“I don’t like working with people and don’t want to accept this promotion.”

As someone who has studied and taught emotional intelligence (EQ) skills, I’d heard similar concerns before.

My client, Sasha, an introverted scientist, was physically exhausted by the extra effort and energy it took to manage people all day long. Her “bucket” was already being filled at home, and each workday felt like a struggle. However, Sasha knew that if she wanted to progress within the organization, she needed to develop strategies to manage the emotional toll that leadership was taking on her.

“I never knew a promotion could be so painful,” Sasha admitted.

The shift from employee to manager can be difficult. Most new managers are suddenly tasked with leading their former co-workers, a challenge that can feel overwhelming. I encouraged Sasha to approach building her EQ like a scientist — a process of experimentation, learning and growth. Even for the most talented individuals, becoming a leader is an ongoing journey of continuous self-improvement.

Few managers realize in the heat of stressful, mistake-filled moments that they are learning. Growth occurs gradually, and being open to feedback is essential.

I’ve spent 15 years coaching high-performing professionals into management roles and corporations through transitions, and have several tips to help acquire these new skills:

• Set clear goals for personal and team success: Managers can commit to being the last speaker in a meeting, offering others the opportunity to be heard first.
• Encourage team input by listening and asking questions.
• Recognize that leadership is not one-size-fits-all — make room for play, and create supportive environments where questions are encouraged.
• Show gratitude. Take a few moments each day to reflect on what went well and areas for improvement.

Leadership Challenges and EQ

The first test of leadership often comes with the initial management role. Many new managers struggle because of common misconceptions. They may assume they should have all the answers or fear that asking for help undermines their authority. With EQ tools, strong leaders cultivate self-awareness, empathy, and relationship-building skills that inspire confidence and connection with others.

In a first-of-its-kind “2025 State of EQ Report,” TalentSmartEQ captured insights from more than 600 respondents, including leadership, HR and L&D professionals, plus 37,000 individuals who completed TalentSmartEQ’s emotional intelligence assessment. The most pressing issues include:

• 81% of respondents identified collaboration as a top organizational priority.
• 78% emphasized customer satisfaction and employee engagement as top priorities.
• Work-life balance (34%) and stress (34%) were the most pressing personal and professional challenges.
• Career development (27%), organizational politics (26%), and difficult conversations (23%) also ranked as key concerns.

These results highlight the increasing importance of interpersonal skills in a fast-changing workplace. Companies rely on high-functioning teams for collaboration, agility and innovation to adjust and respond to changes.

Mastering Difficult Conversations

One of the biggest challenges leaders face is navigating difficult conversations. From delivering feedback and resolving conflicts to addressing performance issues, these discussions require strong communication skills and EQ. Unresolved tensions can erode trust. Organizations can support new managers by providing training in conflict resolution and fostering a culture of honest, respectful dialogue.

Balancing Efficiency with People-Centric Leadership

Today’s leaders must balance operational efficiency with employee engagement. TalentSmartEQ’s report found that increasing operational efficiency and reducing costs (33%) and increasing employee engagement (32%) were top leadership priorities. While these may seem contradictory, they are actually interconnected. A people-centric approach leads to improved performance and innovation, ultimately benefiting bottom-line results.

How L&D Can Support New Leaders

To help professionals like Sasha succeed, L&D teams can implement strategies such as:

• Foster Peer Learning: Encourage mentorship and collaboration among employees.
• Develop Advanced Leadership Programs: Provide specialized training for first-time managers and aspiring leaders to improve leadership effectiveness and build talent pipelines inside organizations.
• Focus on Growth Areas Beyond Confidence: Confident individuals may benefit from training that builds skills in empathy, social awareness or navigating change, which complement their strong self-belief.
• Encourage Innovation and Risk-Taking: Create programs that challenge employees to think creatively, step out of comfort zones, experiment with new ideas and lead change initiatives.
• Recognize Strengths: Reinforce confidence through personal branding and storytelling workshops.

EQ: The Foundation of Leadership Success

Today, employees like Sasha can be better prepared to take on leadership roles effectively, and joyfully. EQ empowers individuals and teams by fostering clear communication, resilience, and adaptability. It enables leaders to build trust faster, paving the way for collaboration and minimizing silos across teams. EQ is not just a valuable skill — it is an essential tool in the toolbox for successful leaders.