Why Emotional Intelligence is as Important as Analytical Intelligence in Leadership

Introduction 

Over the last 23 years, my team and I have withstood several obstacles in the business world including the dot-com bubble, Y2K, and two housing market crashes. But none of them can compare to the avalanche of adversities that hit us in 2020—a single virus that took over the whole world. 

It is during the times of uncertainty that leaders get to truly discover who they are and what they are capable of. When the sales are high and the annual returns are good, employee satisfaction is a given. But what about when leaders have to lay off employees or teams altogether, in order to stay afloat in the face of a disaster? How do they reassure employees when they themselves don’t have any assurance about what the future looks like? How can they help employees deal with the grief of losing their loved ones to the pandemic? 

Sounds challenging; but in my experience, this is what leadership is all about. Forget about success, fame, or making money—a leader’s main focus must be to build relationships, inspire innovation, and pave way for evolution— everything else will follow. 

For this to happen, every leader should possess a core trait: emotional intelligence. 

It Is Not Just About Being “Nice” 

Being emotionally intelligent is often wrongly equated to being nice—it’s not about having a pleasant personality. "Nice” is such a two-dimensional way of describing a person. A leader is often perceived as “nice” when they put on a charming front to get their way or choose to be amicable to avoid confrontations—both are equally toxic and regressive. 

As a leader, you need to focus on channeling progress and diversity within your organization. 

Being a Leader Vs. Being a Boss 

To spearhead an organization’s success, you should clearly be able to distinguish between being a leader and being a boss: 

• A boss focuses on deadlines; a leader focuses on the goals. 
• A boss aims for instant gratification; a leader envisions the big picture. 
• A boss prioritizes profit; a leader prioritizes impact. 
• A boss evaluates employee performance; a leader evaluates employee engagement, keeping in mind their own involvement. 
• A boss gives instructions; a leader starts conversations. 
• A boss controls; a leader inspires. 

It’s up to you to decide whom you want to be—you can either be a boss who runs the show alone or a leader who sparks change through their employees and grows along with them. Once this distinction is clear, it is easier to understand the different nuances of emotional intelligence. 

Why Do Leaders Require to Be Emotionally Intelligent? 

With about 400 thousand deaths and close to 20 million lost jobs, the US is facing one of the biggest economic and emotional crises in its history. Leaders across the nation should make a conscious effort to be more supportive and appreciative of their employees as they come to terms with remote working, juggling personal and professional responsibilities, pay cuts and possible job shifts. Here’s how emotional intelligence can help leaders build teams that are designed for success: 

• Inclusive Workplaces: When a leader is unbiased and open to collaboration, their teams will be gender-neutral, diverse, and inclusive. 
• Increased Productivity: When the employees are made to feel like they are part of the organization without having to compromise on their individuality, they work harder and coordinate better across different departments and domains.  
• Higher Annual Returns: When the employees work harder and innovate better, it naturally leads to the company’s overall growth and increased annual returns. 
• Improved Employee Experience: When the company grows, so do the employees—this means better promotions, more perks, boosted morale, and motivation. 
• Higher Employee Retention: When employees feel that they are being valued and rewarded deservingly, they decide to stick around and give their 100%, and this cycle will continue. 

The 4 Pillars of Emotional Intelligence 

According to the psychologist Daniel Golemen, who authored the book Emotional Intelligence, there are four major components that pertain to the emotional quotient. Each of these pillars can help leaders improve their ability to guide and manage a team successfully: 

1. Self-awareness: As a leader, you should be able to measure your abilities and limitations; only then can you help your employees do the same: 

• Emotional Insight: You are fully aware of what triggers your emotions. Knowing what makes you angry or frustrated can help avoid escalating your anxiety or stress. 
• Realistic Self-confidence: You have a clear understanding of what your strengths and weaknesses are. This realistic perception of what you can and cannot do will help you strategize better, keeping in mind the unique challenges you may have to face down the road. 

2. Self-management: Once you have determined your emotional insight and strengths and weaknesses, the next step is conditioning yourself to manage these traits effectively: 

• Motivation: You can always motivate yourself, despite the setbacks that may come your way. 
• Resilience: You bounce back quickly from the hurdles that pull you down. No matter how many times you are knocked down, you are always ready to get back up and give it another shot. 
• Emotional Stability: You stand your ground when a crisis arises. Being calm and collected in the face of adversity is one of the most vital traits a leader requires. 

3. Empathy: The next step is to relate what the others around you are feeling: 

• Active Listening: You don’t just hear, you listen—be it an employee having a tough time adjusting or trying to explain why an error occurred—you listen objectively before drawing a conclusion. 
• Emotional Understanding: You put yourself in the shoes of others and try to think from their perspective. This gives you a better understanding of how your employees comprehend and conceive things, allowing you to make better decisions and solve problems more efficiently. 

4. Soft Skills: Finally, you should possess the people skills to guide your team with compassion and farsightedness: 

• Transparent Communication: You communicate your expectations and goals clearly. You are also open to employees giving feedback and suggesting ideas. 
• Approachability: Your employees feel like they belong in your organization as you make sure their voices are heard and concerns are addressed. 

The Need for Emotional Intelligence in the Future 

Owing to the pandemic, almost half of the businesses in the US have made a complete digital shift. 2020 was a year that escalated the demand for AI-integrated solutions to manage continuous and contactless connections. We are already at the threshold of an era where AI will take over about 700 million jobs in another 10 years. 

But what leaders and employees should keep in mind is that there are certain human traits like creativity, empathy, agility, and collaboration that can never be outsourced or duplicated. This means emotional intelligence is going to be vital for our livelihoods by 2030—in fact, it is going to be our unique selling point.  

No matter how in-depth your subject matter expertise is, or how many years of experience you have, you cannot truly lead without understanding the core component that drives businesses—the human resource. Because at the end of the day, a team cannot grow as one, if there is no overarching force that guides them, inspires them, and above all, accepts them for who they are 

I know that it’s not an easy process—there is a lot of learning and unlearning involved. But you will get there eventually, and when you do, you will feel immensely proud of your growth curve. 

Gear up. Get ready to lead with your heart.