Leadership EQ

Emotional Intelligence (EQ) competencies, first identified by psychologist Daniel Goleman, PhD., are proven to be the strongest predictors of job performance. This intermediate-level program helps leaders practice and grow their self-awareness, self-regulation, empathy, motivation, and social skills. It also creates opportunities for learners to reflect on strengths and gaps in their leadership competencies and offers strategies for growth.

TOPIC: Leadership
LEVEL: Intermediate
Core Skills & Behaviours​

Five Dimensions of Emotional Intelligence

  1. Emotional Awareness: Through reflection, strong leaders can identify and process the strong emotions they experience. This practice helps leaders to respond calmly and intentionally rather than reactively.
  2. Self-regulation: Leaders who are aware of their emotions can begin to regulate them by observing patterns and triggers in their responses to challenging people or events. They can stick to their values even when it’s hard.
  3. Motivation: Emotionally intelligent leaders can identify and challenge their “fixed mindset triggers” to sustain motivation through difficult tasks.
  4. Empathy: Leaders can put empathy into action by detecting the development needs of their team members and helping them grow through feedback and coaching.
  5. Social Skills: Leaders can balance “task orientation” with “relationship orientation” by re-stating goals and asking others for input in tense moments. They can also facilitate healthy conflict that leads to win-win outcomes.
Snippet Title Topic Covered


A Bold Request

Illustrates the importance of identifying and processing strong emotions through reflection before responding to challenging situations. Presents self-awareness as the foundation of EQ.


The Big Rejection

Building on the theme of self-awareness, shows that leaders can disrupt emotional patterns and regain control of their responses through mindfulness.


The Controversial Initiative

Illustrates the importance of moving beyond self-awareness and toward self-regulation in emotionally tense situations.


The New VP

Through an ethical dilemma, shows how self-regulation includes visibly sticking to values and ethical standards, even when it’s difficult.


Me, A Mentor?

Shows that motivation, a key EQ competency, is sometimes negatively impacted by a fixed mindset. Suggests that leaders identify and challenge their fixed mindset triggers.


We Did It!

Encourages leaders to transmit their motivation to their team through effective recognition and the celebration of successes.


Caught Off Guard

Shows how leaders can put empathy into action by detecting the development needs of others and helping them grow their skills through feedback and coaching.


Better Alignment

Provides strategies for listening with empathy, including the use of open questions and clarifying questions, listening deeply, and refraining from judgement.


Quality vs Timeliness

Highlights the tension between task-oriented and relationship-oriented leadership. Suggests that re-stating goals and asking for input can preserve collaborative relationships in tense moments.


The Stalemate

Shows how leaders should apply social skills in order to encourage healthy conflict, debate, and discussion on their teams and facilitate win-win resolutions.

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