I think the difference between reacting and responding isn’t just about self-control, it’s about self-awareness. The first step is noticing what’s really going on, internally and externally. The second step is pausing long enough to process, and the third is choosing to move forward with intention. Unlike IQ, which is about logic and information processing, EQ is about navigating uncertainty, tension, and human complexity. And while artificial intelligence (AI) is getting faster, cheaper, and smarter, what makes you effective as a leader isn’t how much data you can consume—but how well you connect, adapt, and lead with emotional maturity. That’s the human edge, and it’s more important now than ever.
Matter of fact
I’m sorry to say it, but education and training alone do not equal intelligence. As a DEIB advocate, I believe that diversity intelligence deserves to sit alongside intellectual intelligence (IQ), emotional intelligence (EQ), and cultural intelligence (CQ). Too often, people misunderstand the differences across and within cultures. To treat all employees fairly, honestly, and with integrity, we need to develop the intelligence to understand the full picture: IQ, EQ, CQ—and the policies, rules, and laws that shape them.
I think both formal leaders and those leading without a title must learn to recognise difference, not as a threat or obstacle, but as a reality of the modern workplace. Being different doesn’t mean being less capable, and it shouldn’t get in the way of performance. I encourage you to reflect, look at your own actions, and examine your biases, because that’s where inclusion starts.