Artificial Intelligence (AI) evangelists claim we are in the next Industrial Revolution. In just a few years, we’ve gone from science fiction to products that can do things beyond our imaginations. But isn’t it our human capacity for empathy and self-awareness that truly drives meaningful change?
Companies, governments and charities are scrambling to integrate AI, unlocking resources, generating insights and optimising operations. Work as we know it is going to fundamentally change. No role will be unaffected and some jobs are predicted to disappear altogether.
The benefits of developing Emotional Intelligence (EI) are well-known and organisations that act now will gain a competitive advantage in the future.
What is Emotional Intelligence, exactly?
Self-awareness, emotional regulation, adaptability, empathy, and social skills are undoubtedly essential professional skills. They enable individuals to understand each other, leading to more cohesive and motivated teams.
High levels of EI within an organisation can foster resilience, helping people adapt to the challenges posed by technological advancements, market fluctuations, and an uncertain operating environment.
AI in the workplace: the cusp of a revolution?
We don’t expect AI to replicate the nuanced understanding of complex human emotions anytime soon. In fact, AI models trained to understand EI are under scrutiny for bias and potential exploitation. The more we embrace AI, the more we need to value the human EI that sits alongside it.
Our leaders will be increasingly looked upon to address AI bias, acting as an essential counterpoint to its assumptions. Challenging racism and stereotypes, for example, takes empathy, solidarity, and human understanding.
Revisiting EI: an opportunity for L&D leaders to act?
For L&D professionals, developing EI can be challenging. Results can be hard-won and offer little return on investment. Before integrating EI into your people development plans you should first review your data. How are your leaders faring in staff surveys and client feedback? What are your organisational strengths and gaps? What would better EI enable your people to do differently?
It is helpful to identify strengths early on rather than focus solely on deficits. Who performs well in this area, and what would success look like if more people modelled this behaviour?
Next consider the key skills to develop. Increased empathy might be required if the organisation is planning significant change. Those in early careers could benefit from peer-mentors, which in turn could support the mentor develop their own EI.
Pilotlight’s approach — an empathy accelerator
Our approach, called ‘learning by doing good’, matches participants with charities who need help solving strategic and operational challenges. Participants learn valuable skills from their peers and also benefit from partnering with some of the most emotionally intelligent people in the workforce – charity professionals.
Tulsi Naidu, CEO APAC, Zurich Insurance said of her experience with Pilotlight:
There is a real power in coming out of ‘the bubble’…I feel so humbled, inspired and amazed by charity CEOs and the work they are doing.
Whether we’re supporting senior talent or early careers, our approach is transformative and effective because the learning experience is rooted in the reality of balancing competing challenges faced by charities. We encourage people to embrace paradoxes, complexities and navigate uncertainty through nuanced thinking and social interaction. And with the learning going both ways we can accelerate the transformation that takes place.
Conclusion
Investing in EI for your employees now will yield benefits for years to come. In an AI-driven world, emotionally intelligent leaders are not just a competitive advantage; they are essential for addressing the human aspects of technological integration and maintaining a cohesive, motivated workforce.
Turbo-charge your L&D
This isn’t about business telling a charity what to do.
It’s an experiential learning environment where the exchange of ideas and understanding goes both ways, helping your people develop their professional skills in the process.
