Reynolds Coaching

Emotional intelligence is the ability to identify and regulate emotions in ways that help us think more clearly and work with others more effectively. Such an ability is a superpower for managing uncertainty and ambiguity—something everyone is experiencing these days.

In research by Miami University, they found that emotional intelligence might be particularly well-suited for dealing with work-related challenges. In their 2018 study published in the “Journal of Organizational Behavior,” they asked 157 undergraduates to complete a well-validated, ability-based emotional intelligence assessment. They then contacted them in a follow-up survey more than 10 years later, when these same individuals were adults with full-time jobs.

From their research, they found that the higher employees were in emotional intelligence, the more likely they would overcome one of the biggest challenges of their work-life—employment gaps—breaks in employment that are either involuntary (like a termination) or voluntary (like a gap used to care for family).

Learn how to better understand and develop your Emotional Intelligence working with Reynolds Coaching. Contact us at [email protected]

When Leaders Don’t Know What They Don’t Know

Ever worked with a leader who thought they had everything figured out… but everyone else could see the blind spots?

That’s the Dunning–Kruger Effect at work — a cognitive bias where people with low skill or limited understandingdramatically overestimate their competence.

But here’s the truth: Low EQ + Dunning–Kruger = Leadership Disaster

When emotional intelligence is low, leaders:
✅ Misread cues
✅ Assume they’re always right
✅ Resist feedback
✅ Make decisions without awareness of impact
✅ Overestimate their ability and underestimate the complexity of the situation

This combination creates:
✅ Team frustration
✅ Poor decisions
✅ High turnover
✅ Lost credibility
✅ A culture where people stop speaking up

High EQ Does the Opposite

Emotionally intelligent leaders regularly:

✅ Self-assess (“Where might I be missing something?”)
✅ Seek feedback without defensiveness
✅ Listen to dissent as data, not disrespect
✅ Recognize limits and ask better questions
✅ Adapt instead of doubling down

EQ doesn’t eliminate blind spots - It helps you notice them sooner and correct them before they become patterns.

EQ doesn’t eliminate blind spots — it gives you the tools to recognize and correct them before they hurt people or performance.

Where might you be overestimating your skill — and how would your leadership improve if you asked for honest feedback this week?

If you want to grow in EQ, lead with clarity, and eliminate blind spots that quietly undermine your leadership, email me at [email protected] and let's talk about developing your Emotional Intelligence.

HOW EMOTIONAL INTELLIGENCE BUILDS TRUST

Trust isn’t built in big moments. It’s built in small, consistent behaviors over time.

Most leaders say they want trust…But skip the behaviors that actually create it.

Here’s how it really works

✅Listening
You give people your full attention. Not waiting to respond—working to understand

✅Understanding
You take the time to see their perspective. People don’t trust you until they feel understood

✅Consistency
Your words and actions align—over time. Trust isn’t built by intention… it’s built by patterns

✅Transparency
You say what needs to be said—clearly and honestly. Even when it’s uncomfortable

✅Trust
This is the outcome… not the starting point. What most leaders get wrong
They try to ask for trust… Instead of earning it through behavior.

Every interaction you have with others is either:
Building trust or eroding it There is no neutral.
Simple check for today:
B
efore your next conversation, ask:
Am I showing up in a way that builds trust… or just gets through the moment?

Trust isn’t built in one conversation. It’s built in how you show up in every conversation.

Want to build trust and strengthen your leadership in a practical, real-world way? 📩 [email protected]

Don’t avoid conflict — navigate it.

Most leaders don’t struggle with conflict… They struggle with how to enter it.

So they:
• Delay the conversation
• Soften the message
• Avoid it altogether

And what happens?
👉 The issue doesn’t go away
👉 It builds
👉 It shows up later… louder and more personal

Here’s the shift:
Conflict isn’t the problem. Avoidance is.

Strong leaders don’t escalate conflict. They don’t ignore it either.

They step into it with clarity and control.

When a conversation starts to go sideways… Instead of reacting, defending, or shutting down—

Try this: “Can we hit pause and reset this conversation?”

That one sentence does three things:
• Lowers emotion
• Creates space
• Signals leadership

It moves the conversation from reaction → intention.

Because great leaders don’t try to win conflict…They lead people through it.

Reflection: What conversation are you avoiding right now?

Need help navigating conflict? 📩 [email protected]