At the International Coaching Group, we’ve spent the past few years training leaders through one of the biggest workplace changes in history: the shift to hybrid work. Suddenly, managers are leading teams split between offices and homes, juggling Zoom calls and hallway chats, balancing flexibility with connection.

It’s been a big adjustment, and it’s exposed something many organizations overlooked. The biggest challenge in hybrid teams isn’t technology or logistics. It’s human connection.

That’s where emotional intelligence (EQ) comes in. And if you lead a hybrid team, EQ isn’t just “nice to have”; it might be your biggest competitive advantage.

Hybrid Work Changed the Game

Hybrid work promised the best of both worlds: flexibility for employees and productivity for companies. And in many ways, it delivered. People appreciate not having to commute every day, and companies enjoy access to wider talent pools.

But hybrid work also created new problems:

• Some team members feel invisible compared to those in the office.
• Miscommunications happen more often when messages are typed, not spoken.
• Managers struggle to know when someone is thriving, or quietly burning out at home.

These aren’t issues technology alone can solve. They’re human issues. And they demand human skills.

What Emotional Intelligence Actually Means

Emotional intelligence is often described in vague ways, so let’s be specific. At its core, EQ is the ability to:

• Understand your own emotions: Are you stressed? Frustrated? Excited?
• Notice and interpret emotions in others: Is your teammate quiet because they’re focused, or because something’s wrong?
• Manage emotions constructively: Respond calmly in tense moments, instead of reacting harshly.
• Use emotional awareness to improve relationships and decisions: Know when to push, when to support, when to listen.

In hybrid teams, where so many cues are missing, no body language in Slack, no quick check-ins at someone’s desk, these skills are more critical than ever.

Why EQ Gives Hybrid Teams an Edge

Teams with emotionally intelligent leaders don’t just get along better; they perform better. Here’s why:

1. They Catch Problems Before They Escalate

A manager with high EQ notices when a normally engaged employee has gone quiet on video calls and checks in privately. That simple act can uncover burnout or personal stress early, before it turns into disengagement or resignation.

2. They Communicate Clearly and Humanely

Hybrid teams rely heavily on written communication, which can easily sound blunt or unclear. Leaders with high EQ choose their words carefully and make space for questions, avoiding misunderstandings that can slow projects down.

3. They Build Trust Across Locations

Trust is harder to build when some people are remote and others are in the office. Emotionally intelligent leaders are intentional about including everyone, whether that’s by rotating meeting times, calling on quieter voices, or making sure praise is public and inclusive.

The Data on EQ and Performance

The link between EQ and business results isn’t theoretical.

• A TalentSmart study found that 90% of top performers have high emotional intelligence, compared to just 20% of low performers.
• Research published in Harvard Business Review shows that emotionally intelligent teams handle conflict better and outperform peers in collaborative problem-solving.
• Companies that train leaders in EQ report higher retention, stronger engagement, and faster decision-making, especially in hybrid environments where communication challenges are magnified.

How Leaders Can Build Emotional Intelligence

The good news: EQ isn’t fixed. It can be developed with practice. Here are three places to start:

• Pause Before Reacting: Take a breath, ask clarifying questions, and respond with curiosity instead of frustration.
• Check In, Not Just Check Up: Ask how people are doing, not just what they’re doing.
• Be Transparent About Your Own Emotions: Admitting when you’re stressed or unsure builds trust and psychological safety.

Why EQ Is a Competitive Advantage, Not a Soft Skill

In hybrid teams, emotional intelligence directly impacts performance. It keeps communication clear, prevents misunderstandings, and helps leaders make better decisions about workload, priorities, and support. It also creates cultures where people feel seen and valued — and when people feel valued, they stay and do better work.

At ICG, we’ve seen this firsthand. Teams with emotionally intelligent leaders don’t just hit targets; they innovate, they stick together through challenges, and they recover faster from setbacks.

Ready to Grow EQ in Your Leadership?

At the International Coaching Group, we’ve helped thousands of leaders and professionals bring coaching skills into their work, whether to transform their own leadership or to become certified coaches.

If you’re ready to take the next step, you have two powerful options:

• Earn Your ICF Credential Quickly: Our Fast Track to ICF Credential Course is a comprehensive program designed for busy professionals who want to become certified coaches in an efficient, high-quality way.
• Bring Coaching to Your Organization: Our Coach Approach to Leadership™ program equips managers and executives to use coaching skills in everyday conversations, creating stronger communication, deeper trust, and higher performance across entire teams.

Both programs are grounded in real-world experience and proven to deliver measurable results for individuals, teams, and entire organizations.

Because when leaders learn to coach, they don’t just manage better, they inspire growth, resilience, and lasting change.