Understanding Emotional Intelligence in Team Dynamics

These 8 behaviours separate the good from the great: Most leaders get emotional intelligence wrong. I did too, for years. I confused it for: ❌ Never showing frustration ❌ Always keeping the peace ❌ Being everyone's best friend It's about: ✅ Creating space for tough convos (but having them) ✅ Being in control of how you react ✅ Being open (but not oversharing) Here are 8 ways the best show their emotional intelligence: 1/ They ask for the hard truth. ↳ "What's one thing I could have done better?" after every project. ↳ Track feedback patterns, fix them. 2/ They make small promises count. ↳ Follow through, especially on tiny commitments. ↳ Can't deliver? Flag it before they chase you. 3/ They absorb pressure (without spreading it). ↳ Take deep breaths before responding under pressure. ↳ If you're overwhelmed, say, "Let’s regroup in 5 minutes.” 4/ They set boundaries with grace. ↳ Replace "no" with "I can help tomorrow at 2". ↳ Exit overrun meetings with a short apology. 5/ They listen like a detective. ↳ Listen to understand first. Respond after reflecting. ↳ Assume good intent even if the delivery is bad. 6/ They show their human side. ↳ Share lessons from recent mistakes in team meetings. ↳ Admit when you don't know something. 7/ They choose their responses carefully. ↳ People’s reactions are about them, not you. ↳ Separate the message from the tone, focus on what’s useful. 8/ They chase growth relentlessly. ↳ Say, “That’s on me. Here’s how I’ll fix it.” No excuses. ↳ If you misread a situation, admit it and adjust quickly. The truth is: Emotional intelligence isn’t talking about your feelings all day. It’s using them to move forward. P.S. What’s the most common sign of high emotional intelligence to you? — Visual Inspo: Justin Wright — ♻ Repost to help your network lead the right way. ➕ Follow me (Will McTighe) for more like this.

Emotional Intelligence: A Core Leadership Skill Emotional intelligence (EI) is more than a skill—it is a leadership superpower. Leaders with high EI understand their emotions and those of others, using that knowledge to inspire trust, resolve conflicts, and strengthen team dynamics. I remember leading a team through a challenging operational turnaround. Stress levels were high, and morale was low. Instead of pushing harder, I paused to focus on self-awareness and empathy. I began meeting with team members individually to listen to their concerns and better understand their perspectives. We rebuilt trust and collaboration by acknowledging their challenges and aligning my communication with their needs. Within months, turnover dropped by 25%, and engagement soared. That experience solidified that emotional intelligence is not optional; it is essential! Teams thrive when they feel understood and valued, creating a ripple effect of trust and high performance. What EI practices have helped you the most in your leadership journey? Let’s learn together! #CRAVELeadership #LeadershipTips #DrAmin #NeuroLeadership

YOUR LEADERSHIP SUPERPOWER: EMOTIONAL AGILITY   I've been thinking a lot about the double-whammy that leaders are dealing with right now. With so many disruptors interfering with our everyday lives (election season, the rise of AI, the threat of layoffs, etc.), leaders have a tough job because they not only have to contend with their own rollercoaster of emotions but also support the emotional well-being of their team. Addressing all of this emotional volatility can be challenging and overwhelming at times. Enter the importance of emotional agility. Harvard Professor Susan David explains "being emotionally agile means learning to live with our emotions, thoughts, and memories in a healthy way that is consistent with our values." She shares a simple three-step process to help leaders be present to and agile in regard to emotions. We can apply this to ourselves as leaders and also to our employees: 1. Acknowledge their feelings 2. Reassure them that their difficult feelings are valid  3. Make sure they know they are valued This can help foster trust and create a sense of psychological safety, especially during times of uncertainty. To better understand and articulate emotions, go beyond basic labels like "happy" or "angry." Instead, use more specific words such as anxious, resentful, hopeful, or overwhelmed. Encouraging your team to identify specific emotions leads to deeper self-awareness and helps you respond more effectively to their needs. Finally, after significant events, it’s essential to create a safe space for emotional expression at work. Acknowledge the mix of feelings, reinforce the importance of respect, and emphasize shared values. For example, you might say: “We all have personal feelings about the [EVENT], and that’s okay. Let’s be thoughtful about how we express them, focusing on our commitment to a supportive and respectful environment.” This approach demonstrates emotional agility and fosters a culture of empathy and inclusivity. To go deeper on emotional agility, I encourage you to check out Susan David's website which offers a wealth of resources (link in comments).