Written by Andrea Bruneau
While developing a training on adaptive leadership, I was reminded of the critical role emotional intelligence plays in effective leadership. Leadership styles vary widely—autocratic, democratic, transformational, transactional, situational, and more—and most individuals naturally lean toward one or two of these approaches. However, the strongest leaders are those who possess the self-awareness to understand their default tendencies, recognize how they respond under stress, and communicate effectively with others. Equally important is their ability to assess how others operate, identify their needs, and determine what inspires them. By adapting their approach to fit the situation and the individual, these leaders demonstrate the hallmarks of emotional intelligence. Organizations must ask themselves: Are we actively identifying and cultivating these skills, both in our hiring processes and among our current emerging leaders?
Technical skills alone are not enough to ensure success in leadership roles. Emotional intelligence (EI), the ability to understand and manage one’s emotions while empathizing with others, has become a critical determinant of effective leadership. For emerging leaders, EI is not just a nice-to-have trait; it’s an essential capability that shapes their ability to inspire, collaborate, and drive results. Organizations that prioritize hiring and developing leaders with high emotional intelligence are better positioned to thrive in dynamic environments.
Why Emotional Intelligence Matters in Leadership
Emotional intelligence contributes to various aspects of leadership, including:
Improved Communication: Leaders with high EI can effectively convey their thoughts and actively listen to their team members, fostering open and productive dialogues.
Enhanced Team Collaboration: Understanding and respecting diverse perspectives enables emotionally intelligent leaders to build cohesive and high-performing teams.
Conflict Resolution: Leaders with strong EI can navigate conflicts with empathy and tact, ensuring that disputes are resolved constructively.
Resilience in Challenges: Emotional intelligence equips leaders with the tools to manage stress and adapt to change, inspiring their teams to do the same.
Building Trust and Loyalty: Leaders who demonstrate empathy and authenticity cultivate trust, which strengthens employee engagement and retention.
Identifying Emotional Intelligence in Emerging Leaders
Spotting emotional intelligence during the hiring process can be challenging but not impossible. Here are key traits and behaviors to look for:
Self-Awareness: Candidates who can articulate their strengths, weaknesses, and personal values exhibit a strong sense of self-awareness, a foundational component of EI.
Interview Question: "Can you describe a time when you received constructive feedback? How did you process it, and what changes did you make as a result?"Empathy: Look for signs of empathy through candidates’ ability to understand and address the needs or feelings of others, often revealed in situational questions or group interactions.
Interview Question: "Tell me about a time when you had to support a colleague who was struggling personally or professionally. How did you handle it?"Adaptability: Emerging leaders with high EI show a willingness to embrace change and learn from setbacks, demonstrating resilience and flexibility.
Interview Question: "Can you share an example of a time when you had to adapt quickly to a significant change? How did you approach the situation, and what was the outcome?"Active Listening and Curiosity: Pay attention to how candidates engage during interviews. Those who ask clarifying questions and provide thoughtful responses likely possess strong active listening skills.
Interview Question: "How do you ensure that you fully understand someone else’s perspective during a discussion? Can you provide an example of when this skill helped resolve a misunderstanding?"Conflict Management Skills: Probe candidates on past experiences with handling conflicts. Their ability to approach these situations diplomatically can indicate emotional intelligence.
Interview Question: "Describe a conflict you faced in a team setting. How did you approach resolving it, and what was the result?"
How to Identify and Develop Emotional Intelligence in Your Organization
While hiring for emotional intelligence is important, it is equally critical to identify and nurture the aforementioned skills and abilities in emerging leaders who are already within your organization. Here’s how you can do this effectively:
Performance Reviews with an EI Lens: Incorporate assessments of emotional intelligence into regular performance reviews. Look for traits like empathy, adaptability, and collaboration in current leaders.
Internal Feedback Mechanisms: Utilize 360-degree feedback to help leaders gain insights into how they are perceived by peers, subordinates, and supervisors. This process encourages self-awareness and growth.
EI-Focused Training: Offer targeted training programs and workshops to help existing leaders develop skills in emotional regulation, active listening, and conflict resolution.
Leadership Coaching: Provide access to coaches or mentors who can guide emerging leaders in refining their emotional intelligence and applying it to real-world situations.
Stretch Assignments: Assign projects or roles that push leaders out of their comfort zones, allowing them to practice adaptability, empathy, and effective communication under new circumstances.
Developing Emotional Intelligence Post-Hire
Hiring for emotional intelligence is only the first step. Organizations should invest in ongoing development opportunities to help emerging leaders strengthen their EI. This can include:
Training Programs: Offer workshops on active listening, conflict resolution, and emotional regulation.
Mentorship: Pair emerging leaders with seasoned mentors who demonstrate high EI to guide their growth.
Regular Feedback: Foster a culture of continuous feedback to help leaders refine their emotional intelligence over time.
Conclusion
Emotional intelligence is a game-changer for leadership. By prioritizing EI in your hiring process and supporting its development both during and after hiring, your organization can cultivate a new generation of leaders equipped to navigate complexity, foster collaboration, and drive sustained success. As the workplace continues to evolve, emotionally intelligent leaders will remain the cornerstone of thriving teams and organizations.
The DMC Workforce Success Team has more than 20 years combined experience and provides sustainable solutions to the complex social issues that affect large, medium or small businesses. Building authentic relationships is at the heart of DMC’s work, developing trust and honesty with employees to get to the root of issues and include them in the design of solutions.