Importance of Emotional Intelligence in Project Management Roles

Are you trying to make a point, or are you trying to make a difference? Emotional intelligence is crucial for any leadership position because in those moments where emotions may flare up, you can create great synergy and inspiration, or you can accidentally tear the team down. Emotional intelligence springs from being self-aware and a firm embrace that your job as a leader is to create more leaders. Most of our emotional challenges spring from either fear or ego. The fear is driven by concern over making a mistake, and ego is driven from our needs to be right. As my colleague often coaches, “are you trying to make a point, or are you trying to make a difference?” As a leader, you must have your pause button (in your mind), always at the ready. When you feel your energy and emotion riling up, you must hit the pause button long enough to collect your thoughts, detach from the situation so that you can assess the situation with your thinking brain, not your reactionary emotions. Cultivating this, like most things starts with conversations and communication. The tricky part is the self-coaching required to develop your self-awareness so that you recognize when you are feeling tension or frustration long enough to check yourself. Then detach from the emotion so you can evaluate what is happening and how best to maneuver through it to get to a better place. Once you develop the skills for yourself, you start showing your teammates the path forward. I can tell you from first-hand experience, once you learn to detach, your life will get much, much better. How do you balance assertiveness and empathy in your leadership style? #MadeInAmerica #Manufacturing #Leadership #Lean #SelfAwareness #PersonalGrowth

“Emotional intelligence isn’t a soft skill—it’s a leadership multiplier.” My brother is an engineer and occasionally guides me to journals I would never find in my self-guided reading. Today's shared study was published in the Journal of Engineering, Management, Science and Technology Research and analyzed responses from mid-level leaders. Why mid-level managers? They serve as critical connectors—translating strategy from the C-suite into action for frontline teams. Their leadership style can make or break organizational alignment, morale, and performance. Many of these are familiar terms but there are some meaningful findings that I extracted and relate to leadership in any field, including healthcare. 1️⃣ Transformational leadership leads the way. Managers who scored high on EI were far more likely to exhibit transformational leadership behaviors—like inspiring vision, empowering others, and modeling trust. 2️⃣ The most predictive EI trait? Self-emotion appraisal. The ability to recognize and understand your own emotions was the strongest predictor of transformational leadership, followed closely by recognizing others’ emotions. Leaders who can name what they feel are better at leading through it. 3️⃣ Emotion regulation is the top strength. Among all EI domains, managers scored highest in emotion regulation—suggesting they can stay composed and make sound decisions even in high-pressure environments. 4️⃣ Laissez-faire leadership was negatively associated with EI. Leaders who avoid decision-making, provide little feedback, or disengage from their teams tended to have lower emotional intelligence. The more emotionally intelligent the leader, the more actively they engaged. 5️⃣ Transactional leadership showed moderate positive correlation with EI. While not as strong as transformational styles, even transactional behaviors (goal setting, rewards, accountability) were positively tied to emotional intelligence. 6️⃣ Demographic insights matter. ▪️ Gender: Women demonstrated significantly higher EI scores than men. ▪️ Experience: More years in leadership was associated with stronger transformational tendencies. ▪️ Sector: Interestingly, public vs. private sector had no significant difference in EI levels. Leadership development shouldn't just focus on outcomes—it must nurture the emotional skills that drive those outcomes. Investing in emotional intelligence (especially self-awareness and empathy) can accelerate the growth of transformational leaders. When organizations develop emotionally intelligent managers, they’re not just building better communicators—they’re shaping adaptive, inspiring, and trusted leaders. #LeadershipDevelopment #EmotionalIntelligence #TransformationalLeadership #HealthcareLeadership #OrganizationalEffectiveness #EQ

Your EQ as a leader? Have you ever thought about it? Emotional intelligence and leadership are co-dependent concepts that share several vital qualities, making them indispensable to successful leadership in today's workplace. These qualities enable leaders to connect with their teams and build trust, collaboration, and productivity. Self-awareness—Emotional intelligence and leadership require self-awareness. Leaders well-versed in emotional intelligence understand their emotions, strengths, and weaknesses. This awareness allows them to effectively manage their emotions, make informed decisions, and adapt to difficult situations. Empathy—Leaders who empathize with their team can better understand their needs, motivations, and concerns. They possess an ability to see the world from other perspectives, building stronger relationships, boosting morale, and promoting teamwork. Communication—Leaders who effectively communicate their thoughts, ideas, and feedback with clarity and empathy create open and honest dialogue within their teams. Communication at this level resolves conflicts, addresses issues, and aligns people with a common purpose. Relationship management—Emotional intelligence and leadership enable us to manage relationships effectively. This involves building rapport, resolving conflict, and creating a positive work environment. They teach us to inspire and influence team members to perform at their best as they build trust and cooperation. Adaptability—Show me a successful leader, and I will show you an adaptable leader. Emotional intelligence and leadership facilitate an ability to foresee and adjust to evolving circumstances. They help us apologize when we're wrong, learn from mistakes, and remain resilient despite continual challenges. Decision-making skills—Leaders with these skills make well-informed decisions and become better problem solvers because they consider the rational and emotional aspects of inherently tricky situations. They weigh the impact of their choices on the whole team and feel the emotional responses their decisions may trigger. Motivation—Emotional intelligence and leadership inspire others. Leaders with high emotional intelligence tap into their team's emotional needs and personal drive, helping them stay focused, engaged, and enthusiastic about their work. These skill sets are irreplaceable in today's workplace. Leaders who possess them create a harmonious and productive work environment where people are valued, motivated, and empowered to achieve their best. By consciously sharing these qualities, leaders: * continually develop their emotional intelligence, * instill the same qualities in their teams, * lead their teams to accomplish their organization's strategic objectives and * continuously pursue new levels of success. Which one of these would you like to do without? #ceos #leadership #emotionalintelligence #execution

I recently listened to Primal Leadership by Daniel Goleman. Below are my key learnings. I'd love to read your thoughts on the book or the topic of EQ and its use in Management. Mr Goleman makes compelling argument that emotional intelligence (EQ), more than IQ or technical skill, is the essential trait that sets great leaders apart. Reading Primal Leadership reinforced what many of us instinctively know but don’t always practice—leadership isn’t just about strategy and execution, it's about emotional connection. The book explores how leaders can leverage emotional intelligence to drive performance, create resonance, and build high-performing teams. One point I reflected on while reading: it's easy to radiate positive energy when results are strong—but what about during hard times? Goleman offers insight into this by emphasizing the importance of a visionary leadership style—keeping teams anchored in purpose even when outcomes lag. Leaders who connect personally, listen deeply, and coach rather than command are better equipped to keep morale high and navigate uncertainty. A standout idea for me was the role of coaching and empathy in leadership. Understanding your team's hopes and dreams—not just their KPIs—can drive lasting engagement. It’s a reminder that leadership is deeply personal. As one Gallup leader put it: "People join companies and leave managers." Here are a few takeaways that resonated and are especially relevant for business professionals today: - Emotions are contagious: Leaders set the emotional tone. If you're stressed, disconnected, or negative, it cascades through your team. - Psychological safety and candor matter: High EQ leaders foster trust and encourage openness, which unlocks innovation and growth. - Be the change: Your behavior—especially in moments of tension—models what’s acceptable. Attack problems, not people. Primal Leadership doesn’t offer a quick fix, but it’s a powerful call to lead with authenticity, self-awareness, and heart. For anyone managing teams or navigating transformation, it’s worth the read—and worth revisiting. #Leadership #EmotionalIntelligence #PrimalLeadership #Coaching #PeopleFirst

How to tap into the power of Emotional Intelligence to lead change with finesse. 1. Begin with self-awareness. focus on your own emotions and reactions to change. Recognize your strengths and areas where you might need support. This self-awareness is your compass, guiding you through the change process with authenticity. 2. Self-management is your tool to navigate uncertainty and stress. Stay composed under pressure, adapt to evolving circumstances, and maintain your resilience. Your ability to self-regulate sets the tone for your team's response to change. 3. Be socially aware and tune into your team members' emotions and concerns. Work to understand their perspectives and needs. Create an environment where everyone feels heard and valued. 4. As a change agent, your success hinges on your ability to build and maintain positive relationships. Inspire and influence others positively by leveraging your relationship management skills. Forge alliances that drive change forward. Emotional Intelligence is a dynamic toolset that can enhance your effectiveness as a change agent. By honing these skills, you'll foster trust, inspire confidence, and lead your organization through change with grace. Share your thoughts on how Emotional Intelligence has impacted your change initiatives in the comments. #ChangeLeadership #EmotionalIntelligence #Projects #ProjectManagement

Tip: Integrating Emotional Intelligence for Enhanced Decision Making in Leadership Leaders often confront situations that demand immediate decisions in today's fast-paced business world. The pressure can lead to rash choices driven purely by facts and figures without considering the human aspect. Here's where emotional intelligence (EI) becomes paramount. Understanding Emotional Intelligence: At its core, emotional intelligence is the ability to recognize, understand, and manage our own emotions and recognize, understand, and influence the emotions of others. As a seasoned psychologist with an MBA, I've realized that EI is the silent force behind effective leadership. Why is EI Important in Decision Making? Decisions driven solely by logic or emotion are often imbalanced. EI offers a harmonious blend, ensuring decisions are grounded in sound reasoning but also cognizant of human factors. An emotionally intelligent leader not only analyzes data but also reads the room, understands team sentiments, and anticipates reactions. Tip: The 3-Step Decision Framework Leveraging Emotional Intelligence Self-awareness Check: Before making a decision, pause and assess your current emotional state. Are you feeling stressed, pressured, or overly emotional? Recognize these feelings and ensure they don’t cloud your judgment. Empathetic Analysis: Understand the emotional standpoint of those affected by your decision. Ask open-ended questions, encourage feedback, and genuinely listen. This offers insights into potential repercussions, both logical and emotional. Balanced Action: Weigh the factual data and the emotional insights together. This not only improves the quality of the decision but also ensures smoother implementation as team members feel valued and understood. Bonus: Post-decision, always conduct a feedback loop. This ongoing evaluation, looking at outcomes and emotional responses, continuously refines the decision-making process. This approach has transformed many leadership narratives, enhancing their decision-making potency. It requires practice and dedication, but the results are game-changing. While this tip provides a starting point, a comprehensive understanding and personalized guidance can supercharge your leadership journey. And that's where deep expertise steps in. Wondering how you can seamlessly integrate EI into your leadership modus operandi? Let's connect and embark on this transformative path. #EmotionalIntelligenceInLeadership #DecisionMakingMastery #LeadershipInsights #EmpatheticLeadership #EIAdvantage

Team burnout ..... We’ve all seen the symptoms, the high-energy environment gradually turning into a pressure cooker of stress and tension. When the going gets tough, it’s our collective spirit that’s put to the test. And for leaders, this is the moment to step in. When projects are in the initial stages, team morale usually skyrockets. We're on a collective mission. However, additional projects are added, deadlines loom, additional projects are added, workload intensifies, additional projects are added, (seeing the trend here?) and slowly, those cracks start to show. The once cohesive unit might begin to splinter with snippy emails, blaming, and overall discord. In times like these, leadership isn’t just important, it’s essential. How you guide your team when they’re at the edge of burnout speaks volumes. It’s more than just problem-solving, it’s about understanding the emotional and psychological needs of your team. This is the time for a balanced approach, part strategy, part empathy. Open Dialogue: The first step is to create an environment where team members feel comfortable voicing their concerns. Bottled-up emotions rarely lead to productive outcomes.    Reassess Timelines: If everyone's struggling, it might be time to revisit deadlines. Sometimes, a slight recalibration can make all the difference. It is your duty as the lead to take the heat and get your team a little breathing room.    Resolve Conflicts: Clashes often arise from misunderstandings. A clear, transparent mediation can put these to rest and get everyone back on track.    Check-in and Support: Use your emotional intelligence to identify early signs of stress and fatigue. A timely one-on-one could be a game-changer.    Acknowledge Achievements: A simple “well done” can work wonders for team morale, especially when the stakes are high. It’s times like these when your leadership skills are most visible. By steering the team towards collective well-being, you're essentially putting your people first, and that’s the cornerstone of any successful venture. So the next time your team is on the brink, remember, your role as a leader is not just to manage but to firefight, care, advocate, and ultimately inspire. #Leadership #Burnout #TeamBuilding

Recently, I encountered a situation with a client that brought to mind a powerful quote by Richard Branson: "Respect is how to treat everyone." This insight struck a chord, especially in emotional intelligence (EQ) in challenging client interactions. Envision this: You're meeting with a client, discussing the progress of a critical project. Suddenly, the client, let's call him Alex, reveals that his team has missed a critical deadline. The tension in the room is palpable. You can feel the frustration brewing inside you, thinking, "How could they drop the ball on something so vital?" But then Branson's words echo in your mind. You pause, take a deep breath, and choose a path of understanding. "Alex, I can see this is a tough spot. Let's explore how we can work together to address this." This pivot from frustration to support alters the entire dynamic of the conversation. Alex, initially defensive, opens up. "We've been dealing with limited resources," he admits. "I didn't anticipate this bottleneck." Here, the philosophy of Branson's EQ shines through. Rather than letting your initial reaction take the lead, you empathize. "That sounds challenging. Let's prioritize the critical parts of the project and discuss how we can support your team to overcome these hurdles." The result? Alex feels acknowledged and supported, leading to a collaborative effort to devise a practical solution. It's a reminder of another Branson aphorism: "Business opportunities are like buses. There's always another one coming." Instead of fixating on the missed deadline, you focus on the opportunity to strengthen your client relationship and work together towards a solution. In moments like these, we embody what Branson advocates. We opt for respect over frustration and collaboration over conflict. It's an acknowledgment that setbacks happen and that understanding, not blame, is crucial in turning challenges into opportunities. So, when faced with difficult situations in client interactions, remember that a moment of pause, a change in perspective, and a collaborative approach can transform the entire scenario. It's not merely about controlling emotions; it's about harnessing them to create more meaningful and productive professional relationships. #emotionalintelligence #executivepresence #RichardBranson

This holiday season, I want to share a lesson one of my clients learned this year. When a big crisis hit their company, it wasn't just about making smart business decisions to keep the business alive😰, which they did in the end. The real challenge? Keeping calm, helping the team stay focused, and making everyone feel safe. Despite being good at their jobs, some of their top leaders struggled with handling feelings and emotions when things got tough😠. But the good part: this tough situation made the company realize they needed to do better💡. They learned that being a great leader means understanding and managing their own emotions, not just making plans and delivering them poorly. So, they decided to help their leaders improve, educating them in emotional intelligence, helping them develop self-awareness and self-control🤌🏽, and being more empathetic and motivating to their teams😁. Collaborating with this client to cultivate their leaders' emotional intelligence has been profoundly rewarding to me. It's a reminder that in business, being smart and strategic is crucial, but understanding and leading authentically and connecting with people emotionally🫶🏽 is just as important, especially when times get rough. 😉 #emotionalintelligence #leadershipdevelopment #businessinsights #lessonslearned #coahingleaders