Think back to the different jobs you have had and the many people you have interacted with. Think of the best boss, the best leader you ever worked for. Now think of the worst boss, the worst leader you ever worked for. What was the difference?  

  • Did one inspire you, care for you, believe in you and provide you with the resources and opportunity to get where you wanted to go? 
  • Did one just not seem to care about you, cut into your confidence at times, focus so much on the outcome that he/she missed the process you were taking? 
  • Who did you work harder for? Who did you trust? Which organization did you feel more connected and loyal to?

Herein lays the tie that binds us all together; our biological need to be cared for, understood and connected to others. Our basic make-up defines us as social and emotional beings, and thus, we have no choice. Our biological needs are just as pertinent in the workplace as outside of the workplace.  With that, true leadership and true management require something more than academic theories, on the job technical skills and basic intelligence. For true, high impact, inspirational leadership and management, the kind where an organization flourishes and its people thrive, a leader and/or a manager requires emotional intelligence (EI) and must lead consciously with his/her emotional competencies in order to truly realize sustainable results.   

Research has provided us with hard proof that organizations led by those high in EI, who have created an emotionally intelligent climate, realize: 

  • Increased productivity, profitability & performance
  • Improved customer satisfaction & loyalty
  • Increased creativity, innovation, motivation and morale
  • Increased engagement and discretionary effort among employees
  • Higher retention rates
  • Healthier employees, healthier organizational cultures

Despite what we know about the importance of emotionally intelligent leadership practices and the importance of creating nurturing organizations, many leaders and managers (and subsequently companies) continue to operate solely on intellect, at the expense of heart, or to promote solely on performance versus one’s ability to effectively lead or manage others. When compared to high EI companies and leaders, some of the outcomes we see include:

  • Lack of innovation and creativity
  • Slow development of high potential talent and career derailment
  • Decreased productivity, declines in revenue, high turnover
  • Decreased customer satisfaction and customer loyalty
  • Stalled change initiatives

There is not one leader responsible for the bottom line of his/her organization that can afford these negative results. Emotionally intelligent leadership and management is not an option in today’s global workplace. It is a requirement not only for successful business practices, but also for attracting, retaining and engaging the best talent to your organizations. 

The good news is that EI is something that can be learned, developed and honed through commitment and motivation, coupled with great support, training and coaching. A leader (or leadership team) defines the culture of an organization and thus, these individuals should begin their development immediately.  EI is not something that is reserved for the top. Without a culture that supports EI development and processes from the ground up, a culture of great leadership is not created, thus stunting the leadership pipeline and preventing the development of a truly healthy organization. 

Learn about our EI infused leadership development programs for Emerging and Current leaders and leadership teams, teams and workgroups and our coaching program and philosophy that provides people with a toolbox of strategies to help enhance emotionally intelligent leadership, management, teams and cultures within an organization.