Recognizing the Impact of Emotional Intelligence on Performance

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.

People with high EQ earn up to $29K more per year. Why? Because emotional intelligence drives trust, leadership, and results. Technical skills might land you the job. Emotional intelligence gets you promoted. Most people think strong performance is enough. But here’s the truth: Promotions and raises don’t just go to the most skilled. They go to those who: ✅ Navigate conflict with calm ✅ Communicate clearly under pressure ✅ Make others feel seen and supported That’s emotional intelligence. And it’s one of the most overlooked leadership skills. What does EQ look like at work? 8 powerful ways to show it: 1/ Make space for emotions (even if you disagree). Validating emotions builds connection and trust. ➟ “I can see how that would be frustrating.” 2/ Set boundaries without apologizing. Clear limits show self-respect and strength. ➟ “I’m at capacity. Let’s find a better time to discuss.” 3/ Stay calm when others get defensive. Your steadiness helps de-escalate tension. ➟ “Let’s slow down and take one step at a time.” 4/ Admit when you’re wrong and adjust quickly. Owning mistakes builds trust and momentum. ➟ “That’s a good point. Let’s rethink this.” 5/ Pause to reset before emotions take over. A short pause prevents long-term damage. ➟ “I need a moment to clear my head. I’ll be back.” 6/ Express disagreement without creating conflict. Disagreeing respectfully keeps dialogue productive. ➟ “Here’s how I’m thinking about it…” 7/ Give feedback that helps people grow. Clarity with kindness inspires improvement. ➟ “Here’s what worked. One thing to try next…” 8/ Choose connection when it’s easier to shut down. Staying present shows maturity and care. ➟ “Let’s talk when you’re ready. I want to help.” These aren't “soft skills.” They’re the hardest (and most human) skills you’ll ever master. The results speak for themselves: Leaders with high EQ see: • 34% higher team engagement • 20% better productivity • 63% lower turnover But the real ROI? You become the kind of leader people don’t just follow. They fight to work with. Reshare ♻️ to help someone in your network. And give me a follow for more posts like this.

After my talk at the National Association of Neonatal Nurses (NANN) on cultivating compassion to enhance the NICU experience for all families, a nurse asked me a profound question. She wanted to know how to support a family who had been in the NICU for a long time and had grown tired, becoming more “challenging” or “difficult,” when in the beginning they were more “agreeable.” Immediately, her choice of words caught my attention. I had already shared how the language we use has power—it shapes how we think, speak, and act. I asked her to clarify what she meant by "difficult" and "agreeable." What specific behaviors had led the team to perceive the family this way? How had the communication with this family evolved from the start of their NICU journey? While it's true that heightened stress and emotions are common in the NICU, both for families and staff, we must be cautious about using labels like these. They can strain the relationship between families and staff, further isolating the family. It’s natural, in moments of frustration, to think “this family is being difficult,” especially when outcomes don’t match our expectations. But often, when a family is seen as "challenging" or "difficult," they are signaling a need for psychological safety. These families are frequently overwhelmed, anxious, or feeling powerless in an already stressful environment. Creating psychological safety in these moments is essential. It allows families to express their concerns without fear of judgment, building trust between them and the care team. As I shared with the nurses during my talk, families come to us with their own unique backgrounds- exposures, education, and experiences. Add to that information from other NICU families, their community, or what they’ve read online. All of this must be acknowledged. The key to building that connection is curiosity—asking questions to understand their perspective. This is how you can truly make a difference. As professionals, it's essential that we regularly practice emotional intelligence, effective communication, and empathy-driven compassion. These skills are intertwined, vital to our work, and can be continuously developed to foster meaningful connections and provide better support to those we serve. If you’re dealing with a complex case or want to improve your staff's ability to deliver compassionate, patient-centered care, feel free to send me a message. I’d love to provide a training session to support your team and elevate the care in your unit! 💚 #nicu #familycenteredcare #emotionalintelligence #compassion #nicubaby #nicujourney #nicuexperience #nicuparents #nicumom #addressingbiasinhealthcare #advocacy #communication #traumainformedcare #psychologicalsafety

Compassion and accountability are not mutually exclusive in leadership. Love and discipline are interrelated not opposed. You can have empathy and compassion toward an employee without an implied hall pass on their performance. I have learned that there is a cadence - an order of things - that leaders sometimes fail to recognize. 1. Trust 2. Mutual Respect 3. Coaching 4. High Performance To be a leader you can’t simply demand performance from others. Just because your ego is driving the need to be seen as a high performing leader (“look what I made my team do”) doesn’t mean others have to follow you. The more a leader drives their own agenda in the name of company stewardship (but really it’s self interest) the more their team will entrench in self preservation. When a member of a herd isn’t interested in the safety of the herd, they lose the group’s trust and therefore their support (i.e. what poor leaders bemoan as lack of loyalty). This isn’t insubordination. It’s nature. Leaders must deeply understand that performance is a means not an end. Performance is a MEANS to: - help people grow their station in life (individual growth) - help the group enjoy and love their work (relational growth) - help make room for more people (organizational growth) - help their solutions reach more people (societal growth) Investors should not be seen as the company’s primary clients. They are resources and sponsors to help an organization achieve its means. Their return should be seen as a commensurate reward for their risk but ROI these days is more often treated like a payoff for a gambler. 2x, 3x, and so on. [I realize I may not be hot on most investors’ wish list, then. I can live with that.] Business acumen lets you form the right strategy (theory), execute that strategy (plan), and achieve organizational goals (perform). Emotional intelligence gives you the tools to inspire and lead human beings to level up together in order to achieve all of the above. Head = navigation system 📍 Heart = gas pedal 🚗 If your logic for withholding compassion (or not growing your skills in emotional intelligence) is fear of lack of accountability, then you misunderstand both. That’s like not watering your lawn because you don’t want weeds. Protect the herd. Leadership is a responsibility to your people not a priority boarding pass to perks. What use is sitting first class on a sinking ship? 🚢

You can have the sharpest technical mind in the room. You can even be the one who knows the market inside and out. But here’s the hard truth: After years of working with top executives across industries, I’ve noticed one common trait among the best performers, the C-level execs who truly thrive in their roles and drive real impact: Soft skills. The true differentiator, the one thing that drives long-term success for high performers and high-performing team. Yes, technical expertise and experience are important. They’ll get you in the room. But it’s your ability to lead, adapt, and connect with people that sets you apart at the top. Here’s what I’ve learned from placing high performers: > Communication is King: The best leaders know how to articulate a vision, listen without ego, and adapt their message to every audience—whether it’s the boardroom or the frontline. > Collaboration Drives Innovation: Exceptional leaders don’t just lead teams; they unite them. They create environments where diverse ideas thrive and turn alignment into action. > Emotional Intelligence Is Non-Negotiable: A leader who can navigate challenges, manage emotions, and empathize with others inspires trust—and trust is what moves organizations forward. > Adaptability Wins Every Time: In today’s world, the ability to pivot and problem-solve in the face of change is more valuable than ever. When I evaluate top candidates, I’m not just looking at their resume. I’m listening for how they communicate, observing how they connect, and assessing their ability to inspire. Because at the end of the day, technical skills might open the door—but soft skills are what make someone indispensable. 👉 If you’re looking to elevate your leadership or your team, here’s the question to ask: Are you developing the soft skills that truly drive success? LS International #Headhunting #Leadership #SoftSkills #HighPerformers

𝗪𝗮𝗻𝘁 𝘁𝗼 𝗯𝗼𝗼𝘀𝘁 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺'𝘀 𝗽𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗶𝘁𝘆? 𝗙𝗼𝗿𝗴𝗲𝘁 𝗮𝗯𝗼𝘂𝘁 𝗽𝗿𝗼𝗱𝘂𝗰𝘁𝗶𝘃𝗶𝘁𝘆 𝗜 𝗸𝗻𝗼𝘄 𝗶𝘁'𝘀 𝗖𝗼𝘂𝗻𝘁𝗲𝗿𝗶𝗻𝘁𝘂𝗶𝘁𝗶𝘃𝗲, 𝗯𝘂𝘁 𝗵𝗲𝗿𝗲'𝘀 𝘄𝗵𝘆 𝗶𝘁 𝘄𝗼𝗿𝗸𝘀: Obsessing over productivity is like staring at flowers to make them grow. It doesn't work. Instead, focus on emotional intelligence (EQ). 𝗛𝗲𝗿𝗲'𝘀 𝘆𝗼𝘂𝗿 4-𝘀𝘁𝗲𝗽 𝗘𝗤 𝗳𝗿𝗮𝗺𝗲𝘄𝗼𝗿𝗸: 1. 𝗦𝗲𝗹𝗳-𝗔𝘄𝗮𝗿𝗲𝗻𝗲𝘀𝘀   • Know your triggers   • Understand your reactions   • Identify strengths and weaknesses 2. 𝗘𝗺𝗽𝗮𝘁𝗵𝘆   • Uncover individual motivations   • Recognize personal challenges   • Support growth 3. 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝗰𝗮𝘁𝗶𝗼𝗻   • Tailor your approach   • Listen more than you speak   • Connect, don't dictate 4. 𝗖𝘂𝗹𝘁𝗶𝘃𝗮𝘁𝗶𝗼𝗻   • Create an EQ-friendly environment   • Encourage self-reflection   • Provide consistent EQ training 𝗥𝗲𝗺𝗲𝗺𝗯𝗲𝗿: 𝗘𝗤 𝗶𝘀 𝗮 𝘀𝘂𝗽𝗲𝗿𝗽𝗼𝘄𝗲𝗿. 𝗕𝘂𝘁 𝗶𝘁 𝗼𝗻𝗹𝘆 𝘄𝗼𝗿𝗸𝘀 𝗶𝗳 𝘆𝗼𝘂 𝘂𝘀𝗲 𝗶𝘁 𝗰𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝘁𝗹𝘆. The result? A more engaged, effective, and yes, productive team Without the productivity obsession. It seems a little crazy, but it works. Now it's your turn, lead with EQ and watch your team thrive. --- Found this helpful? There's more where that came from! 𝗝𝗼𝗶𝗻 𝗺𝗲 𝗳𝗼𝗿 𝗺𝘆 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻 𝗟𝗶𝘃𝗲 𝘁𝗵𝗶𝘀 𝘄𝗲𝗲𝗸: "𝗨𝗻𝗹𝗼𝗰𝗸 𝘁𝗵𝗲 𝗣𝗼𝘄𝗲𝗿 𝗼𝗳 𝗬𝗼𝘂𝗿 𝗧𝗲𝗮𝗺: 𝗧𝗵𝗲 𝗦𝗰𝗶𝗲𝗻𝗰𝗲 𝗼𝗳 𝗘𝗤 𝗳𝗼𝗿 𝗚𝗹𝗼𝗯𝗮𝗹 𝗟𝗲𝗮𝗱𝗲𝗿𝘀" https://lnkd.in/e3VanuQ2 Discover how to leverage emotional intelligence to drive unprecedented team success. Don't miss out – your leadership journey levels up here! P.S. Quick EQ test: Your team just crushed a major project. Do you: A) Immediately set higher targets B) Organize a celebration C) Ask how they're feeling about the accomplishment (𝗛𝗶𝗻𝘁: 𝗧𝗵𝗲𝗿𝗲'𝘀 𝗻𝗼 𝘄𝗿𝗼𝗻𝗴 𝗮𝗻𝘀𝘄𝗲𝗿, 𝗯𝘂𝘁 𝗼𝗻𝗲 𝘀𝗵𝗼𝘄𝘀 𝗵𝗶𝗴𝗵𝗲𝗿 𝗘𝗤. 𝗪𝗵𝗶𝗰𝗵 𝗱𝗼 𝘆𝗼𝘂 𝘁𝗵𝗶𝗻𝗸 𝗶𝘁 𝗶𝘀? 𝗣𝘂𝘁 𝘆𝗼𝘂𝗿 𝗿𝗲𝘀𝗽𝗼𝗻𝘀𝗲 𝗶𝗻 𝘁𝗵𝗲 𝗰𝗼𝗺𝗺𝗲𝗻𝘁𝘀)

People with emotionally intelligent managers are 4X less likely to leave their jobs. But here's what nobody tells you: Most managers never learned these skills. I spent 10 years studying emotional intelligence. Here are the 7 elements that transform average managers into great leaders: 1. Being Self-Aware Understand your triggers and how they impact others. When you know your blind spots, you can work on them. 2. Recognizing Emotions Learn to read what's not being said. Your team speaks volumes through their actions and energy. 3. Pausing Before Reacting That difficult conversation or challenging email? Give yourself time to respond, not react. 4. Showing Empathy When someone on your team seems off, ask why. Sometimes the best leadership move is just listening. 5. Managing Stress Your calm during chaos matters more than your words. Teams mirror their leader's energy. 6. Motivating Yourself The voice in your head sets the tone for your team. Make it one that inspires growth, not fear. 7. Building Relationships Trust isn't built in big moments. It's built in small interactions, day after day. Here's what I've learned: Technical skills might get you the position, but EQ helps you keep your best people. The good news? These skills can be learned. They can be practiced. They can transform your leadership. I wish someone had taught me this 20 years ago. Your team deserves a leader who gets it. What skill do you think matters most? ♻️ Find this valuable? Repost to share it. 🔖 Follow Justin Wright for more on leadership. Want my 70 best cheat sheets? Get them free here: BrillianceBrief.com

10 ways your EQ shows up when it matters most. The subtle moves most people miss: Ever catch yourself pausing before reacting? Choosing words carefully? Choosing curiosity over judgment? These aren't just habits. They're proof your EQ runs deeper than you realize. These 10 subtle signs reveal it👇🏼 1. You embrace the power pause. ↳ You lean into the silence for 3 seconds. ↳ This tiny shift changes every conversation. 2. You catch your defensive triggers ↳ Get curious with "Help me understand more about..." ↳ Notice what shifts. 3. You validate first, solve second ↳ Try "I see why this is overwhelming" before fixing. ↳ This 5-second pause transforms trust. 4. You name emotions with precision ↳ "I'm stressed" becomes "I'm caught off guard." ↳ Clarity reveals the real solution. 5. You break the perfectionist loop ↳ When the report isn't perfect, name it "V1" and send. ↳ Progress over perfection. 6. You turn anxiety into action ↳ Stressed to? Bullet point concerns and solutions. ↳ This transforms overwhelm into a game plan. 7. You create a cool-down ritual ↳ You take a walk before sending that heated email. ↳ Return with perspective, not regret. 8. You protect your energy ↳ "Let me check my calendar and get back to you by EOD" becomes your new automatic response. 9. You normalize real talk ↳ Try: "This project is challenging, but I'm figuring it out." ↳ Watch how others follow your lead. 10. You notice progress in others. ↳ You say "I noticed how you handled that - impressive." ↳ Watch how naming growth multiplies it. These quiet moves change everything. Trust the power of your presence. Which subtle sign surprised you most? -- ♻️ Repost to help your network recognize their emotional intelligence 🔔 Follow Dr. Carolyn Frost for more practical emotional intelligence tips that actually work

Behind the scenes: How EQ improved market share by >23% at Sheraton. Real-world case of emotional intelligence going to scale. 11 month of intense focus on integrating emotional intelligence throughout the business. Here’s what happened: ✅ People liked the new vibe → that changed their emotions and behavior. Employee retention surged (19% boost) ✅ Shift in the way employees engaged → better customer experience. They became a #1 rated property in their class. ✅ Market share went up more than 23% How? “I’ll go first.” GM, Grant Bannon, brought in with a mandate to turn the place around. He didn’t start by pointing fingers; he said: “If I want people to change, I have to change.” He took the Six Seconds Emotional Intelligence assessment (SEI) himself, then drove into coaching. Old-school leader. Big shift. He didn’t just talk the talk, took the risk to lead: that means doing the work yourself. Then, he had the credibility to go to his direct reports and say: I’m doing this, we’re all going to. His next bold move: “This is for every person in the building.” Not just execs. He had me & their great HR leader train every single team from senior leaders to housekeeping staff (they were awesome, btw, the stars in EQ). Why? Because culture isn’t top-down. It’s owned by everyone in the org. Simple story: Leaders change → People change → Culture changes → Performance changes Combination of the right methods, right metrics, right people -- consistency and persistence. That’s how you put emotional intelligence in action, at scale. Want to explore what that could look like in your org? Let's talk.

I used to think leadership was all about making tough decisions and driving results. But a simple truth changed everything for me. It wasn’t a book, a seminar, or even advice—it was a realization: Leadership is about emotional intelligence. Here’s the thing: IQ gets you far, but EI takes you further. Emotionally intelligent leaders don’t just manage tasks—they build trust, foster communication, and drive connection. It’s not about being perfect; it’s about being self-aware, empathetic, and able to navigate tough conversations with grace. I’ve learned that emotional intelligence makes you better at: - Making informed decisions that consider both the task and the team. - Building trust by showing empathy and truly listening. - Resolving conflicts by understanding emotions and guiding conversations to solutions. - Creating a collaborative culture where team members feel safe to innovate. It’s a skill that grows every day. It’s about understanding others, regulating your own emotions, and inspiring those around you to do the same. The best leaders I know don’t just manage—they connect. And that connection drives real success. What’s one way emotional intelligence has transformed your leadership? Let’s share and learn together. 💬