Why Emotional Intelligence Is the Future of Effective Management

Sonali Banerjee, Country Human Resource Manager at Nordic Semiconductor, in an interaction with Higher Education Review, discussed the relevance of emotional intelligence in the future of management. She explained how emotional intelligence is critical to developing resilient teams, motivating employees in a hybrid workplace over time and resolving disputes positively. Sonali also pointed out that the continuous development, reflective practices and embedding emotional intelligence in the leadership pipeline are crucial for managers to be successful in a changing workplace culture.

With vast experience in managing HR teams in India and across the APAC region, Sonali Banerjee is fully capable in numerous disciplines of human resource management including employee engagement, talent management, deferred compensation, personnel management, corporate communication, IT recruitment, and more. She has built a proven track record in the semiconductor industry, where her leadership continues to strengthen organizational culture and prepare future-ready talent.

As organizations embrace human-centric leadership, emotional intelligence (EI) is becoming essential for managers. How is EI redefining the benchmarks of effective management in today’s workplaces?

The evolution of emotional intelligence in management has changed dramatically from a command-and-control leadership to a connection and collaboration process. Effectiveness in management was primarily based on efficiency and timeliness. Now, effectiveness can be assessed by management’s ability to foster trust, listening with empathy, and communicating in ways that resonate with the diverse needs of their teams. This change has built more engaged, resilient and purposeful teams that are capable of navigating today’s uncertain world.

Emotional intelligence is often cited as more influential than IQ in leadership success. How can organizations measure and cultivate EI among future managers and team leads?

From a theoretical perspective, emotional intelligence (EI) is measured in terms of the three essential components: empathy, self-regulation, and social awareness. There are several ways of assessing each of these components. Some of the most common methods to measure EI include self-assessments, 360-degree feedback mechanisms and specialized survey tools specifically designed to measure emotional intelligence. Additionally, behavioral interviews are often used to assess how individuals demonstrate empathy, regulate their emotions, and exercise social awareness in real-world situations.

Emotional intelligence is developed through on-going practice and reinforcement of the skills that have been learned. Organizations can foster this initiative by providing coaching, mentoring programs, and reflective practices, such as journaling or feedback loops with peers. Organizations can prepare leaders and managers to practice and apply emotional intelligence principles with more intention. In addition, emotional intelligence needs to be integrated into the every-day practices of leadership, beginning from how to provide feedback to how to resolve conflict, and how to show recognition.  By embedding Emotional Intelligence into the daily practice, organizations can promote the practice of leadership on an individual level and at a team level.

As remote and hybrid work models reshape communication, how does emotional intelligence help managers maintain trust, collaboration, and motivation in distributed teams?

Emotional intelligence is essential for successful leadership as it allows managers to look beyond the language to see the clues of disengagement, stress, and other issues. Through empathetic listening, frequent one-on-one discussions, and creating safe spaces for conversation, managers can develop trust and establish relational continuity within the team. Leaders who acknowledge challenges, celebrate small wins, and adapt to cultural differences help to build a sense of belonging and motivation across diverse time zones, virtual platforms, and generational perspectives.

The ability to navigate conflict constructively is a hallmark of emotionally intelligent leaders. How can EI transform how managers approach team disagreements and crisis situations?

Emotional intelligence provides a significant advantage in leadership. For instance, emotionally intelligent leaders do not react to situations in a defensive way; they take a moment to pause, self-regulate, and consider the problems that were causing the conflict. During times of crisis, these leaders offer the level of psychological safety along with transparency and calmness to avoid panic and create a path for solutions.

Many successful organizations now prioritize EQ during leadership hiring and development. What strategies can help embed emotional intelligence into leadership pipelines?

Emotional intelligence should be incorporated into the recruitment process, where scenario-based questions and role plays an important aspects of emotional intelligence, including empathy, adaptability, and self-awareness. Once organizations assess EI in the hiring process, organizations can develop EI through leadership development opportunities that include coaching, reflective practice, and cross-cultural experiences. Organizations can show what matters to them by acknowledging and rewarding behaviors that encourage caring, empathy, collaboration and commitment to being grounded versus focusing exclusively on results.

Considering the future of work demands adaptive, empathetic leadership, do you believe emotional intelligence will soon be non-negotiable for all managerial roles? Why or why not?

Emotional intelligence has become non-negotiable in today’s workplace. Without emotionally intelligent leadership, organizations are exposed to disengagement, attrition, and mistrust. A manager’s credibility no longer rests on technical expertise alone, but also their ability to connect authentically, show empathy, and respond to the needs of diverse teams.

As the automation and AI revolution continues to transform transactional work, the human differentiators of trust, inspiration, and connection define effective leadership. In addition, emotional intelligence is critical because leaders are the bridge between an organization and its vision, and the people who bring it to life. In establishing trust and motivation, emotionally intelligent leaders unleash employees to execute their defined key responsibilities and beyond.

With the hybrid and remote work becoming the norm, how is EI influencing virtual team management and trust building?

Emotional intelligence remains essential in both hybrid and traditional workplaces. Emotional Intelligence allows leaders to notice subtle cues in body language, tone, and actions that give insight into what employees are experiencing personally and professionally. The same capability exists in the virtual space. Paying attention during one-on-one interactions allows stronger connections and deeper understanding.

An emotionally intelligent leader can able to recognize when something has changed, interpret these signals accurately, and respond in ways that bridge gaps between employees and leadership. With this, leadership is shifted from only transactional interactions to a more meaningful connection. In the current reality of work, EI is no longer just an advantage, it is a distinguishing quality that advances leadership and enhances workplace culture.

What practical steps can managers take to strengthen their emotional intelligence in day-to-day interactions?

Managers are pivotal in shaping team dynamics and fostering emotional intelligence. An emotionally intelligent manager notices the subtle clues and can listens with empathy, while ensuring they understand an employee’s perspective before acting. Leadership also relies on empowering others and being able take a new perspective, both of which can enhance trust and drive collaborative growth. Leaders must be aware of and regulate their own emotions before they can be aware of their relationships with their teams.