Emotional Intelligence in Work

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

Intelligence is not merely about IQ. It's about the capacity to comprehend and navigate the complexities of the world around us. When I observe truly inclusive leaders, I see more than just vision and charisma. 👇 I see a profound display of 4 components of Diversity Intelligence: 1️⃣ Cultural Intelligence: 🌍 Understanding diverse cultures effectively - Recognizing and understanding the norms, values, and behaviors of different cultures. - Being able to adjust one's own behavior and communication style to fit into diverse cultural contexts. - Collaborating more effectively across diverse teams, leading to improved performance and innovation. 2️⃣ Emotional Intelligence: ❤️ Understanding and managing emotions in diverse settings - Recognizing and empathizing with the emotions and perspectives of others from diverse backgrounds. - Understanding one's own emotions and biases to navigate diverse interactions more effectively. - Having the skills to manage disagreements constructively and foster positive relationships in diverse environments. 3️⃣ Social Intelligence: 🤝 Navigating social dynamics across diverse groups - Paying attention to verbal and nonverbal cues to understand others' perspectives and experiences. - Being able to put oneself in others' shoes and understand their viewpoints and motivations. - Building trust and fostering collaboration among diverse groups. 4️⃣ Inclusive Leadership Intelligence: 👥 Creating and sustaining inclusive environments - Fostering an environment where all individuals feel valued, respected, and included. - Supporting and promoting initiatives that promote diversity, equity, and inclusion within the organization. - Encouraging diverse perspectives and contributions, leading to increased engagement, innovation, and organizational success. 👉 Inclusive actions come from understanding first. These types of intelligence, beyond cognitive capacity, equip individuals to navigate diverse identities and experiences, fostering a truly inclusive environment and diverse future. ________________________________________ On the lookout for more DEI-related insights? 📨 Join my free DEI Newsletter: https://lnkd.in/duxDH3Q7

You cannot end racism without emotional intelligence. Four years ago, a connection of mine told me emotional intelligence was key to ending racism. That turned out to be the biggest light-bulb moment of my DEI career. For those in the back, emotional intelligence refers to identifying and managing emotions, particularly ones that are negative. Well it just so happens that anti-racism (and DEI in general) triggers a LOT of negative emotions. Fear, anger, dread, anxiety, shame, denial, and hopelessness are not uncommon, and to be perfectly honest, are all valid emotions. The problem is, when people don't identify or manage these feelings, bad things happen, particularly for racially marginalized folks. Here how mismanaging these emotions take effect on a societal scale: 👉🏾 Abolishing DEI at universities and workplaces (avoidance, white fear of replacement) 👉🏾 Banning the teaching of racism or twisting historical facts (avoidance, denial) 👉🏾 Accusing anti-racists of being racist (projection of anger, discomfort) 👉🏾 Disciplining or terminating employees who speak out about racism (anger, fear, denial) This may keep things quiet in the short-term, but as any counselor will tell you, you can't bury problems forever. Need I remind you of the air-tight Jim Crow and apartheid laws white people put in place to keep Black people in check. But eventually, the crises reached critical mass and the bubble burst. To keep history from repeating itself--and to reduce harm to future generations--more of us need to ask ourselves why talking about race is difficult. Some steps to help you navigate these complex emotions: 1) ask what you are a feeling, 2) why you are feeling it, and 3) what you can do to navigate out of an emotional funk. And that's the #TuesdayTea! ☕️ #DiversityAndInclusion #Diversity #RacialEquity #Equality #Antiracism Image description: An illustration of a wheel describing the different skills that are learned when one practices emotional intelligence.

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!

I’ve found myself navigating meetings when a colleague or team member is emotionally overwhelmed. One person came to me like a fireball, angry and frustrated. A peer had triggered them deeply. After recognizing that I needed to shift modes, I took a breath and said, “Okay, tell me what's happening.” I realized they didn’t want a solution. I thought to myself: They must still be figuring out how to respond and needed time to process. They are trusting me to help. I need to listen. In these moments, people often don’t need solutions; they need presence. There are times when people are too flooded with feelings to answer their own questions. This can feel counterintuitive in the workplace, where our instincts are tuned to solve, fix, and move forward. But leadership isn’t just about execution; it’s also about emotional regulation and providing psychological safety. When someone approaches you visibly upset, your job isn’t to immediately analyze or correct. Instead, your role is to listen, ground the space, and ensure they feel heard. This doesn't mean abandoning accountability or ownership; quite the opposite. When people feel safe, they’re more likely to engage openly in dialogue. The challenging part is balancing reassurance without minimizing the issue, lowering standards, or compromising team expectations. There’s also a potential trap: eventually, you'll need to shift from emotional containment to clear, kind feedback. But that transition should come only after the person feels genuinely heard, not before. Timing matters. Trust matters. If someone is spinning emotionally, be the steady presence. Be the one who notices. Allow them to guide the pace. Then, after the storm passes, and only then, you can invite reflection and growth. This is how you build a high-trust, high-performance culture: one conversation, one moment of grounded leadership at a time.

You don’t have to be the loudest in the boardroom to make the biggest impact. Some of the most powerful contributions I’ve seen from board directors didn’t happen during formal meetings. They happened: ☕ Over coffee 📧 In 2AM emails 🧠 Or after deep reflection on a walk Real board leadership? It’s not about having all the answers. It’s about knowing how to ask better questions, when to challenge, and when to sit back and listen. If you're a current (or aspiring) independent director, here’s what I’ve learned after years across multiple boards: Facilitate don’t dominate. The best discussions come from creating space for others Prepare like it’s a marathon. Read widely, learn constantly, stay curious Master timing. Sometimes silence lands harder than a speech Dig into subcommittees. That’s where the risk and strategy muscle lives Build real relationships. With management, with other directors, and with yourself Boards don’t just need IQ. They need emotional intelligence, ethical courage, and strategic stamina. And the best directors I know? They show up prepared, stay humble, and always make space for better answers to emerge. What’s one discipline that’s made you more effective in the boardroom? Let’s compare notes. 👇

Domain expertise gets you to the table. Emotional fluency keeps you there. In every leadership crisis I've seen over two decades, emotional fluency outperforms domain expertise. Five ways emotionally-fluent leaders stand out: 1. Recognition  Naming emotions in real-time without judgment. (The language that creates instant psychological safety) 2. Spacing  Creating a gap between trigger and response. (The five-second practice that prevents reactions you will regret) 3. Exploration Mining discomfort for hidden intelligence. (How tensions reveal unaddressed strategic concerns) 4. Expression Communicating emotions as data, not drama. (The formula that transforms vulnerability into influence) 5. Integration Using emotional insights for better decisions. (Why the "feeling in your gut" often outperforms spreadsheet logic) Wisdom from watching business transform: - The board chair who turned a dysfunctional dynamic not by changing governance procedures, but by creating emotional safety - The acquisition team that salvaged a failing integration by addressing unspoken fears rather than revising financial models - The exec committee that resolved a 3-year-long strategic deadlock after learning to name and navigate tension Domain knowledge is replaceable. Emotional fluency is the irreplaceable competitive advantage.

Ignoring this one skill is the fastest way to lose great people. ❌Not talent. ❌Not strategy. ❌Not even funding. ✅ It’s Emotional Intelligence And without it, leaders fail. Quietly at first. Then all at once. Yet most organizations still treat EQ like a “nice to have.” That’s a mistake. Because EQ isn’t just soft. ✅It’s smart. ✅It’s strategic. ✅And it’s essential. Companies that invest in emotional intelligence don’t just create better workplaces. They see real returns up to 1484% ROI, according to Psychology Today. If you’re building a culture that lasts, start here are 5 EQ models every leader should know and use. 1/ Goleman’s EI Model → Builds the foundation of self-awareness and relational leadership ✅Use it to: Reflect on your triggers and manage your emotional responses in high-stakes situations. 2/ Mayer-Salovey-Caruso Model → Proves EQ isn’t fixed. It’s trainable ✅Use it to: Practice recognizing, understanding, and influencing emotions—yours and others’—through structured feedback. 3/ Bar-On’s ESI Model → Helps balance personal and social competencies for team impact ✅Use it to: Build stronger team dynamics by identifying areas like impulse control, empathy, and decision-making. 4/ Six Seconds Model → Makes EQ practical for daily decisions and tough conversations ✅Use it to: Slow down, pause, and choose your response instead of reacting on autopilot. 5/ Plutchik’s Wheel of Emotions → Builds emotional literacy to navigate complexity with clarity ✅Use it to: Decode layered emotions in yourself and your team, especially during conflict or change. Which one resonates most with your leadership style? ♻️ Repost to help more leaders make EQ a priority 👤 Follow Utkarsh Narang for more insights on human-centered leadership and real growth

Have you noticed how emotions can make or break an individual's or team's response to change? Understanding the brain’s emotional triggers is super important for leaders who want to keep their teams engaged, motivated, and open to new ideas. When you recognise what drives your own reaction, like a need for certainty or fairness, you can manage those emotions better. And when you understand what triggers others, you can adapt your leadership to help them through change more smoothly. In my latest Spotlight article, I explore the practicality of the SCARF™ model, which breaks down the five brain-based triggers that shape people’s behaviour during times of change. I also share a personal story about discovering my emotional triggers during the Oxfam 100km challenge (and yes, one of my team was then at Deloitte). If you’re a leader navigating change, this five-minute read might help you understand your emotional responses and what’s driving your team’s, or an individual's behaviour. This is the insights article from my Spotlight with Zora Artis newsletter. If you'd like to read more, you can subscribe using the link in my profile. #leadership #change #communication #neuroscience #coaching NeuroLeadership Institute

“The leader that wasn’t even that smart… outlasted everyone else.” That was a comment a friend made to me recently. And it stuck. 🏆 She had spent years in this company and observed that different leaders across departments have varying strengths. Some were brilliant strategists. Some were highly technical. Some could talk circles around anyone in a room. But one thing most of them had in common? 🧨 Low emotional intelligence. Why did she say that? 🧨 They’d yell at staff. 🧨 Interrupt people's sentences or conversations. 🧨 Fight with management. 🧨 And compete instead of collaborating with their peers. One by one, they either burned out… or were quietly moved out. But there was one leader who didn’t do any of that. He wasn’t the most impressive on paper. He didn’t try to outshine others. He didn’t shout to be heard. Instead, he was cordial. 🏆 He listened. 🏆 He navigated relationships like a game of chess, with calm, with tact, and with respect. And over the years? He stayed. He rose. He won, not by force, but by emotional skill. 💡 It made me reflect: Leadership today is not just about being the smartest in the room anymore. It takes more than that! It’s about knowing how to stay in the room, especially when things get rowdy. And that’s where emotional intelligence becomes your competitive advantage. You don’t need to be perfect. 🧠 But if you can self-regulate… 🧠 Read the room… 🧠 And connect before you correct… 🧠 You’ll go further than those trying to lead through fear or force. What do you think? Have you seen emotionally intelligent leaders rise quietly while others burn out or leave? ⭐ ⭐ ⭐ ⭐ ⭐ Hi, I’m Shirlyn Lim, a Nutrition and Brain Health Coach & Trainer. I share science-backed insights to help you stay calm under pressure, think clearly, and lead with confidence. Follow me if you’re ready to build a sharper mind, a stronger team, and a version of success that doesn’t burn you out. 🏆🏆 #leadership #emotionalintelligence