7 Ways Leaders Can Elevate Team Emotional Intelligence

In today’s fast-moving workplace, technical expertise and strategic vision aren’t enough for leaders to sustain high performance. Teams that thrive over the long term do so because they’ve mastered a deeper set of capabilities: emotional intelligence (EQ). Research consistently shows that when teams build high EQ, they don’t just get along better, they make sharper decisions, adapt faster, and achieve stronger business results.

The framework outlined in Team Emotional Intelligence 2.0 identifies four core skills teams must cultivate: Emotional Awareness, Emotional Management, Internal Relationships, and External Relationships. These skills extend beyond individual EQ; they represent the collective capacity of a team to recognize, regulate, and leverage emotions for productive collaboration.

Below are seven practical ways leaders can develop both team EQ and their own leadership skills.

1. 1. Start with Shared Emotional Awareness

Every high-EQ team begins with a keen sense of what emotions are present in the room. Emotional awareness at the team level isn’t about reading minds, it’s about tuning in to the energy, tone, and patterns that shape collaboration.

Leaders can model this by naming what they observe:

• “I’m sensing some hesitation around this decision. Let’s pause and hear concerns.”
• “It feels like we’re rushing. Do we need more time to think this through?”
• “I notice some frustration in the room. Let’s surface what’s driving it before we move forward.”
• “It sounds like we’re not fully aligned on priorities. Should we clarify what matters most right now?”

Regularly checking in normalizes the discussion of emotions as part of business, not as a distraction from it. Teams that do this create a shared language for emotions, making it easier to address tension early and build stronger trust.

1. 1. 2. Create Norms for Emotional Management

Awareness alone isn’t enough. Teams also need strategies for regulating emotions, especially under pressure. Leaders play a central role in setting these norms. That might mean agreeing on how to slow down when discussions heat up or adopting rituals for resetting after setbacks.

Examples of effective norms include:

1. 1. • Taking a five-minute break if meetings get heated.
      • Using a structured decision-making process when emotions run high.
      • Starting meetings with a quick “mood check” so frustrations don’t leak into unrelated conversations.

These practices train the team to manage emotional intensity productively. Leaders who embrace this discipline demonstrate poise, resilience, and fairness—qualities that inspire confidence.

1. 1. 3. Strengthen Internal Relationships Through Trust and Transparency

High EQ teams recognize that strong relationships inside the team fuel performance. Trust doesn’t come from team-building games alone; it comes from leaders and teammates showing reliability, candor, and vulnerability in the work itself.

Practical leadership moves include:

1. 1. • Following through on commitments, no matter how small.
      • Sharing not just successes but also struggles and lessons learned.
      • Encouraging constructive disagreement instead of rushing to consensus.

When leaders model transparency, they reduce the “hidden agendas” that erode collaboration. Over time, the team feels safer to challenge one another, share bold ideas, and admit mistakes—all hallmarks of collective EQ.

1. 1. 4. Build External Relationships That Expand Influence

Teams don’t operate in a vacuum. Their EQ is also measured by how effectively they build relationships beyond their own walls, with other departments, customers, vendors, and senior stakeholders.

Leaders can develop this skill by guiding the team to:

1. 1. • Map key external relationships critical to success.
      • Assign team members to nurture specific partnerships.
      • Celebrate wins that come from collaboration across boundaries.

By treating external relationships as a shared responsibility, teams increase their organizational influence and avoid becoming siloed. Leaders who encourage this mindset help their teams gain credibility and visibility across the business.

1. 1. 5. Use Reflection to Turn Experience into Growth

One of the most powerful ways to strengthen team EQ is to pause and reflect, something many teams skip in the rush of deadlines. After major projects, leaders can facilitate debriefs that go beyond the technical “what worked” to include the emotional “how did we work together?”

Reflection questions might include:

1. 1. • When did we communicate most effectively? Least effectively?
      • How did emotions help or hinder our progress?
      • What will we do differently next time?

This type of structured reflection sharpens team EQ by turning experiences into learning. Leaders who prioritize reflection show humility and a growth mindset, qualities that ripple through the team.

1. 1. 6. Balance Task Focus with Relationship Focus

High-performing teams understand that success comes from more than just completing tasks; it’s also about maintaining healthy relationships. Too much emphasis on tasks can burn people out. Too much emphasis on relationships can stall progress.

Leaders must consciously balance the two. For example:

1. 1. • In high-pressure sprints, acknowledge the strain and schedule time for recovery.
      • In periods of high cohesion, push the team to stretch with ambitious goals.

This balance is at the heart of emotionally intelligent leadership. Teams that practice it are more resilient and less likely to fracture under stress.

1. 1. 7. Commit to Ongoing Practice and Measurement

Emotional intelligence is not a one-time initiative, it’s a practice. Leaders who want to develop team EQ must commit to measuring progress, reinforcing habits, and revisiting strategies.

Using tools like the Team Emotional Intelligence Appraisal® gives leaders and teams concrete data on strengths and areas for growth. By reassessing over time, leaders can see whether their efforts are making a measurable impact.

This emphasis on accountability not only strengthens team EQ but also models a results-driven approach to leadership development.

Final Thoughts

Developing high team emotional intelligence isn’t about making work “softer.” It’s about equipping leaders and teams with the skills to navigate complexity, pressure, and change with clarity and composure. By focusing on the four team EQ skills—Emotional Awareness, Emotional Management, Internal Relationships, and External Relationships—and applying the seven practices outlined above, leaders can build teams that are more than just functional. They can build teams that are resilient, innovative, and trusted partners in achieving organizational success.