Emotional Intelligence: The Leadership Skill That Drives Performance, Trust, and Culture

Technical expertise might get you into a leadership role, but emotional intelligence (EQ) is what determines whether people will follow you, stay engaged under your leadership, and perform at their best. In today’s workplace where burnout, rapid change, and evolving employee expectations are the norm, EQ is no longer a “soft” skill. It’s a measurable, trainable capability that directly impacts decisions, relationships, communication, and culture.  

So what exactly is emotional intelligence, and what does it require or leaders who want to grow it with intention?  

EQ Starts with You: Self-Awareness and Regulation 

Leaders set emotional tone, sometimes without realizing it. A leader who enters a room, anxious or frustrated shifts the entire atmosphere, even if they never say a word. That’s why emotional intelligence begins with self-awareness. It is the ability to identify and understand your own emotions and how they influence your words, actions, and decisions.  

But self-awareness alone isn’t enough. Leaders must also develop emotional regulation, which is the ability to manage emotions effectively in service of a desired outcome. Regulation isn’t suppression. It’s choosing how to respond rather than reacting impulsively based on anxiety, frustration, or stress.  

Growth Questions for Leaders: 

1. Can I name what I’m feeling in the moment? 

2. Do I understand what triggered it? 

3. Can I choose my response rather than defaulting to a reaction?  

Trust is Built Through Vulnerability and Authenticity 

Contrary to outdated leadership beliefs, strength is not defined by emotional distance. Teams trust leaders who are real, honest, and willing to admit what they don’t know. Vulnerability often gets mistaken as oversharing, but it’s actually transparent communication that shows humility and builds psychological safety. When leaders own their mistakes, ask for input, and explain the “why” behind decisions, trust increases and defensive behavior decreases.  

Growth Questions for Leaders: 

1. Do I admit when I’m wrong or unsure, or do I protect my ego? 

2. Does my team feel safe giving feedback or sharing concerns? 

3. Do I explain decisions, or just expect compliance? 

Empathy Is the Bridge Between People and Performance 

Empathy is not about fixing people’s problems or agreeing with their emotions. It’s about acknowledging their experience and demonstrating that you are listening and understanding what they are navigating. Empathy allows leaders to respond effectively and build stronger collaboration, especially during periods of stress or change.  

Growth Questions for Leaders:  

1. Do I listen to understand, or listen to reply?  

1. Can I recognize emotional cues in others, even without words? 

1. When someone struggles, do I rush to fix it or do I first acknowledge how they feel? 

Resilience and Gratitude Drive Emotional Reframing 

Emotionally intelligent leaders know how to reset themselves and their teams. They practice gratitude not as performative positivity but as a grounding tool to reframe perspective during difficult moments. They normalize challenges, reinforce effort, and help their teams maintain perspective after setbacks. This builds the ability to recover, adapt, and move forward with intention rather than fear.  

Growth Questions for Leaders:  

1. Do I dwell on setbacks, or help others see the opportunity to grow?  

2. How do I intentionally reinforce progress or wins with my team? 

3. Do I contribute to burnout or help counter it with meaningful recognition?  

Culture Is Modeled, Not Mandated 

Leaders don’t build culture with slogans or value statements, they shape it through consistent behavior. The emotional habits leaders model daily (how they speak, respond to stress, handle mistakes, recognize effort, treat others, etc.) signal what is truly valued in the organization. High EQ leaders know they are culture carriers, whether intentionally or not.  

Growth Questions for Leaders:  

1. Do my actions reflect the values I communicate?  

2. What emotional tone do I consistently model?  

3. If my team mirrored my behavior consistently, would I be proud of the culture that resulted?  

Final Thought: EQ Is Not a Personality Trait, It’s a Leadership Discipline 

Emotional Intelligence isn’t about being extroverted, overly positive, or “soft”. It is a strategic leadership competency that affects every outcome that matters: decision quality, team engagement, retention, innovation, and trust.  

Leaders don’t need to have all the answers, but they do need to lead with emotional clarity, regulate their presence, respond with empathy, and shape environments where others can thrive. Growing EQ is not about becoming someone different. It’s about becoming a more intentional version of who you already are. Because every small choice builds the kind of leader that people want to follow, and the kind of culture people want to be a part of.  

Julie Rohrer is an organizational development consultant for Synchronicity, dedicated to helping businesses strengthen their culture, develop leaders, and optimize performance. With a master’s in organizational psychology, Julie partners with organizations to design strategies that drive employee engagement, improve team dynamics, and support sustainable growth.

Her work at Synchronicity blends research-backed tools with a practical, people-first approach, ensuring leaders and teams have what they need to thrive in today’s demanding workplaces. Julie specializes in areas such as change management, leadership development, emotional intelligence, and workplace culture, with a passion for creating environments where both people and businesses succeed.

This article originally appeared on HFTP.