Program
Leading with Emotional Intelligence Training
Practical emotional intelligence for leaders, self-awareness, regulation and empathy applied to real workplace pressure.
- Duration
- 1–2 days
- Format
- In-person, practice-led
- Group size
- 12–18 participants
The problem we are solving
Emotional intelligence is widely taught as a concept and rarely as a skill. Leaders leave able to define it, still unable to manage their own reaction when a project slips publicly.
The moments that matter are specific: a defensive response in a review, a team member in distress, a peer who takes credit, a decision that has to be delivered to people who disagree with it.
About this program
Emotional intelligence training for leaders and managers who need to stay useful under pressure. Participants learn to read their own triggers, regulate their reactions and handle charged conversations without either avoiding them or escalating them.
Every session uses live workplace situations from your teams, so emotional intelligence stops being a concept and becomes a visible change in how meetings and one-on-ones feel.
What changes in behaviour
- Recognise your own triggers before they drive a response
- Regulate under pressure in visible moments
- Read the emotional state of a team accurately
- Respond to distress or frustration without dismissing or absorbing it
- Have charged conversations without escalation
- Build psychological safety through consistent behaviour
What the program covers
- Self-awareness: patterns and triggers
- Regulation techniques that work in the moment
- Empathy as a working skill, not a sentiment
- Reading a room and a team
- Handling emotionally charged conversations
- Consistency, trust and safety
Who it is for
- Managers and senior leaders
- Leaders of high-pressure or client-facing teams
- Cross-functional leaders working with difficult stakeholders
- Do you use a psychometric assessment?
- We can include one where the client wants a common vocabulary, but the programme does not depend on it.
Start with one cohort. Judge the behaviour change.
Most engagements begin as a single pilot cohort, so your team can evaluate the facilitation and the follow-through before a wider rollout.