Empathy at work: Closing the EQ gap

Thank you to the 500+ subscribers who joined after my first newsletter—your support has been truly overwhelming, and I’m deeply grateful. It’s clear there’s a strong appetite to learn more about emotional intelligence (EQ), especially its role in leadership and personal growth.

At the start of this year, I’ve received a number of queries from organisations and leaders seeking support to invest in EQ skills for their teams—particularly for those struggling with self-awareness, empathy, and interpersonal effectiveness. I’ve personally tested many of these strategies throughout my own leadership journey in the corporate and philanthropic world, so I’ve truly “walked the talk.”

Recent events have also highlighted the importance of empathy and action. Recently, BNY Mellon in Wexford announced that 310 jobs are at risk with the office set to close. As a previous co-site leaderandwho was dedicated to growing and engaging staff within the organisation and the external community, this news has impacted me and the whole community deeply with concerns for all involved. Now more than ever, it’s a time for empathy, collaboration, and decisive action.

Local stakeholders—politicians, media, academia, training institutions, the IDA, and leaders within the organisation—must come together to ensure this highly skilled workforce has access to opportunities. Emotional intelligence will be critical in navigating this transition with care, understanding, and a focus on solutions.

Low emotional intelligence (EQ) continues to challenge many leaders, manifesting as poor self-awareness, lack of empathy, and weak interpersonal skills. These deficits can lead to disengaged teams, high turnover, and strained organisational culture. But here’s the good news: EQ can be developed with the right support and you can "Train your Brain".

Drawing on the Emotional Capital Report (ECR) framework from RocheMartin ,insights from empathy advocate Mimi Nicklin, and recent findings from the World Economic Forum (WEF), this article explores how leaders and individuals can strengthen their EQ and intrapersonal skills for a greater impact.

Why EQ is the Future of Leadership

As highlighted in the latest Future of Jobs Report from the World Economic Forum, the rise of AI and digital technologies is reshaping the global workforce. While technical skills like data literacy, programming, and AI adoption are critical, they cannot stand alone. Emotional intelligence—self-awareness, empathy, adaptability, coaching and relationship skills—must be built into skill development strategies to ensure long-term success.

AI and automation may streamline processes, but the human touch is irreplaceable in fostering trust, creativity, and meaningful connections. Leaders must prioritise EI as a complementary skill to digital capabilities, enabling teams to navigate change, innovate, and work collaboratively in an increasingly tech-driven world.

By integrating EQ into the broader framework of skill development, organisations can build not only a future-ready workforce but also one that thrives in uncertainty with resilience and emotional agility.

Leaders with high EQ are better equipped to navigate these changes. Martyn Newman, author of Emotional Capitalists: The New Leaders, emphasises that EQ drives trust, engagement, and resilience. Similarly, Mimi Nicklin, author of Softening the Edge, highlights that empathy fosters innovation and psychological safety, which are essential for thriving in today’s fast-paced environments.

Common Signs of Low EQ in Leaders

• Difficulty handling criticism.
• Micromanaging tendencies.
• Limited self-reflection or accountability.
• Lack of genuine interest in team members’ challenges.

These behaviours erode trust, reduce morale, and create resistance to change.

5 Practical Tips to Strengthen EQ and Intrapersonal Skills

1. Self-Awareness Reflect on your emotional triggers. Journaling, mindfulness, or using tools like the ECR assessment can help identify strengths and growth areas. Use the Feelings Wheel referenced in last week's newsletter to better label emotions—a crucial step in emotional regulation.
2. Empathy Practice Actively listen to understand others’ emotions. Mimi Nicklin recommends asking, “What do you need from me right now?” to create a safe space for conversations in the workplace or at home.
3. Self-Control Take a pause before reacting to emotionally charged situations. Techniques like Box Breathing or stepping away briefly help regulate immediate impulses.
4. Adaptability Reframe challenges as opportunities to learn and innovate. Adam Grant's book Think Again encourages leaders to think like scientists. Instead of seeing setbacks as failures, view them as experiments that offer valuable data. For example: When facing a roadblock, ask yourself, "What’s one thing I learned from this situation that I can apply moving forward?" Remember emotions are signposts and you don't have to act on them.
5. Build Relationships Intentionally Strong relationships start with how you relate to yourself. The way you speak to yourself directly influences your emotions and, ultimately, how you interact with others. Shifting your self-talk from judgmental to reflective can have a profound impact on your emotional state and relationships. For example, instead of saying, "I’m frustrated," try reframing it as, "I feel frustrated because..." This subtle change acknowledges your emotions without letting them define you, creating space for clarity and intentionality. It’s a practice in emotional self-regulation, which is foundational to empathy and collaboration.

Similarly, when communicating with others, use “I” statements to express emotions constructively, such as:

• "I feel overwhelmed because of the competing deadlines."
• "I feel concerned about how this change might impact our timeline."

This approach reduces defensiveness, invites dialogue, and builds trust by focusing on shared understanding rather than blame.

6. Addressing Blame Cultures

At times and especially where there are job lay offs, blame cultures can easily emerge as individuals seek to assign fault for difficult circumstances. This environment erodes leadership effectiveness by fostering fear, defensiveness, and disengagement while stifling innovation and collaboration. Overcoming blame culture requires leaders to foster accountability and empathy, focusing on shared goals and creating a psychologically safe space for teams to process and adapt. Encouraging open communication, recognising contributions, and offering support during transitions can transform challenges into opportunities for growth and resilience.

Your Leadership Edge: Leveraging EI

The WEF findings align with the Emotional Capital Report’s focus on self-knowing, self-control, empathy, and adaptability as critical leadership competencies. Individuals who cultivate these skills drive engagement, retain talent, and build resilient organisations.

As a panellist in the County Wexford Chamber Skillnet Transition Coaching Programme, I’ve witnessed first-hand how prioritising EI can empower leaders to navigate transitions effectively. Whether you’re leading a team through change or managing your own career evolution, EI provides the tools to thrive.

If you are a business based in Wexford and interested in engaging with the Career Transition Coaching program for you or your business find out more here: County Wexford Chamber Skillnet Transition Coaching Programme)

What Next?

If low EQ or poor intrapersonal skills are holding back your leadership or your team’s potential, let’s connect. I offer ECR assessments and bespoke coaching and training to help leaders develop the emotional intelligence needed to lead with impact.

If you are struggling with future choices and need coaching, please reach out. Having gone through redundancy myself, I understand the emotional and practical challenges it brings. My experience, combined with my focus on emotional intelligence, equips me to support you in navigating this transition and identifying new opportunities.

What’s your biggest takeaway from this article? Share your thoughts in the comments below, and don’t forget to subscribe for more insights on emotional intelligence. Thank you for your continued support.