The New Leadership Paradigm: Why Emotional Intelligence is the Key to Success

Traditional models of leadership, which emphasise stereotypically masculine traits like assertiveness, dominance, and aggression, are no longer the most effective for leadership. Tomas Chamarro-Premuzic, author of ‘Why Do So Many Incompetent Men Become Leaders’, writes in an HBR article of the same name that “the mythical image of a “leader” embodies many of the characteristics commonly found in personality disorders, such as narcissism (Steve Jobs or Vladimir Putin), psychopathy (fill in the name of your favorite despot here), histrionic (Richard Branson or Steve Ballmer) or Machiavellian (nearly any federal-level politician) personalities. The sad thing is not that these mythical figures are unrepresentative of the average manager, but that the average manager will fail precisely for having these characteristics.”

And yet, people often use the same language for leadership as they have in the past, such as requiring “bold, brave, tough leaders with a clear vision and sense of resolve”. This paradigm does not work because today’s workforce does not accept the autocratic style implied by this language.

Highlighting the urgency for a leadership shift, a recent Allianz Australia report reveals a concerning trend: nearly half (48%) of surveyed Australian employees report feeling fatigued and burnt out in their current roles.  Furthermore, over a third (36%) say they're likely to leave their current organisation within the next year.

Central to these challenges is that “nearly a third (31%) of surveyed employees reported feeling a lack of compassion from their manager towards their personal circumstances and how they impact their work.”

Employees expect leaders who prioritise their well-being and create a culture of empathy and understanding.  The old model of the emotionless, confident leader is giving way to a new ideal: one that fosters trust and psychological safety, where employees feel supported and valued as individuals.

The rise of a more collaborative workforce compels leaders to adapt to new demands. These include:

• Transparency and Open Communication: Gone are the days of leaders keeping information close to the vest. Today's employees thrive on transparency and open communication. Leaders must explain decisions, share relevant information, and encourage honest feedback to build trust and engagement.
• Psychological Safety and Vulnerability: Micromanagement stifles creativity, but so does a fear of making mistakes. Leaders who foster psychological safety, where employees feel comfortable taking risks and admitting errors, create an environment where innovation can flourish.
• Agility and Adaptability: The pace of change is relentless. Leaders need to be adaptable and willing to pivot strategies as needed. They should encourage agility within their teams, empowering employees to learn new skills and embrace change. This includes helping team members to master emotional agility.
• Work-Life Integration and Well-Being: Burnout is a real problem. Leaders who prioritise employee well-being by promoting work-life integration and offering flexible work arrangements demonstrate genuine care for their teams. This, in turn, boosts morale and reduces turnover.
• Mentorship and Development: Employees crave opportunities to develop their skills and advance their careers. A LinkedIn study found that 94% of employees would stay at a company longer if it invested in their careers. Leaders who champion growth by offering mentorship, coaching, and recognition will inspire and retain top talent.

The Winning Formula: Operational Excellence + Emotional Intelligence

New demands necessitate a leadership style that blends emotional intelligence with operational excellence. While strong technical skills and strategic vision remain crucial, today's leaders must also possess a high degree of emotional intelligence.

Emotional intelligence refers to the ability to understand, use, and manage your own emotions in positive ways to achieve your goals. It also encompasses the ability to understand, use, and influence the emotions of others.  Research has shown that emotional intelligence is a strong predictor of leadership success, even more so than technical expertise or IQ.

Here's why emotional intelligence is so important:

• Effective Communication and Collaboration: Leaders with high emotional intelligence can clearly communicate their vision and goals, fostering buy-in and engagement from their teams. They can also navigate interpersonal conflicts constructively and build strong working relationships.
• Motivation and Inspiration: Emotionally intelligent leaders can inspire and motivate their teams by recognising and appreciating individual contributions. They can also create a positive and supportive work environment where employees feel valued and empowered.
• Change Management and Adaptability: The modern workplace is in a constant state of flux. Leaders with high emotional intelligence can effectively manage change by addressing employee concerns and anxieties with empathy and understanding. They can also adapt their leadership style to meet the needs of diverse teams and changing circumstances.

By cultivating the key emotional intelligence qualities listed below, leaders can create a thriving and productive work environment:

• Emotional self-awareness – to be able to monitor and manage one’s own and other’s emotional states
• Emotional expression – ability to clearly and succinctly explain the reasons and motivations behind decisions and their impact on the team
• Empathy – understanding the needs of others
• Independence – self-reliant and emotionally resilient
• Assertiveness – clearly and inoffensively (constructively) able to speak your mind.
• Influence – ability to manage up and down and influence others to do the work you require of them.

Sharpening Your EI

There is a wealth of options available for leaders wishing to develop their emotional intelligence. However, we recommend taking a validated emotional intelligence assessment as a starting point to gain a baseline understanding of your strengths and weaknesses. This can provide valuable insights into areas for targeted improvement.

You may also benefit from seeking out a coach with strong emotional intelligence skills. Regular conversations and feedback can offer invaluable guidance and support on your emotional intelligence journey.

If you have a cohort of leaders, investing in a leadership development program specifically focused on emotional intelligence is a good place to start. These programs often involve emotional intelligence assessments, workshops, coaching, and simulations designed to hone self-awareness, communication skills, and ability to manage conflict.

Remember, leading with emotional intelligence isn't just good for your team; it's a recipe for long-term business success.

Looking to Learn More?

Since 2000, Neural Networks has been helping individuals and organisations build their emotional intelligence skills. As one of Australia’s leading professional development providers, we deliver innovative learning development programs in emotional intelligence,  leadership, sales, customer service and culture change.