emotional Intelligence as a Leadership Game-Changer
As a leadership trainer, I see firsthand how developing emotional intelligence transforms leaders into more self-aware, empathetic, and effective professionals. Through our framework and our Leading Teams, Leading Self, and Understanding Self & Others programmes, I help leaders cultivate trust, resilience, and high-performing teams.
EQ is not just a ‘soft skill’—it is the foundation of ethical, authentic leadership that drives lasting success.
Want to develop your EQ and transform your team leadership? Let’s explore how our Leadership Coaching programmes can help by simply get in touch with The Ethical Leader, contact us today.