Why emotional intelligence is your best recruitment and retention strategy
- Wendy Chin
- May 12
- 4 min read
For my latest LinkedIn Live session, EQ-Driven Leadership: Solving the Hiring and Retention Puzzle, I invited two guests who have seen first hand how emotional intelligence(EQ) at leadership level can impact an entire organisation and its business outcomes.
Guest speakers
Eóin McManus, Chief Business Officer at Three Ireland
Patrick Gorry, Partner at Forvis Mazars
Eóin, Patrick and I sat down to discuss the power of EQ-Driven Leadership and why emotional intelligence is a crucial part of today’s employee hiring and retention strategy. There were so many illuminating lessons in this conversation but I have noted down the key learnings that really stood out to me.
Before diving in, I want to point out an interesting experience both my guests had in common. The organisations they work for had been through huge change management periods that demanded empathetic and considered leadership. It’s clear to see how these experiences shaped them as leaders.For Eóin it was a case of acquisition. As he put it “it wasn’t so much Davd buying Goliath, it was more like David’s younger brother buying Goliath”. Three’s acquisition of O2 in 2015 made it the second largest mobile operator in Ireland and Eóin spoke of the leadership challenges he encountered as the team he was responsible for more than tripled in size.
Patrick’s organisation Mazars merged with US accounting firm Forvis to create the current Forvis Mazars. A move which more than doubled the global network to 40,000 people. Patrick reflects on his own learnings about what it took for him to lean in and process this information first, so he could show up with intent and enthusiasm for his team.
Authenticity is the most valuable currency
Timestamp 5mins
After the acquisition process, Eóin became responsible for a team of people who didn’t know him or his leadership style. It quickly became apparent he had to build credibility and authority as a manager and gain the trust of his new team.Eóin recollects standing in front of hundreds of new people in the first day of the newly formed business thinking:
The only way that I can deal with this is by being honest… and authentic. Being authentic encapsulates the principle of being who you really are.
He points out that effective leaders in any industry may have different styles and approaches but their success lies in their authenticity. By being transparent about his capabilities Eóin was able to lay the foundations and build a team culture around honesty and authenticity.
The trust and vulnerability loop
Timestamp: 10mins
The fundamental building block of any effective leadership is trust.
In order to build trust you’ve got to be prepared to be vulnerable, the two work hand in hand when establishing your authentic self in the workplace. Eóin uses his one to one sessions to work on building this relationship with his team. Sharing the challenges we all experience as humans, whether it’s in the workplace or at home.
If you can build a culture where people trust each other and allow themselves to be vulnerable then naturally, the ability to be honest when it comes to feedback will help people grow in their careers.
We all had examples of when we got feedback that shocked us or pointed out areas we needed to work on but ultimately we’re so thankful we worked in an environment that delivered that honesty with kindness and good intention, making being vulnerable a little easier!
Moments that matter- your presence is essential when building connections.
Timestamp: 15mins
Patrick echoed a point I know has been felt across all workplaces. How can you continue to build this culture of trust and vulnerability when most of your team is remote and meetings are now mostly video calls?
We need to make a considered effort to build these relationships in a virtual world.
Patrick has noticed that now in person connections have a whole new level of meaning and importance for him. Now he focusses on the quality of human connection.
Another point we all agreed on was the challenge of being fully present for others in an effort to build these relationships. Being fully present in meetings, a small commitment that can have a hugely positive impact. Whether that’s leaving your phone behind or actively listening and questioning, these are all habits that show you’re being fully present and respectful of the other person’s time and work.
Repeating these acts of genuine curiosity, interest and empathy you will build a reputation as someone who is engaged in their team and the people behind the work.
What I learned from this conversation
Leadership without emotional intelligence is only management.
Patrick and Eóin are living proof that emotional intelligence is essential in the modern workplace when it comes to building engaged teams. Leaders with high EQ naturally blossom into talent multipliers. They spark honesty, embrace vulnerability, and ignite teams that inspire and attract top talent. This results in true sticking power, increasing employee retention and attracting top performers with ease.
If you want all the details you can watch the full recording below there are so many golden nuggets in the conversation!
The next LikedIn Live event will be Wednesday 28th May at 3pm Title: Leadership today, coaching for a fast changing business world
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