How Soft Skills Influence Team Dynamics

Over 2,200 professionals were asked: Why do most leaders fail? Here’s how the answers broke down: 40% said low emotional intelligence (EQ) 36% said poor people skills 16% said lack of strategy 7% said lack of resilience That means more than 3 out of 4 people believe leadership failures are rooted in emotional and relational blind spots not a lack of intelligence or tactical ability. Let that sink in. There are tons of high performers, technical experts, and brilliant minds out there...but when leadership breaks down… it’s almost never about the work. It’s about the weight. The emotional weight. The relational weight. The pressure of responsibility without the internal tools to carry it well. Here’s what that tells me: If you're not developing your emotional and relational toolkit, you're building a leadership house on sand. So let’s break this down: 1. Emotional Intelligence is not a soft skill. It’s a survival skill. If you can’t regulate yourself, you can’t lead others. Your reactions will create fear instead of safety. Your stress will spread to your team like wildfire. And your leadership will become unpredictable no matter how skilled you are. 2. People skills are the foundation, not the bonus. Communication, empathy, presence… these aren’t the “nice to have” traits. They’re the thing that earns you trust and buy-in. The thing that allows you to influence without forcing. The thing that turns authority into leadership. 3. Strategy without self-awareness is a liability. How many smart leaders do you know who lost teams not because of bad plans… but because they didn’t know how to connect? How to listen? How to slow down and lead with presence? The more pressure you face, the more critical it becomes to: Slow down your reactions Name what you're feeling Lead with clarity, not emotion And make space for real connection This isn’t about perfection. It’s about self-awareness and consistency. Want to apply this today? Here are 3 simple things I recommend: 1. Practice one EQ check-in per day. Pause at noon. Ask yourself: “What’s driving how I’m showing up right now?” Then adjust if needed. That awareness compounds. 2. Schedule one conversation this week with a direct report or peer. Ask: “What’s one thing I could do that would make your job easier or more fulfilling?” Then listen without defending. 3. Reflect weekly. At the end of your week, write down 1 moment where you reacted instead of responding. What did it cost you? What can you learn? The best leaders I’ve worked with? They’re not the loudest. Not the smartest. They’re the ones who do this internal work consistently. Because leadership isn’t just about performance… It’s about presence under pressure. So here’s my question to you: What’s one relational or emotional skill you’re actively working to improve? Drop it below. Let’s get better...together. (Pic cred: Apostolos (Apo) Belokas)

You’re probably ignoring the most powerful leadership tool you have. And the science behind it is shocking. We’ve long treated empathy as a soft skill: nice, but nonessential. Relational Neuroscience tells a different story. Empathy doesn’t just make people feel good. It literally changes how brains connect. In recent studies using hyperscanning (simultaneous brain scans of two people in conversation), researchers found: ➡️ Leaders and team members show higher inter-brain synchrony (IBS) when trust and empathy are present. ➡️ This synchrony boosts cooperation, emotional safety, and shared understanding. ➡️ Even subtle acts like listening well or validating emotion light up brain regions tied to learning and motivation. The bottom line? Empathy is a biological advantage for leaders. It increases alignment, reduces miscommunication, and builds trust at the neural level. Here's how to lead with this brain-based advantage: ✅ Regulate yourself first. ↳ Calm is contagious. Lead with a grounded nervous system. ✅ Name the emotion, not just the problem. ↳ Saying, “That sounds disappointing,” tells the brain: you’re safe here. ✅ Listen for resonance, not just response. ↳ When someone feels connected, their brain engages differently. This is measurable. ✅ Be fully present. ↳ Eye contact and shared attention improve memory, motivation, and creative thinking. ✅ Don’t just solve—co-regulate. ↳ Your presence might be more powerful than your advice. This isn’t fluff. This is the future of leadership. And it's backed by a field called Relational Neuroscience, which is proving what great leaders already knew: People thrive when they feel seen. 🧠 Curious about how to apply this in your team? I help leaders build secure, high-trust cultures using neuroscience-based tools. 👇 I'd love to hear: Which of these empathy skills are you leaning into this week? ♻️ Repost to help more leaders grow through connection vs control.

The most expensive problems in leadership don’t show up in your P&L. They show up in the room. In the past 12 months, what I’ve learned — and what this graphic nails — is that most executive dysfunction doesn’t come from lack of experience. It comes from team dynamics no one’s willing to talk about. - A leadership team that avoids conflict because they fear tension — and then ends up with decisions no one’s really committed to. - A new hire who’s brilliant on paper — but can’t be vulnerable enough to build real trust. - A global team that says they value accountability — but tolerates missed deadlines and quiet underperformance. These aren’t soft issues. They’re the cracks that derail transformation, delay launches, and quietly crush performance. What I’ve found when hiring senior leaders is this: ✔ Most companies evaluate results. ✔ Some companies look at skills. ❌ Few evaluate how leaders handle conflict, feedback, and trust. And that’s where the biggest risk (and opportunity) lies. When I hire for high-performance teams, I don’t just ask: → “Can this person do the job?” I ask: → “Will they build or break trust when things get hard?” → “Can they challenge others — and be challenged back?” → “Will they own results, or protect status?” The most successful teams I’ve seen — especially in consumer goods where cross-functional collaboration is essential — all share one trait: They do the hard, human work. They talk about what isn’t working. They hold each other accountable. They lead with transparency — not territory. So, if your team is scaling, hiring, or transforming this year… Ask yourself honestly: Which dysfunction are we quietly tolerating? Because trust, conflict, commitment, accountability, and results aren’t “soft skills.” They’re the architecture of every high-performing executive team. And you can’t build anything strong without the right foundation. #ExecutiveSearch #LeadershipHiring #FMCGLeadership #HighPerformanceTeams #OrganizationalHealth #TeamDynamics

When it comes to leadership, we’re missing the point. For decades, leaders, managers, and recruiters have called them "soft skills"–empathy, compassion, and collaboration, to name a few. But what I've learned from working with extraordinary leaders across industries is that the so-called "soft skills" are actually the hardest and most essential qualities of leadership today. Anyone can learn to code.  Anyone can master spreadsheets or analyze data.  But creating a culture where people feel valued, heard, and inspired to do their best work? That's the ultimate challenge. Leaders from major companies like Mastercard, Coach, Vox Media, and E.L.F. BEAUTY have shared that they've moved beyond traditional metrics to embrace these essential skills. You can say 10,000 words about your values as a leader, but one inconsistent action will negate all of them. The most impactful leaders I know eat lunch in the company cafeteria. They don't just preach punctuality–they start and end meetings on time. They don't just advocate for transparency–they model vulnerability by sharing their own challenges and growth areas. The strongest leaders channel their emotions to drive innovation, empathy to build trust, and vulnerability to create psychological safety where the best ideas can emerge. And the results aren’t just higher employee satisfaction and “good vibes.” Companies that prioritize employees as whole people, alongside performance, consistently outperform their competitors. When you create cultures where people feel valued and heard, you enable: • Higher retention rates • Increased innovation • Stronger client relationships built on trust • Better financial performance It’s not about being nice. It’s about being human—in a way that drives results. To every leader:  Are you creating psychological safety?  Are your actions aligned with your values?  Are you modeling the vulnerability and authenticity you want to see in others? The more you put out in the world, the more you get back. So if it’s hard work, empathy, passion, generosity—give it freely. The best leaders know how to balance KPIs with care. Real results come from real connection. I’d love to hear (and learn) from you in the comments.

Mastering emotions can revolutionize leadership, decision-making, and team dynamics because emotional intelligence is the bedrock of human interaction in high-stakes, fast-changing environments. Here’s how: 1. Leadership: Authenticity, Trust, and Influence Emotional mastery fosters trust. When leaders manage their emotions—especially under stress—they model stability and reliability. This builds credibility and makes people more willing to follow them. Inspires and motivates. Leaders who can tap into the emotions of their team members (empathy, vision, passion) can inspire and align people more effectively than through logic alone. Reduces reactivity. Emotional control allows leaders to pause, reflect, and respond thoughtfully, not impulsively—a core leadership trait, especially in crises. 2. Decision-Making: Clarity, Bias Reduction, and Strategic Thinking Reduces cognitive distortion. Emotional regulation helps leaders avoid letting fear, anger, or overconfidence skew their judgment. Improves risk assessment. Emotional awareness provides a fuller picture, integrating gut instincts with data for more well-rounded choices. Promotes long-term thinking. Leaders who master short-term emotional impulses are more likely to make decisions that align with long-term goals. 3. Team Dynamics: Psychological Safety and Conflict Resolution Enhances communication. Leaders who understand and manage their emotions communicate more clearly, avoiding mixed signals or emotional outbursts. Builds psychological safety. When teams feel that emotions can be expressed respectfully and handled constructively, creativity and collaboration flourish. Defuses conflict. Emotionally intelligent leaders can recognize when tensions are rising and step in to mediate, helping teams resolve issues before they escalate. In other words.... Mastering emotions doesn’t mean suppressing them—it means harnessing their power intelligently. When leaders do this: They inspire, not intimidate. They make strategic rather than impulsive decisions. They cultivate cohesive, high-trust teams instead of fragmented, stressed-out ones. Let's begin the transformation: I-RISE at Living Well USA. Thank you for sharing this journey with me Iris Coronado!

Are you a leader who sees kindness as a strength? Or do you see it as a soft skill that takes a back seat to results? Big respect for leaders who see kindness as a strength, not just a strategy. It’s easy to focus solely on results, pushing the teams to meet targets and deadlines. But true leadership goes beyond numbers. Leaders who prioritize kindness understand that they have the greatest impact on their teams: - Engagement - Well-being - Confidence - Development If your team is struggling, look first at how your approach and behavior might be influencing the team dynamic. Embrace a mindset that says: ➔ I recognize that kindness is a powerful tool for motivating and empowering my team. ➔ I make a conscious effort to listen and understand, not just to direct. ➔ I know my reactions and emotions can influence others, and I strive to respond thoughtfully. ➔ I’m open to feedback from my team, even when it’s uncomfortable. ➔ I adapt my leadership style based on what my team needs in each situation. Regularly reflect on mindsets like these to stay grounded in a compassionate leadership approach. What steps can you take to adapt your leadership style?

Ever wonder why the once-outspoken top performers now sit silent in meetings? Why ideas stopped flowing, feedback dried up, and tension replaced collaboration? It’s not because your team suddenly stopped caring. It’s because they stopped feeling heard. When leaders dismiss, ignore, or rush past input, teams adapt. Not by speaking louder—but by giving up. They shut down. They avoid risk. And eventually, they stop showing up with their full potential. This isn’t about being nice—it’s about being strategic. Listening isn’t a soft skill. It’s a performance multiplier. It’s how you catch blind spots, build buy-in, and surface the truth before it turns into gossip or disengagement. So here’s your leadership audit: → Are people holding back around you? → Are ideas drying up? → Are problems only getting voiced when it’s too late? That’s not a team issue. That’s a listening issue. If your people don’t feel heard—they won’t speak. And when they stop speaking, your culture starts dying. 🧠 What’s one way you can show your team you’re truly listening this week? ♻️ Repost to raise the standard of leadership. 🔔 Follow for more leadership tools that actually work. ⬇️ Read the full article in the comment section below #PsychologicalSafety #CultureKillsSilence #LeadershipThatListens

2 in 5 employees say they feel ghosted by their manager. 76% of those who feel ghosted plan to leave.* I experience this firsthand with almost every client, but here’s one story: During the discovery phase during a recent engagement, we conducted interviews and pulse checks across departments. One frontline employee summed it up like this: “I haven’t had a real conversation with my manager in six months. He used to check in all the time. Now, I just get Slack messages with deadlines.” _________________________ Ghosting is no longer just a dating term. It’s showing up in our workplaces and it’s eroding trust and motivation. Managers aren’t vanishing because they don’t care.  They’re vanishing because they’re drowning. They’re stuck in the reactive loop of putting out fires, managing change, and nonstop meetings. The relational part of their job gets pushed aside. Not intentionally, but systemically. In this organization, we heard it again and again: • “I feel like all I am just a task machine.” • “I know my boss is under pressure, but I feel like I don’t matter anymore.” • “I’ve stopped raising concerns—there’s no one to hear them.” Supportive leadership skills are the key to reverse this. They are essential human skills, and they are anything but soft: - How to recognize invisible struggles before they spiral. - How to have fast, frequent check-ins that aren’t just about status updates. - How to manage the personal and the messy. - How to reconnect after things have gone quiet for too long. - How to make people feel valued and heard We piloted weekly 1:1s grounded in our Supportive Conversation framework. Results? One leader said, “I thought I didn’t have time for this. But these five-minute check-ins are saving me hours of frustration and confusion later.” ____________________ Our collective relational glue is wearing thin due to so many things: - distributed work - technology and system upgrades - overflowing calendars - frequent reshuffling of organizational structures - generational differences (just to name a few) Our relationships are at the core of it all - impacting engagement, retention, and a positive workplace culture. I am passionate about developing leaders who are willing to show up relationally, not just transactionally. Because these skills make the whole difference in this ghosting environment. 👇 Employees don’t leave jobs. They leave relationships. Or the lack of them. #showingup #liftingup #supportiveleadership *This stat and so many more are featured and explained in my new book “Lifting Up: The Transformative Power of Supportive Leadership” - out May 27th! 

The most overlooked skill in tech isn’t technical. In our recent Skiilify and InsightJam.com study, over 200 tech leaders were in resounding agreement (94%) that soft skills are critical for the future. One of the findings was especially salient: Most of the respondents (81%) said that HUMILITY, the ability to seek and apply feedback, is needed for success. But, nearly half of the respondents (46%) reported that the feedback they receive is too vague or unhelpful to actually use. If you want to build a high-performing team with appropriate humility, here are three ways to build it into your team culture: 1️⃣ - Model feedback-seeking behavior. When leaders openly ask for feedback (and show they can act on it) it signals that growth matters more than ego. If you’re willing to say, “What would have made that meeting even more effective?”, your team will start asking too. 2️⃣ - Make feedback clear and behavior-based. Telling someone they “need to communicate better” is useless. Instead, say for example, “when you present, try checking in to confirm they’re aligned before moving to the next slide.” 3️⃣ - Recognize learning in progress. Celebrate the person who updated their approach based on team input, not just the one who got it right the first time. Progress, not perfection, is what drives performance in evolving environments. In a complex, diverse, and uncertain environment, humility is about being open to the possibility that someone else might have a better idea. It’s about asking for input before you make a decision. It’s about responding to challenges with curiosity instead of defensiveness. And it’s foundational to every other soft skill that emerged from the study, such as resilience, curiosity, and perspective-taking. As AI continues to reshape how we work, the ability to stay coachable, adaptable, and reflective will be a key strategic differentiator. #LIPostingDayJune #TechLeadership #SoftSkills #FutureOfWork #Humility #LeadershipDevelopment #GrowthMindset Solutions Review

Leadership isn’t about having all the answers or always being in control. It’s about navigating the complexities of human relationships, emotions, and communication. The truth is, what many dismiss as “soft skills” are often the most challenging and critical aspects of leadership. Strong relationships are the foundation of trust. Without trust, teams crumble. Great leaders don’t just delegate tasks; they connect with people on a deeper level, understanding their motivations, fears, and aspirations. They know that every interaction is an opportunity to build or erode trust. Effective communication is more than just delivering a message. It’s about ensuring that message is understood, respected, and acted upon. Great leaders listen as much as they speak. They recognize that clarity, empathy, and consistency are key to aligning their team’s efforts with the organization’s goals. Managing emotions and moods is where the real work of leadership happens. A leader’s emotional state is contagious. If you’re anxious, your team will feel it. If you’re calm and composed, they’ll follow suit. Great leaders don’t just react to situations—they proactively manage their own emotional state and the mood of their team to foster an environment where everyone can thrive. The “soft” stuff is the hard stuff. But it’s also the stuff that sets great leaders apart from the rest. Don’t underestimate the power of relationships, communication, and emotional intelligence. Master these, and you’ll solve more leadership problems than you ever thought possible. #LeadershipSkills #EmotionalIntelligence #CommunicationMatters #BuildingTrust