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Q8: Which component of Goleman’s EQ model do you feel is your strongest? Which one would you like to develop further?
​My greatest strength within the EQ framework is Empathy. This intuitive ability to understand and share the feelings of my team members is the foundation of my success in strengthening relationships and fostering trust. The area requiring development is Self-Regulation. I recognize that under intense pressure, I can exhibit rapid responses or over-internalize stress. Improving my capacity to pause, reflect, and objectively manage these reactions will directly bolster my leadership impact and long-term resilience.

Q9: Reflect on a recent leadership challenge. How could a better understanding of your emotions and the emotions of others have improved the outcome?
I let the stress of a looming deadline dictate my leadership. My anxiety surfaced as a sharp, critical tone during a team meeting, totally unchecked by self-awareness. I saw frustration, but I missed the team's existing overwhelm. Instead of validating their hard work, I attacked their performance, causing them to emotionally shut down. Had I controlled my own panic and shown empathy for their stress, I would have fostered a supportive, collaborative environment focused on solutions, rather than one paralyzed by fear and resentment. I met the deadline, but I sacrificed team trust in the process.

Q8: Which component of Goleman’s EQ model do you feel is your strongest? Which one would you like to develop further?
My strongest component of Goleman’s EQ model is empathy. I naturally tune in to how others are feeling and try to understand their perspectives, which helps build trust and strengthen team relationships. However, the area I’d like to develop further is self-regulation. In high-pressure situations, I sometimes respond too quickly or internalize stress. By improving my ability to pause, reflect, and manage my emotional reactions, I can enhance both my leadership effectiveness and my resilience.

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Q9: Reflect on a recent leadership challenge. How could a better understanding of your emotions and the emotions of others have improved the outcome?
In a recent leadership challenge, I had to address a conflict between two team members during a busy shift. I was feeling overwhelmed and unintentionally came across as dismissive, which escalated tension rather than resolving it. In hindsight, if I had taken a moment to recognize and manage my own stress—and empathized more with the emotional states of the team—I could have approached the situation with more patience and openness. A better understanding of everyone’s emotional needs would have helped de-escalate the conflict and promote a more collaborative resolution.