Why Emotional Intelligence is the Foundation of Great Leadership
In today’s workplace, leaders are expected to be more than just skilled decision-makers—they’re also mentors, team-builders, and navigators of complex human interactions. Emotional Intelligence (EQ) has become a game-changer in defining effective leadership. Beyond technical skills and experience, EQ shapes how leaders manage people, foster collaboration, and create a culture where ideas and innovation can thrive.
The challenge? Many executive searches are still focused on qualifications, experience, and achievements, leaving EQ in the background. But when EQ is overlooked, organisations risk hiring leaders who may excel in strategy but struggle with interpersonal dynamics, team cohesion, and navigating the cultural elements that keep companies thriving.
So, how can we ensure that emotional intelligence becomes a critical part of our executive search process? How can we identify and assess these essential skills to find leaders who will not only drive results but also inspire teams and create a positive workplace culture?
Why EQ Matters in Leadership
At Ambrose & Bell, we’re advocates for emotionally intelligent leadership because we’ve seen its impact firsthand. When leaders demonstrate EQ, they bring a whole new level of value to the organisation. Here’s why:
Fostering Collaboration
High-EQ leaders know how to connect with people. They understand that each individual on the team brings a unique perspective, and they work to create an inclusive environment where everyone feels heard. Emotional intelligence allows leaders to read between the lines, tune into unspoken dynamics, and address team needs in a way that fosters collaboration. In fact, studies show that teams led by emotionally intelligent leaders are 20% more effective at meeting their goals.
Managing Conflict with Confidence
Conflict in any workplace is inevitable, but how it’s handled makes all the difference. Leaders with high EQ recognise early signs of tension and know how to navigate difficult conversations without letting things escalate. Rather than imposing solutions, they listen, empathise, and find common ground. This proactive approach to conflict resolution maintains trust within the team and keeps everyone focused on shared objectives rather than divisive issues.
Inspiring Innovation
Emotionally intelligent leaders create an environment where team members feel safe to take risks, propose new ideas, and think outside the box. They see mistakes as opportunities for growth and learning. By encouraging openness and trust, high-EQ leaders foster a creative atmosphere that’s essential for innovation. Google, for instance, attributes much of its innovation to its culture of “psychological safety,” where EQ-driven leadership practices are prioritised.
How to Assess EQ in Executive Candidates
Finding leaders with high EQ isn’t about guessing or gut feeling—it’s about using structured approaches that reveal a candidate’s emotional intelligence in action. Here’s how we do it:
1. Behavioral Interview Questions
Behavioural questions help uncover how candidates have handled challenging situations in the past, giving insight into their EQ. For example:
Tell us about a time when you had to mediate a conflict within your team. What was your approach? This question reveals their ability to handle conflict with empathy and tact.
Can you describe a situation where you received feedback that was difficult to accept? How did you respond? This question sheds light on their openness to learning, humility, and resilience.
By analysing responses to these questions, we get a sense of how the candidate approaches relationships, communication, and personal growth.
2. Psychometric Assessments
Psychometric assessments, such as the Emotional Quotient Inventory (EQ-i) or the Mayer-Salovey-Caruso Emotional Intelligence Test (MSCEIT), offer quantifiable data on a candidate’s EQ. These tools measure facets like self-awareness, empathy, emotional regulation, and relationship-building—traits that are essential for effective leadership. These assessments are reliable and provide us with clear insights into a candidate’s emotional landscape.
3. 360-Degree Feedback from Past Colleagues
One of the most insightful ways to understand a candidate’s EQ is to gather feedback from people who’ve worked with them in various capacities—peers, direct reports, and supervisors. A 360-degree review provides a comprehensive view of the candidate’s ability to collaborate, communicate, and foster relationships within an organisation.
For example, if multiple sources mention that the candidate is approachable, handles feedback gracefully, or is a calming influence in high-stress situations, it’s a strong indicator of high EQ. This feedback also helps verify how a candidate’s self-assessment aligns with the views of those they’ve worked with.
4. Scenario-Based Exercises
Another practical way to gauge a candidate’s EQ is to simulate real-life situations through scenario-based exercises. Presenting the candidate with a challenging leadership scenario allows us to observe their immediate reactions and decision-making processes.
For instance, you could present a scenario where two key team members are in conflict, impacting a high-stakes project. Ask the candidate to outline how they would handle the situation, focusing on resolution techniques, empathy, and maintaining team morale. Their approach reveals their ability to navigate complex interpersonal dynamics.
5. Analysing Non-Verbal Cues During Interviews
Sometimes, it’s not just what a candidate says but how they say it that reveals their EQ. Non-verbal cues like eye contact, body language, and tone of voice provide insight into their empathy, attentiveness, and self-confidence. A candidate who actively listens, maintains open body language, and engages thoughtfully with interviewers shows a level of EQ that words alone can’t convey.
Incorporating EQ into the Leadership Search Process
Bringing EQ into the executive search process is about more than finding candidates who check the right boxes on paper. It’s about identifying individuals who will inspire, adapt, and drive positive change. Here’s how we can make it a central part of our search:
Define EQ as a Core Competency
Incorporate emotional intelligence as a non-negotiable quality for leadership roles, much like technical expertise or years of experience. When EQ is included as a core competency in the role profile, it sets clear expectations from the start, both for the hiring team and the candidate.
Set Clear Evaluation Criteria
Develop a framework for assessing EQ that’s specific to your organisation’s needs. Not all high-EQ leaders are the same; some may be more suited to team-building, while others excel in conflict resolution. Identify which aspects of EQ are most valuable for the role and set targeted evaluation criteria.
Engage in Collaborative Evaluation
Involve a range of stakeholders in the EQ assessment process, from HR and recruitment teams to potential peers and reports. A collaborative evaluation ensures that the candidate’s EQ is assessed from multiple perspectives, leading to a balanced and comprehensive understanding of their interpersonal skills.
Provide Ongoing Development Opportunities
EQ isn’t static; it can be developed and refined over time. Once an emotionally intelligent leader is onboard, offer resources and training to help them continue building their EQ. Workshops, coaching sessions, and feedback loops are valuable ways to support leaders in their growth journey, ensuring they continue to add value long after they’re hired.
The Future of Leadership is Emotionally Intelligent
As we move forward, EQ will play an increasingly pivotal role in determining the effectiveness of leaders at every level. The evidence is clear: leaders who excel in emotional intelligence are more adaptable, empathetic, and skilled at fostering an environment where everyone can thrive. They’re the kind of leaders who not only navigate change but inspire others to embrace it.
At Ambrose & Bell, we’re committed to identifying these high-EQ leaders who bring both skills and heart to their roles. We understand that true leadership extends beyond technical know-how; it’s about creating connections, resolving challenges with empathy, and leading with vision and integrity. By making EQ a priority in our executive search process, we’re helping organisations build stronger, more resilient teams—teams that are ready to tackle tomorrow’s challenges with optimism, collaboration, and enthusiasm.
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