Emotional Intelligence is a Game-Changer

Cathie Leimbach • September 5, 2023

Emotional intelligence (EQ) has increasingly become recognized as a crucial trait for effective leadership. EQ is more important than IQ for managing our emotions well when we are disappointed with staff or challenges within the company or the business environment. EQ is also essential for noticing and appropriately responding to the emotions of the people around us. The ability to respond to emotions well is critical in building trust, fostering collaboration, and driving team and individual success within the organization.

Here are five reasons why emotional intelligence is a game-changer for leaders:

  1. Building Strong Relationships: Leaders with high EQ empathize and understand the perspectives of others, fostering trust and open communication.
  2. Effective Communication: Leaders with high EQ can express themselves clearly as well as listen and respond appropriately to others, reducing misunderstanding and conflicts.
  3. Conflict Resolution: Leaders with high EQ can remain calm in difficult situations and facilitate the development of mutually beneficial solutions.
  4. Inspiring and Motivating Others: Leaders with high EQ acknowledge others’ contributions and inspire them to make valuable contributions to the organization’s purpose.
  5. Decision-Making: Leaders with high EQ consider both logical and emotional factors when making decisions, resulting in decisions that align with both the organization’s and the team members’ interests.

By developing their emotional intelligence, leaders can create a positive work culture, increase retention, improve productivity, and strengthen the bottom line. In other words, leaders with high EQ improve employee satisfaction and the organization's ROI. 

What is one skill you could strengthen to improve your EQ and the positive impact of your leadership?

Why New Tools Don’t Change Behavior

By Cathie Leimbach • January 27, 2026
New tools promise big results. New software, dashboards, and systems all look great on paper. But months later, many leaders are still asking, “Why hasn’t much changed?” Because tools don’t change behavior — leadership does. A system can organize work, but it can’t create ownership. It can’t set expectations. It can’t follow through. Without strong leadership habits, even the best tools just make problems more visible. What really drives results? Clear expectations Consistent follow-through Helpful feedback Leaders who model the right behavior When those are missing, people work around the tool instead of with it. Adoption drops. Frustration rises. And the old problems stay. So the better question isn’t, “What tool do we need next?” It’s, “Do our leadership habits support the results we expect?”  👉 Join our 60-minute Leadership Conversation to explore the habits that actually drive performance.

If Nothing Changes, What Will This Cost?

By Cathie Leimbach • January 20, 2026
When things feel “manageable,” leaders often continue with status quo. People are busy. Work gets done. But small issues quietly add up. Rework becomes normal. Deadlines stretch. Decisions take longer. None of it feels like a crisis, but together it eats away at time, energy, and profit. Inconsistent leadership makes it worse. When expectations change from day to day or from one manager to another, people stop giving their best. Some coast. Some get frustrated. Some start looking elsewhere. Turnover rises, along with hiring and training costs. The warning signs are usually right in front of us: Work keeps getting redone. Managers avoid tough conversations around poor performance. Good people are doing less than they could. Progress feels slower than it should. The real question isn’t, “Can we live with this?” It’s, “What is this costing us if nothing changes?” 👉 Join our 60-minute Leadership Conversation to explore how today’s patterns may be impacting your results — and what small shifts could make a big difference.