As leaders, I’m sure many of us longed for the day when the mundane tasks that take up so much of our time become automated. Well, that day is no longer a distant dream but our reality, thanks to the advancements in AI.

But this shift doesn’t just free up time, it also results in cost savings of up to 30 percent. With this precious time and money back in our hands, we now have an unprecedented opportunity to focus on what truly matters: our people.

After all, work is often cited as the number one source of stress for employees. We have a choice to make – we can either push our teams to the point of burnout or redefine the way we lead by investing in human flourishing. And that starts with emotional intelligence (EQ).

The importance of EQ

At its core, EQ is how we recognize and manage our emotions. In the workplace, being emotionally intelligent enhances our ability to communicate more effectively, especially in moments of conflict, and helps us cultivate stronger relationships. These skills are crucial, not only for fostering a positive company culture, but also for boosting the productivity and performance of an entire team.

More and more, leaders are recognizing that to embed EQ as a core value within their organization, it must be championed from the top. In fact, 78 percent of project managers rely on their EQ now more than ever, and are 11 percent more successful in their roles compared to their counterparts who lack EQ.

But what exactly does it mean for a leader to be emotionally intelligent? A key trait here is empathy. Empathy allows a leader to look at their employees as more than just a workforce, but as individuals with unique skills, traits and talents that deserve recognition.

Research shows that 76 percent of employees who experienced empathy from their leaders reported higher levels of engagement in their work, compared to 32 percent of those with less empathetic leaders.

This is likely because empathetic leaders also make more of an effort to promote innovation and inclusivity, so their teams feel encouraged to take risks and let their creativity flourish. By taking the time to invest in this critical skill, not only for yourself but also for your team, you invest in both the quality of work and the quality of culture for your business.

How to develop EQ

Here at Inclusivv, we help our clients build their EQ through peer-to-peer learning. Our workshops are modeled to incorporate key principles and concepts, and also allow time to practice in small group conversation.

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This model of conversation, paired with training, has been proven to be 10 times more effective at creating behavior change than traditional training and equips leaders with the essential skills to recognize and manage emotions, both their own and those of their team members. After our workshops, 90 percent of participants experience greater empathy and connection with others.

The real impact comes from putting these principles into action. Here are some best practices to help you lead with empathy:

Establish a culture of empathy

Making empathy a core value from the start is what allows you to set yourself and your team up for success. You’re not just a leader but also a role model for your team. When you set the standard for creating an open dialogue, acting with transparency, and speaking to one another with respect, you create a foundation of empathy that they in turn can reciprocate.

Our collaboration with the HR organization, SHRM, is a perfect example of this principle in action. Together, we created a training program that includes role-playing scenarios and peer-to-peer discussions aimed at promoting empathy and respect. This program has enabled members to build a culture where employees feel valued and heard, reinforcing the importance of EQ at all levels.

Connect with your team

Leveraging AI to handle routine tasks gives you more time to build meaningful relationships with your team. Be intentional in putting work aside and take that time to connect with your employees on a personal level.

Whether it be through regular lunches or happy hours, make a conscious effort to show your appreciation for your team and learn about who they are outside of a professional context.

Provide opportunities for growth

Although leading by example is important, it’s not enough. Invest in external sources to help your employees improve their own EQ, such as workshops, seminars or online courses.

By providing structured opportunities for growth, you demonstrate a commitment to their personal and professional development. This not only boosts their EQ but also equips them with tools to better manage stress, communicate effectively and foster healthier workplace relationships.

People aren’t perfect, but neither is AI. If we recognize and lean into the strengths of both, we can achieve remarkable success in both productivity and innovation. After all, AI was created to help us work smarter, not harder, so why don’t we use it to the best of our abilities and give more time to our strength as people: our EQ?