Recognizing Emotional Intelligence in High-Stress Environments

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

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

The first time I recognized how my emotions were affecting my leadership was during a challenging meeting with my team. I found myself getting defensive; my heart was racing, and my thinking clouded as two team members pushed back on our agenda. Rather than responding effectively, I mentally withdrew. This moment taught me a crucial lesson that would become the cornerstone of our Teams Learning Library's first capability: 𝗞𝗻𝗼𝘄 & 𝗚𝗿𝗼𝘄 𝗬𝗼𝘂𝗿𝘀𝗲𝗹𝗳. Research reveals that our brains are designed to have emotional responses before rational thinking kicks in. When a team member challenges us, our amygdala triggers a stress response in milliseconds—long before our prefrontal cortex can analyze what's happening. Through my research and experience developing the Teams Learning Library, I’ve discovered that team leaders who excel in self-awareness focus on three key dimensions: 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹 𝗶𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝗰𝗲 - Recognizing your feelings as they arise, understanding their source, and choosing your response rather than reacting automatically 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗽𝗿𝗲𝗳𝗲𝗿𝗲𝗻𝗰𝗲𝘀 - Understanding how your personality and background shape your natural leadership style, and when that style helps or hinders your team 𝗧𝗿𝗶𝗴𝗴𝗲𝗿 𝗮𝘄𝗮𝗿𝗲𝗻𝗲𝘀𝘀 - Identifying specific situations that activate your stress response, and developing strategies to manage these moments When leaders lack self-awareness, teams pay the price. I've observed how unexamined triggers lead to inconsistent responses, team members feeling unsafe to share ideas, artificial harmony instead of productive conflict, and leadership that's reactive rather than intentional. As one leader told me: "I was constantly frustrated that my team avoided difficult conversations. It took me months to realize they were mirroring my own discomfort with conflict." The journey to greater self-awareness isn't always comfortable, but it's the foundation upon which all other leadership capabilities build. When you truly know yourself, you can lead with intention rather than reaction. What leadership trigger has been most challenging for you to manage? Share your experience in the comments. P.S. If you’re a leader, I recommend checking out my free challenge: The Resilient Leader: 28 Days to Thrive in Uncertainty  https://lnkd.in/gxBnKQ8n