Leading with Emotinal Intelligence at Work

Indu Sagar

Strategic Consultant and Corporate Trainer

Leading with Heart and Mind

Leadership is, at its core, about people. It means guiding a diverse set of individuals each shaped by different experiences, cultures, and ways of thinking toward a common goal. Sometimes that goal is straightforward; at other times, it feels almost impossible. What makes the difference in these moments is not only strategy or skill, but something deeper: emotional intelligence.

Emotional intelligence (EI) is the ability to understand and manage your own emotions while recognizing and influencing the emotions of others. The term was first introduced in 1990 by researchers John Mayer and Peter Salovey, but it was psychologist Daniel Goleman who popularized it. More than a decade ago, Goleman, writing for the Harvard Business Review, noted: “The most what has come to be known as emotional intelligence. It’s not that IQ and technical skills are irrelevant. They do matter, but… they are the entry-level requirements for executive positions.”

That distinction still holds true today. Technical expertise may open doors, but emotional intelligence is what keeps them open and allows leaders to thrive. 

What Leading with EI Looks Like

I once worked with a leader during a high-pressure product launch. The deadline was tight, the client demanding, and the team exhausted. A less emotionally intelligent leader might have simply pushed harder, overlooking the strain on people. Instead, this leader paused, acknowledged the stress in the room, and asked, “What do you need from me to get through this together?” That single question shifted the mood. The team felt seen, supported, and motivated to push forward , not because they had to, but because they wanted to.

Leaders who practice Emotional Intelligence

• Build trust and strong relationships. By recognizing and respecting emotions, they create an environment where people feel valued.
• Enhance communication. They listen deeply, pick up on unspoken cues, and respond with empathy, avoiding misunderstandings.
• Manage conflict effectively. Instead of escalating disagreements, they seek fair solutions, often turning tension into growth.
• Motivate teams. By understanding what drives each person, they inspire individuals to bring their best selves forward.
• Create resilient, high-performing teams. Their optimism and composure set the tone, fostering cultures where innovation and risk-taking feel safe.

The Five Dimensions of Emotional Intelligence in Leadership

Daniel Goleman describes five key dimensions of EI, each vital for effective leadership:

1. Self-awareness – The ability to recognize one’s strengths, weaknesses, and emotions, and understand how they affect others.
2. Self-regulation – Managing emotions in stressful situations, responding thoughtfully instead of reacting impulsively.
3. Motivation – Inspiring persistence and purpose in pursuit of goals, even in the face of setbacks.
4. Empathy – Understanding others’ perspectives and emotions, creating an inclusive environment where all voices matter.
5. Social skills – The art of communication, collaboration, and influence. Leaders with strong social skills excel at building trust, navigating conflict, and rallying people toward shared vision.

These are not abstract traits. They show up daily in the way leaders listen in meetings, respond to criticism, share credit, and even handle silence. Using  Emotional Intelligence helps a leader nurture his team.

Developing Emotional Intelligence as a Leader

The encouraging truth is that emotional intelligence is not fixed. Leaders can develop it with practice. It begins with self-awareness — noticing emotional triggers and seeking feedback to uncover blind spots. From there, leaders can practice active listening, slow down in moments of stress, and approach conversations with empathy rather than judgment.

Leadership today is less about command-and-control and more about connect-and-inspire. A leader who views themselves as part of the team, who listens before responding, includes others in decision-making, and gives credit builds not just compliance but commitment.

As workplaces grow more diverse, distributed, and dynamic, emotional intelligence has become the leader’s greatest advantage. It bridges the gap between vision and execution, between authority and trust. Strategies may win battles, but emotional intelligence wins people.

To conclude, leadership is and always will be about people.