The Importance of Emotional Intelligence for Managers
We know from people manager assessment center data that technical competence and strategic vision alone are not enough to ensure leadership success. Why? Because leaders must get their work done with and through others — and people are tricky. Managers who consistently outperform their peers share a common trait that goes beyond intellect or experience: high emotional intelligence (EI). The importance of emotional intelligence for managers should not be taken for granted.
The ability to recognize, understand, and manage one’s own emotions — and to influence the emotions of others — has become a critical differentiator for leaders seeking to inspire, retain, and grow high performing teams.
Why Emotional Intelligence for Managers Matters More Than Ever
At work, the majority of us operate in an environment of constant change on project s with others that we need to count on. Research by Goleman (1998) found that emotional intelligence accounts for nearly 90% of the difference between average and top-performing leaders. More recent studies (Miao, Humphrey, & Qian, 2017) confirm that managers with higher Emotional Intelligence drive stronger team performance, foster better collaboration, and improve employee engagement.
This makes sense to us. We know from new manager training that emotions influence decision-making, shape interpersonal dynamics, and impact motivation. Managers who lack emotional intelligence often misread team signals, under-communicate during times of stress, or react defensively to challenges — undermining the trust required to create productivity. Conversely, leaders with strong emotional intelligence navigate conflict constructively, motivate through empathy, and create environments where people feel valued and understood.
The Four Core Components of Emotional Intelligence for Managers
- Self-Awareness
Management development experts know that people leaders must first understand their own emotional triggers, strengths, and blind spots. This awareness enables them to respond thoughtfully rather than react carelessly. For example, recognizing that frustration may lead to overly harsh feedback allows a manager to pause and reframe their approach. - Self-Management
The ability to regulate emotions, especially under pressure, is a hallmark of mature leadership. Managers who remain composed during crises model resilience and provide stability to their teams. This skill also includes situational approach to leadership through shifting communication styles or priorities to meet evolving circumstances. - Social Awareness
We define empathy as the capacity to sense others’ emotions and perspectives. It is essential for managers in terms of building trust. Socially aware managers notice when team morale dips, when unspoken tensions arise, or when an employee needs additional support. - Relationship Management
High-emotional intelligence managers excel at influencing, inspiring, and developing others. They handle difficult performance conversations with respect, give feedback in ways that foster growth, and resolve conflict by focusing on shared goals rather than personal grievances.
4 Ways Emotional Intelligence Improves Managerial Effectiveness
We know from action learning leadership development programs that emotional intelligence improves managerial effectiveness in four distinct ways. High-emotional intelligence managers:
- Boost Employee Engagement
Employees are more likely to be engaged when they feel heard, understood, and supported. High-emotional intelligence managers foster psychological team safety, which allows team members to share ideas and concerns without fear of retribution. - Enhance Decision Making
Emotions play a significant role in judgments. Managers with strong emotional intelligence integrate emotional data with logical analysis, leading to more balanced, human-centered decision making. - Strengthen Change Leadership
We know from change management training and change management simulation data that organizational change inevitably provokes resistance. Leaders with high emotional intelligence can anticipate emotional reactions to change, communicate with empathy, and help employees navigate uncertainty to improve adoption rates and minimize disruption. - Reduce Employee Turnover
One of the most common reasons employees leave is poor management. Emotional Intelligent-driven leadership creates loyalty through trust, fairness, and authentic connection.
How to Develop Emotional Intelligence in Managers
Emotional intelligence is not fixed; it can be cultivated through deliberate effort. Organizations can support managers by:
- Including targeted emotional intelligence training and coaching focused on self-awareness, empathy, and communication as part of overall leadership development and management training programs.
- Encouraging regular feedback from peers and direct reports to identify blind spots.
- Embedding reflective practices such as journaling or mindfulness to improve emotional regulation.
- Modeling emotionally intelligent leadership at the executive level to set cultural expectations.
We know from organizational culture assessment research that investments in Emotional Intelligence not only improve individual leadership capability but also enhance overall organizational performance.
The Bottom Line
With strategy execution shaped as much by emotion as by strategy, emotional intelligence is a core leadership competency. Leaders who understand and manage emotions effectively build stronger teams, make better decisions, and drive sustainable results. Organizations that prioritize emotional intelligence in their leadership ranks are better equipped to navigate complexity, inspire loyalty, and achieve high performance.
To learn more about the importance of emotional intelligence for managers download 5 Management Misperceptions that Slip Up Too Many New Managers