Leadership is about moving forward. It involves guiding individuals, teams and organisations toward a common goal or vision.

Achieving this goal can often become an overarching focus, but when leaders only focus on performance and targets, individuals become stuck, like cogs stuck in a wheel, making any kind of movement difficult or impossible. In today's fast-paced and dynamic work environment, effective leaders must therefore balance workplace efficiency with employee well-being.

Leaders often fall into the trap thinking that the organisation can only move forward when improving the functional expertise and business insight of team members. The world today requires more than that. Where functional expertise can be sourced and business processes hard-wired into systems, what we miss is the human factor.

This is where emotional intelligence (EI) comes in.

Leaders with high EI are crucial for achieving sustainable organisational success. These leaders can connect, inspire, and navigate complicated interpersonal relationships - fundamental competencies in a world where technology is currently damaging (and dare I say dissolving) social connection. As social beings, this loss in social connection leaves us feeling lost and vulnerable.

How has technology contributed to this break in connection?

In the business world (and in our private lives), we have become extremely reliant on digital communication platforms that has led to less face-to-face interactions and less opportunities for genuine connection.

It has also been found that empathy and understanding decreases because social media users can comment on contents anonymously. Anonymity and detachment make it challenging to develop meaningful relationships that are based on mutual trust and respect. Meaningful relationships are very important in creating an effective work environment. Meaningful relationships form the foundation of trust, communication, and collaboration among team members and with leaders. When individuals feel connected to their team members on a personal level, they are more prone to share ideas openly, participate in productive conversations, and work together effectively towards shared goals.

How do we then bridge the gap between lack of concern for others and connection?

Not only for workplace effectiveness, but ‘survival’ of the individual. We often forget that the need for interaction is in our DNA and is crucial to our wellbeing. Connection creates a sense of belonging and stimulates cognitive functions.

The answer lies in emotional intelligence (EI). Leaders that have it and leaders that develop it in their teams.

Engaging with others helps manage stress and anxiety, enhances self-esteem, and promotes happiness by releasing hormones like oxytocin. It has even been found that social connections encourage healthier lifestyle choices and improve physical health.

So, how does it work at work?

Emotional intelligence involves recognising, understanding, and managing one's own emotions, as well as the emotions of others. It forms the basis of self- and relationship management – qualities that are very important in leadership roles.

A simple way of illustrating the aspects of EI is:

The fundamental principle of emotional intelligence in leadership is self-awareness. Leaders who have a good understanding of their own emotions, strengths, and weaknesses are better equipped to make informed decisions and manage their reactions and responses in challenging situations. By recognising their triggers and biases, emotionally intelligent leaders can decrease the impact of negative emotions such as anger or frustration on others.

Self-regulation – the ability to control impulses and manage disruptive emotions – also plays a vital role in effective leadership. In a world recognised by volatility, uncertainty, complexity, and ambiguity (VUCA), emotionally intelligent leaders display resilience when faced with challenges. By maintaining calm, an environment of stability and trust is encouraged even when faced with the unknown. In applying self-discipline and being mindful, these leaders inspire confidence and resilience in their teams.

The third aspect of self-management in this context, self-motivation - includes our personal reasons for doing something. It is more than just our ability to get out of bed each day or show up to work. It is a combination of our drive, initiative, commitment, optimism, and dedication to accomplish something. Self-motivated leaders stay motivated because of their constant focus on their goals. They strive to achieve the impossible. These leaders leave a mark on their team members because they can see the passion in their leaders.

Emotional intelligence goes beyond self-awareness to include social awareness – the ability to empathise and understand the emotions of others. Leaders who are attuned to the perspectives and feelings of their team members develop a culture of inclusivity and psychological safety. This contributes to stronger connections within their teams and promotes loyalty and commitment.

Effective leadership further depends on skilfully navigating interpersonal relationships – the key to successful relationship management. Emotionally intelligent leaders excel in communication, conflict resolution, and collaboration, leveraging their interpersonal skills to build high-performing teams. In creating a culture of open conversation and mutual respect, they optimise the combined talents and insights of their team members to drive innovation and sustainability.

Moving forward often requires quick direction changes and here the significance of EI in leadership is even more obvious - decision-making. While rational analyses and strategic thinking are essential, emotionally intelligent leaders recognise the impact of emotions on individual and collective choices. When team members apply empathy and intuition when making decisions, they consider the human element and the implications of their actions on stakeholders. This approach does not only enhance the quality of decisions, but also encourages a sense of ownership and alignment among team members.

In conclusion, the role of emotional intelligence in leadership cannot be overstated. As organisations navigate the complexities of the digital age, the ability to connect authentically, empathise deeply, and inspire purposefully have become a defining characteristic of successful leaders. By developing emotional intelligence within themselves and their teams, leaders can move their organisations towards sustainable growth, resilience, and prosperity in an ever-evolving landscape.

To harness the power of emotional intelligence and move your organisation forward, consider our workshop on ‘Emotionally Intelligent Leadership’ for your team.