Emotional intelligence is the foundation of effective leadership. Lifelong learning and cross-cultural communication intelligence are essential components of this journey. And yes, it starts with self-awareness—understanding our triggers and managing our reactions, especially in diverse cultural and hybrid contexts. Many people struggle to truly listen because they're not in tune with why they do what they do, how they behave, and what drives their conscious and unconscious responses. In teams, showing appreciation and recognizing diverse perspectives can bridge gaps and foster an inclusive environment. Continuous self-assessment ensures our messages are clear and our assumptions are minimized.

I recall a CEO telling me "Every day my team arrives at work and they look at me to see what mood WE are in". Here is an example of someone thinking about the power of emotional contagion. We all have off days but refining a version of yourself to project as a leader has obvious ripple effects on your team and their levels of optimism and wellbeing.

Self awareness is a great place to start as a leader. I ask people to reflect on the impact they have on others, different situations and also themselves. All of that defining and leading to an individuals professional brand. Is their brand what they need it to be? If not, what can they do to change their brand leading to a greater/improved impact. Leaders who develop or have a good level of self awareness will recognize how to handle different situations and people. They will be willing to learn from their mistakes and be open to genuine feedback. And let’s face it, even the best leaders make mistakes, but how they handle those mistakes can have a huge impact on others and their own brand.

It's extremely important to do a self-assessment to determine what the situation actually is verses how you feel about it. The self-assessment can consist of questions such as: Is my message getting lost in my delivery and or tone? I am clear about how I want to want to be communicated with? Have I made assumptions that I have not communicated with my team? These questions can help you develop best practices to improve communication and strengthen your emotional intelligence.

La práctica de la empatía resulta un elemento fundamental para construir "relaciones poderosas", así como para "generar condiciones" que permitan un abordaje constructivo ante momentos de desencuentro. Para articular este proceso, hay un ingrediente básico: la "escucha activa". La atención plena al otro, sea miembro de nuestro equipo o de cualquier otro stakeholder, supone una muestra de respeto y nos permite identificar con mayor definición aquellas necesidades y expectativas de todas estas personas.-

Desarrollar la empatía dentro de un equipo es un proceso que implica tanto habilidades individuales como dinámicas grupales, tales como: 1. Fomentar la auto-reflexión tanto en auto conciencia, como en auto-regulación. 2. Practicar la escucha activa, a través de escuchar con atención y del parafraseo. 3. Realizar ejercicios de perspectiva tales como: Role-playing e historias compartidas. 4. Promover el feedback abierto y honesto. 5. Modelar el comportamiento empático incluye reconocimiento y recompensa. 6. Desarrollar actividades de equipo: team building y Voluntariado. 7. Formación en inteligencia emocional y Sesiones de coaching.

Don't just practice empathy to make people feel better, though that helps. Do it so you can understand how to work best with others, to know what they need and what helps them.

The top down approach is very important towards building enhanced communication for clear, compassionate and responsive communication. Whilst leaders should make themselves approachable by effective listening to their team members to build diverse ideas of understanding. More-so-ever making them feel wanted and to contribute which in turn strengthens relationships.

Communication is one of the key aspects that is shaping the world especially speaking from a business perspective. As a leader being able to clearly convey messages to your employees is key to success of the whole company. In addition it might not only help in success but also defining purpose and establishing meaningfulness of work in the business environment.

Early in my corporate consulting career, I wasn't getting the results I expected from my project team. After a while, I realized I was communicating in only "one-direction", I wasn't paying FULL attention, and I was discounting the nuances of body language. Finally, I recognized my team did not feel heard -- probably because I wasn't listening the way I should have been.

La communication est la clé pour la réussite d'une entreprise quelque soit sa taille. Cependant, il est indispensable que toute les parties puissent être impliquées. La communication doit être ascendante et descendre, les points de vue des uns et des autres ne doivent pas être négligés.

Communication is a cornerstone of anything. Think about it - in a foreign country with a different language...you try to figure out words to help you adapt and thrive with ease. What "codes or words" are you trying to understand that will enhance the other person's experience. If they are coming to collaborate - make sure you don't start critiquing. If someone wants to celebrate - be careful if you're clarifying success as if may seem like debbie-downer. If it is time to care...don't try to collaborate and solve a problem. Just listen! Don't listen to figure out your next words...listen to hear their words!

Thomas Erikson's book titles say it all 'Surrounded By Idiots', 'Surrounded By Psychopaths' .... Emotional Intelligence starts when we understand, have respect and encourage people to continue to be the different people they always were rather than try and change people to fit our own ideas.

Effective communication is the key based on my experience yet, made complicated. Communicate effectively, talk to your team, inspire your team, and correct them where necessary. Build strong relationships. Lack of transparent communication raises ambiguity and team looses focus and trust. Just be transparent and keep your objective clear i.e., you are looking at building a good rapport for greater teamwork and productivity. I do not try to keep changing people, focus on the social skill required and comprehend.

Create opportunities for team members to connect on a personal level, such as team-building activities or informal gatherings, to build trust and understanding. Encourage open dialogue and active listening in meetings to ensure everyone feels heard and valued. Model respectful behavior by acknowledging diverse perspectives and addressing conflicts constructively. By fostering a culture where respect and camaraderie are prioritized, you help create a positive team environment that enhances collaboration, morale, and overall effectiveness. This approach not only strengthens relationships but also boosts team performance and satisfaction.

Die Förderung sozialer Fähigkeiten ist für mich als Führungskraft unerlässlich, um gesunde Teambeziehungen aufzubauen und zu pflegen. Soziale Fähigkeiten im Zusammenhang mit emotionaler Intelligenz bedeuten, sich in sozialen Komplexitäten zurechtzufinden und Beziehungen zu anderen aufzubauen. Ich ermögliche Teaminteraktionen, die Respekt und Kameradschaft fördern. Durch die Organisation von Teambuilding-Aktivitäten und die Förderung informeller gesellschaftlicher Veranstaltungen helfe ich meinen Teammitgliedern, sich auf persönlicher Ebene zu verbinden, was die Teamarbeit und Produktivität verbessert.

The key to developing and fostering good social skills is to know your team and their personalities. Throughout the year you need to ensure that everyone experiences their comfort zone to allow them to be their best authentic self.

It is crucial to recognize that managing emotions is not the same as suppressing or denying one's emotions. An emotionally intelligent leader recognizes that an emotion is simply a data point and not necessarily a reflection of who they are as a person. All emotions can provide helpful context and data - what's important is what we choose to do with that information. An effective leader will often engage in mindfulness and choose to be more intentional about how they respond to emotional triggers. Self regulation can involve both acknowledgement of the emotion and a healthy response. It's ok to feel angry, but feeling angry does not mean one needs to respond with anger. That nuance is key. Everyone has a choice in how they choose to respond

We can't control what coming to us, but you will be able to fully control your response. Ability to control your response will lead you to manage your team well.

Developing emotional intelligence is such an important topic and a must do for every leader. As well a complex topic that is difficult to capture in a small comment , such as this one. But as a top priority is definitely managing emotions, be a master of your own emotions and help your team members do the same. This is also why leadership comes with super responsibility. As leaders, we need to remember that we have in our ownership shaping people’s future, helping them develop further. We continue the work of parents and teachers. So as leaders we absolutely need to make sure we own our personality, control our emotions and create a safe environment for our teams to explore, share, grow, fail, express their emotions, master their emotions

Les émotions nous apportent des informations cruciales. La peur nous permet de préserver notre sécurité; la colère, de comprendre qu'un obstacle se dresse sur le chemin qui nous sépare du but; la tristesse, qu'il y eu ou il y aura une perte ou une séparation; la joie, que nous avons satisfait un besoin ou une valeur. Dès lors, nous avons intérêt à accueillir nos émotions et à les questionner. La difficulté réside dans l'expression de nos émotions qui peut être parfois perçue comme agressive. Pour cela, je recommande le schéma de la Communication Non-Violente : "Il s'est passé X qui a provoqué chez moi Y. Mon besoin est Z. Je te demande donc, à l'avenir, d'adopter tel comportement. Merci de m'avoir écouté."

Emotional management is crucial for maintaining a stable team environment. Learn to recognize and regulate your own emotions first. Stay calm under pressure. Take deep breaths when feeling stressed. Step back from heated situations to gain perspective. Develop healthy coping mechanisms for frustration or anger. Encourage your team to express emotions appropriately. Create a safe space for sharing feelings. Address negative emotions promptly and constructively. Help team members find positive outlets for stress. Teach stress management techniques. Lead by example in maintaining emotional balance. Remember that it's okay to show vulnerability sometimes. This demonstrates authenticity and builds trust.

Algunas claves para predicar con el ejemplo e inspirar a los miembros de tu equipo a desarrollar su propia inteligencia emocional (IE): 📌Demuestra los comportamientos de IE que quieres que tu equipo adopte; ✍️empatía, ✍️comunicación efectiva y, ✍️resolución de conflictos. 📌Los miembros del equipo, necesitan tiempo para aprender y crecer. 📌Enfócate en los aspectos positivos de tu equipo y celebra sus éxitos. 📌Háblales sobre tus valores y expectativas en cuanto a la IE. 📌Trátalos con respeto, incluso cuando cometan errores. 📌Demuestra cariño, que los aprecias y los apoyas. ✅Al liderar con estas claves, puedes crear un ambiente de trabajo más positivo y productivo donde todos se sientan valorados y respetados. Éxitos👍

Demonstrate emotional intelligence in your own behavior by staying calm under pressure, handling conflicts with composure, and responding thoughtfully to feedback. Your approach to managing your own emotions sets a standard for your team, showing them how to navigate challenges with professionalism and empathy. When you handle stress and setbacks gracefully, you encourage your team to adopt similar behaviors. Share your strategies for emotional management openly, and support your team in developing their own skills. By modeling emotional resilience and constructive responses, you foster a positive and supportive team environment, strengthening relationships and improving overall team cohesion.

Leading by example involves demonstrating the values, behaviours and work ethics you expect from others and leading with authenticity and integrity. One needs to be true to oneself, maintaining transparency and acting with honesty. By embodying these principles, you build trust among the team and inspire others to follow suit; fostering a culture of accountability.

Leading by example is one of the best skills to influence your team for improved productivity. When you lead by doing, team members can better appreciate a good working culture and also take action and initiative to lead. Leading by doing drives productivity and innovation within the team

Staff/team members are human beings: mothers, fathers, sons, daughters - they are NOT their job titles. Therefore, use a human-centered approach to interacting with those you ‘9 to 5’ with. ❤️⭐️

To enhance team relationships by developing emotional intelligence as a leader, focus on building resilience by viewing setbacks as learning opportunities and supporting your team through challenges. Promote self-regulation by offering tools for managing stress, and cultivate conflict resolution skills to address disputes constructively. Encourage personal growth through development opportunities and celebrate diversity to enrich team dynamics. Model ethical behavior to build trust and facilitate open dialogue to ensure honest communication. These practices collectively strengthen relationships and foster a collaborative work environment.

It's critical to maintain meaningful connection with all of your stakeholders while ensuring you are emotionally mindful in all your endeavors as a business unit leader. Emotional intelligence will allow you to not only prevent disruption in corporate relationships but will more importantly help protect each through deliberate and open minded conversations that are oftentimes missed out when outputs are largely a discussion of KPI trends and or gaps.