Emotional Intelligence Is More Essential Than Ever in Today's Workplace

Everywhere I turn, leaders are talking about how AI and rapid transformation are reshaping their organizations. The speed of change is staggering. Yet through all this disruption, one truth is clearer than ever: Emotional intelligence isn’t becoming less relevant—it’s becoming indispensable.

Photo by Christina Morillo

In my work with Fortune 500 leaders and through our New Lens® platform, I’ve seen firsthand how our content and design dramatically increase self-awareness and help leaders understand the impact of their actions on others. The platform offers strategies to navigate change and build resilience so leaders can consistently show up in an optimal way—exactly what's needed in today’s challenging environment.

Why Emotional Intelligence Matters More in 2025

Thirty years ago, Daniel Goleman introduced the framework of emotional intelligence (self-awareness, self-regulation, motivation, empathy and social skills). Those principles remain the foundation. What's changed is the context in which leaders must apply them.

Hybrid work makes reading body language a matter of interpreting someone’s engagement through a screen. Decision-making happens at unprecedented speed, with incomplete information. Teams are coping with relentless change, fatigue and uncertainty. Leaders can’t rely on old playbooks; they need the capacity to stay grounded themselves while supporting others through ambiguity.

The leaders who thrive today aren't the ones with all the answers. They’re the ones who use emotional intelligence to spark collaboration, integrate diverse perspectives and create psychological safety when everything else feels unstable.

The Hidden Cost of Leading Through Change

But here’s the challenge: Even the most capable leaders are stretched thin. Change fatigue wears down energy levels and erodes emotional intelligence. When you’re exhausted, you’re more likely to miss cues, snap in conversations or slip into command-and-control behaviors that undermine trust.

This is why being intentional about developing emotional intelligence matters. It’s the anchor that helps leaders show up with steadiness when the ground beneath them keeps shifting.

Help Your Team Build Emotional Intelligence

Building emotional intelligence across your organization doesn't require extensive resources or time away from critical work. You can create meaningful development through strategic approaches that fit into existing workflows:

• Implement regular team check-ins that focus on workload and well-being.

• Provide managers with tools for giving growth-focused feedback in real time.

• Create structured reflection opportunities that help leaders understand their impact on team performance.

• Invest in scalable solutions that make emotional intelligence development accessible to all levels.

Moving Forward with Confidence

If you're feeling stretched thin, you're not alone. But by investing in your emotional intelligence, even in small ways, you’ll navigate today's changes with more confidence and build the foundation for whatever comes next.

Ready to explore how New Lens® can help develop leaders at your organization? Learn more about our platform or contact us to start a conversation about your leadership development needs.

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Don’t wait for performance to drop before taking action. Discover how the New Lens® platform helps organizations support managers with bite-sized, actionable learning—built for today’s fast-paced, high-stress environments.

How to Develop Leaders for the AI Age

Recently, MIT Sloan Management Review published one of the most important articles I’ve read on AI and leadership. In “Why AI Demands a New Breed of Leaders,” authors Faisal Hoque, Thomas H. Davenport and Erik Nelson propose that while most organizations think of AI implementation as a technical challenge, they also need leaders who can manage the “profound cultural and organizational changes” that AI brings.

Photo by Tara Winstead

They make a compelling case—one that should spark conversations for executives, HR and L&D professionals, and all of us who develop leaders. As creator of a learning platform and a longtime coach for Fortune 50 companies, I’ve identified some key priorities for organizations to keep in mind as they cultivate leaders who can bridge technical expertise and change management.

Raise Your ‘Unicorns’ In-House

The MIT article envisions a role that might be called the “chief innovation and transformation officer.” A “CITO” would combine technical knowledge with strategic vision and deep understanding of organizational psychology and culture.

That’s a rare combination of skills. But before you craft a job posting seeking a “unicorn,” I recommend a different strategy: Develop these capacities in-house. Start by identifying potential leaders who excel at big-picture thinking. Who is able to “connect the dots” between technology initiatives and broader organizational goals? They could become your most valuable asset in these times of transformational change, so it pays to invest in their learning and growth.

Break Down Silos

The most challenging part of AI transformation isn’t usually the technology itself. It’s creating an adaptable, resilient culture where innovation can flourish. More than nine out of 10 large-company data leaders feel this way, according to the MIT article.

AI is a big, complex challenge. No single leader, or single department, is going to have all the answers. In these situations, I’ve seen the power of bringing together cross-functional leadership teams who represent a variety of perspectives.

Consider building this approach into your leadership development programs. Cohorts of emerging leaders from different departments could come together both for learning and to talk about your organization’s AI goals. This kind of collaboration increases understanding and buy-in, and it helps head off resistance to change.

Big Results from Micro-learning

As we all know by now, the AI landscape changes fast. That means development for AI leaders has to be ongoing. Traditional once-a-year training programs won't cut it.

Amid rapid disruption and transformation, our clients are embracing “growth in the flow of work”: integrating learning directly into daily work processes rather than separate training events. They like the fact that their leaders can access relevant guidance anytime through micro-learning — “bite-size” lessons two to seven minutes long.

There’s a growing body of evidence about how this approach drives business results. Research from Josh Bersin, for example, shows that organizations that embed learning into everyday work are 37% more likely to be first to market with innovative products and services.

Lift Up Different Voices

I was fascinated to read in the MIT article that Zillow and Air Canada experienced significant failures in their AI implementations because leaders didn't think through strategic and organizational consequences.

This is another reason why it’s so important to break down silos, especially through leadership development programs. I believe it’s also a powerful motivation to make leadership training available to more employees. All too often, organizations that reserve leadership development for high potentials end up focusing on employees who fit the mold of their current leaders. That creates an echo chamber. Expanding access to leadership development brings more voices to the table—voices that can raise valuable concerns that others may overlook.

The Future of AI Leadership

Reimagining leadership for the age of AI doesn’t mean we’re throwing out the fundamentals: strategic thinking, relationship building, ongoing growth, weighing different viewpoints. It just means we’re using them in new contexts. Success moving forward won’t solely be a matter of which organization has the most advanced AI tools. It will also hinge on leaders who create cultures where tech capability and human wisdom work hand in hand.

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Don’t wait for performance to drop before taking action. Discover how the New Lens® platform helps organizations support managers with bite-sized, actionable learning—built for today’s fast-paced, high-stress environments.

A Leader’s Guide to Navigating Constant Change

In my coaching conversations, I keep hearing one thing: “I just need a break from all this change.” And with good reason. AI is reshaping how we work. Teams are leaner than ever. The pace feels relentless. And, as a leader, you're expected to not only keep up with everything yourself but also help everyone else navigate it all.

Image by Gerd Altmann from Pixabay

If you’re feeling drained right now, you're not alone. From the countless transitions throughout my own career—from major pivots within companies to starting my own business right before a recession—I’ve learned something important: You can't lead others through uncertainty if you’re running on empty. So let's talk about two things that matter right now—taking care of yourself and supporting your team through these unprecedented times.

First: Secure Your Own Oxygen Mask

Before you think about anyone else, take some time to honestly assess how you’re showing up. Are you scheduling meetings back-to-back with no time for reflection? Are you so buried in the urgent that you can’t focus on what's truly strategic? Are you making decisions from a place of fatigue and frustration?

I know that some of you feel it’s selfish to focus on yourself when your team needs you, but it’s actually one of the most valuable things you can do for them. Think about it: If you push yourself to the point of burnout, how does that help others?

Start with three simple questions:

1. Am I creating space in my schedule for strategic thinking, not just reacting?

2. Do I have structure that allows me to actually connect with my team?

3. What’s one small thing I can do to boost my energy today?

That last one matters more than you might think. Maybe it’s pausing to take four deep breaths between meetings. Maybe it’s eating lunch away from your desk for 15 minutes. Or taking a quick walk, even if it’s just around your building. (I know that outdoor walks don’t feel very appealing during this hot summer!) These small steps are not luxuries—they're necessities for sustainable leadership.

Next: Help Your Team Navigate the Storm

Leaders are always in the “invisible spotlight” Your people are watching you. They’re feeling the uncertainty, too. And they need to know you see them, understand them and empathize with them.

Burnout is rampant today, so you need to understand where your team members are on the burnout scale. Do they have the bandwidth to develop new skills right now? Or are they just trying to keep their heads above water? Understanding their reality will help you figure out what kind of support they actually need.

Remember, you don’t have to be the solution for everything. If someone needs to develop the leadership capabilities that are so critical right now—like emotional intelligence or change management—you have options beyond pouring your time into their development. You might connect them with a coach, find relevant training opportunities or pair them with a mentor within your organization. The key is recognizing that you aren’t on your own as you support your team and build their capabilities.

Sometimes the most helpful thing you can do is simply acknowledge how hard things are right now and then help people focus on what matters most. When everything feels urgent, help them identify their “Big 3”—the areas where they can make the biggest impact using their unique skills and talents.

Moving Forward Together

Navigating transformation isn’t a solo sport. Whether you’re dealing with AI integration, organizational changes or just the general uncertainty that seems to define our work lives these days, remember that taking care of yourself isn’t selfish—it’s actually a gift to your team.

I also want you to remember just how capable you are. Trust your ability to lead under any circumstances, one decision at a time. You’ve led through change before, even if things didn’t feel this intense. What best practices did you use then that could be useful now?

For additional support, don’t hesitate to reach out. All of our products and services at Newberry Solutions are tailored to our clients’ needs, especially during times of uncertainty and transition. 

That’s particularly true when it comes to New Lens®, our leadership development platform that helps professionals learn no matter how busy they are and helps leaders develop their teams even when their own schedules are packed. Whether through executive coaching, New Lens or other support, we’d love to explore how we can help you navigate this challenging time while building the leadership capabilities your organization needs.

We’re all learning as we go. The key is learning together.

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Don’t wait for performance to drop before taking action. Discover how the New Lens® platform helps organizations support managers with bite-sized, actionable learning—built for today’s fast-paced, high-stress environments.

4 Questions for Team Leaders as 2023 Ends

As 2023 draws to a close, you might find yourself in a whirlwind of year-end tasks, deadlines and holiday preparations. In the middle of all that, you might not have had the chance to take a step back and assess the broader picture of how your team is faring. But as we approach the new year, it's crucial to set aside time to reflect. Taking a pause to evaluate the collective journey of your team over the past year can provide invaluable insights on the path you should take going forward. Use these questions to help you take the pulse of your team and identify what they might need from you.

Image by Alexa from Pixabay

What does your team’s stress level look like? As a leader, it’s crucial to recognize the symptoms of burnout on your team and to address them quickly. The effects of long-term stress (which we’ve all been experiencing!) can show up in different ways. For example, you may have noticed that your team members don’t seem as focused as they used to, or that communication feels strained. If your team members are showing signs of burnout, affirm your commitment to their well-being and look for ways to address the situation. Do you need to adjust workloads, deadlines, or the pace of work? Do team members need more support to navigate any changes or uncertainty? 

How can you help team members manage their energy? To address stress and burnout, you can also ensure that team members have the resources they need to maintain balance and sustain high performance. Leaders play a pivotal role in fostering a supportive environment that encourages overall well-being. Encourage healthy habits like regular breaks, setting boundaries between work and personal time, and actually using vacation days. And don’t forget to lead by example: If you work around the clock or don’t take breaks or vacations, your team members will assume that’s what you expect of them (no matter what you say).

How clear is your team on what success looks like? Since the beginning of 2023, a lot may have changed in your organization. Priorities and expectations have shifted; new challenges and opportunities have emerged. You may assume that your team knows what’s most important now. But, in times of rapid change, sometimes key messages about priorities get lost in the busyness of our day-to-day work. So, take some time with your team before year-end to talk about priorities going into 2024. Connect the dots for your team members about how their roles fit in and affect those priorities. Make sure each team member knows the top areas where they should focus to have the biggest impact on the business and empower them to focus on those “big three.”

Is there a need to upskill your team? If you have observed performance issues in your team in 2023, ask yourself whether they have the skills and training necessary to succeed. Over the past few years, so many organizations have gone through resignations, layoffs and restructuring, leaving their employees grappling with new roles or evolving responsibilities. Beyond that, if staffing is lean and workloads are heavy, your newer team members may have received little to no onboarding. But even your seasoned employees may need additional training if they’re taking on different types of projects. We’ve definitely seen these struggles and created the New Lens® app to address them while making it easy to fit development into busy schedules and tight budgets.

This week, I challenge you to identify one area to focus on with your team in 2024, and one or two initial steps you will take. This small investment of time will yield big payoffs in the coming year.