Emotional intelligence for leaders – Elearning industry

Emotional intelligence: a must for leadership

More than 20 years after starting to work in learning and development (L&D), I can only make one declaration on managers with confidence: leadership is a question of emotional intelligence (IS). All over the business world, in new leadership models, and when organizational cultures are changing, I have been able to observe how emotional intelligence for leaders and the organization as a whole results in greater productivity at the individual level, but also transforms the company into a lasting commercial outlet. In this article, I plan to grant all the details on the quality of the leadership of emotional intelligence, to equip you with statistical data that will corroborate these ideas and serve experts in the L&D community to develop modern leadership development programs.

What is emotional intelligence for leaders?

Emotional intelligence is mainly the competence to perceive, understand and manage your emotions and also those of others. The leaders, in their case, should have the following five main aspects:

1. Self -awareness
   Recognize the things that make you angry, sad, happy, etc.
2. Self -regulation
   Channel your emotional energy in the right way.
3. Motivation
   To move forward with the resolution and a feeling of joy while focusing alone on the objective.
4. Empathy
   Identify and understand the emotions of others.
5. Social skills
   Manage relationships and establish relationships.

Over the years, I have been involved in the development and deployment of leadership programs in many companies, and I can confirm that these characteristics are not simply beautiful features. These are in fact very real capacities that have to do with the development of leadership skills, and they are teachers, while being open to scaling, and have a direct impact on the efficiency of managers.

Why the emotional intelligence of leaders is important in the learning of companies

The secular corporate model has only focused on managers with difficult skills at the top, or their business know-how. However, in the new era of dynamic companies oriented towards people, leaders must adopt a different approach. It must be those that can connect, motivate and keep the team engaged – all of this requires emotional force and skill.

According to research carried out by TalentsMart, 90% of high performance has a high IS, and 58% of professional performance is due to employment insurance, not in IQ or technical knowledge, in any industry. Likewise, according to estimates by the World Economic Forum, the most relevant skills for 2025 are always emotional intelligence, especially when artificial intelligence (AI) and automation will take control of more transactional functions. Thus, the subject of emotional intelligence becomes a necessity for leaders.

The commercial impact of emotionally intelligent leadership

Throughout the 20 years of management team consultations, I have always been able to attend the main characteristics of emotional intelligence for leaders.

1. Resilient decision -making

Emotionally intelligent leaders are those who do not allow stress or ego to blur their judgment. Even in the most crucial stadiums, such as the integration of mergers or acquisitions, dismissals or the crisis response, they present themselves with fresh heads and compassion, thus guaranteeing the most balanced results.

2. High commitment of employees

According to a Gallup report, the main share of commitment that employees feel is caused by their managers. A manager who can well read emotions can create a safe environment and support the workforce by listening to their needs and engaging them, which led to a high commitment to work, a less stressful atmosphere and consequently, a low rolling rate.

3. Effective conflict resolution

Managers who have emotional intelligence are very effective in resolving conflicts and allowing disagreement without any unjust situation. They are not only able to face the emotional triggers of conflicts, but also to implement preventive measures.

4. Improvement of team collaboration

People at the top can really make a difference! A good example of the way in which such leadership is reached is the transition from the factions detached to the joint ventures by obtaining the help of emotionally intelligent leaders. Partners who relate to the level of emotional intelligence will communicate not only openly, but will also work together naturally.

5. Culture of inclusion and belonging

In order to establish an inclusive work environment, employees must first become aware of their own emotions. Once the leaders know and successfully confront hidden and open prejudices, they will be able to actively promote inclusion and diversity in the organization.

Building emotional intelligence in the development of leadership: proven strategies

Over the years, I have developed many L&D strategies to help myself work with the development of emotional intelligence among the leaders in a very practical way that has always worked. If you are a professional in the field of learning and development that aims to strengthen the leadership program, I recommend these strategies to launch a new course.

Comparative assessment and analysis

Start with verified tools. These provide a source of data to managers and help them become aware of their development opportunities for emotional intelligence.

Simulation based on a scenario

Create real and emotionally loaded scenarios via connection simulations, role -playing games and virtual coaching powered by AI. These are platforms to safely practice the expression of his emotions and understand the feeling of others.

Executive coaching

Individual coaching is always one of the best interventions in the development of emotional intelligence. Match the leaders with certified coaches that focus on the development of emotional competence.

Peer learning circles

The establishment of peers groups that are organized in such a way that their members, mainly leaders, can have a conversation to discuss emotionally difficult leadership situations. In turn, this will make it more possible that imperfections are rationalized and that errors are neither punished nor hidden.

Continuous reflection

Motivate managers to write a newspaper and exercise to be reflected as an integral part of their leadership experience. These activities are necessary because the leaders who keep a trace of their feelings tend to develop the emotional skills that are acquired over time.

Integration with performance measures

Connect the targets of emotional intelligence to performance measurement systems. Leadership will notice that IS is their absolute priority if it is monitored, spoken and recognized.

Emotional intelligence for the leaders of the post-pandemic era of the hybrid workplace

We direct in various contexts after 2020. The digital technology that envelops the world and the world pandemic made it necessary for managers to adapt to the main hybrid work environments and also to direct through digital platforms and the management of changes that never cease. The ability to understand us and regulate yourself and relate to others is the essential quality of leadership in the context described.

In situations where there is no face -to -face communication, we lose the possibility of expressing information by non -verbal means, and there are also frequent misunderstandings. An emotionally intelligent leader uses direct communication, empathy and the establishment of confidence as the tools of success which are very essential to develop a team practically. Speaking of the talent market, socially intelligent leaders are those who can best win / keep / hire first -class staff in a timely manner.

20 -year -old final reflections on the field

Whether it is to guide high potential leaders or develop training programs on a global scale, one thing has always been obvious: emotional intelligence within managers is what really propels an individual to exemplary leadership skills and ultimately a large company. As L&D professionals, it is necessary to quickly pass the treatment of emotional intelligence as a gentle skill to recognize it as a first -rate management capacity, a capacity which not only triggers motivation in the workplace but also improves the culture and success of the company.

Retain

If your leadership program is built solely on cognitive skills, it's a good time to make a change. The objective of any L&D strategy should revolve around the emotional intelligence of leaders – not simply as an supplement but as the pillar. The reason is that when the leaders are open and direct empathy, awareness and authenticity, success is fast approaching for the entire organization.