Introduction: Mind, Heart, and the Missing Piece
After years of reflection, I’ve finally put into words what I’ve long believed in both my mind and heart—a fitting analogy, as IQ represents the mind (cognitive intelligence) and EQ the heart (emotional intelligence). This realization may seem obvious to some, and perhaps it should be. But if it were truly embraced, we’d see very different results in our workplaces today.
As we approach the halfway mark of 2025, with the first quarter of the 21st century nearly behind us, I can’t help but ask: Are we truly better off at work—mentally, emotionally, and psychologically? Are most people showing up each day feeling good about what they do (their job), who they do it with (their team), and how they do it (their values and principles)?
Sadly, the data says no. In fact, according to Gallup’s 2025 State of the Global Workforce report, only 2 to 3 out of every 10 people are satisfied with their jobs. Most don’t even feel their leaders care about them as human beings.
Dig deeper, and a troubling pattern emerges: Many employees and managers alike report that leadership is too often driven by power, status, and profit. This erodes trust and creates work environments defined by stress, fear, and disengagement. These
conditions—if left unaddressed—lead inevitably to burnout, poor performance, and high turnover, even among top talent.
The Big Question
So, what are we—and our organizations—doing about this?
I propose a deceptively simple but deeply powerful formula:
Humility + Emotional Intelligence (EQ) + Cognitive Intelligence (IQ)
This isn’t a model of equal parts, nor is it a checklist. It’s a dynamic, interwoven framework. And it turns traditional leadership paradigms on their head.
Why This Formula Works
After years of asking, listening, and learning from a wide range of leaders and teams, I’ve come to believe that three things are interfering with our ability to cultivate effective leadership:
1. We don't recognize the true cost of poor leadership.
2. We don't prioritize the development of these attributes.
3. We don’t consistently coach and support their growth in others.
To lead effectively over time, leaders must create conditions—where people can be themselves while giving their best always, which then becomes a culture- a way of being. That starts with these three core capacities: Humility, EQ, and IQ.
Let’s explore each one.
Humility: The Foundation of Trust
Humility isn't thinking less of yourself—it’s thinking of yourself less. It’s the opposite of arrogance, a healthy self-awareness grounded in service to others.
In Good to Great, Jim Collins found that the CEOs of the highest-performing companies never took credit for success but always took responsibility for failures. That’s humility in action.
True humility in leadership means never compromising people or principles in the pursuit of results. It means seeking the success of those in your care—even if it comes at personal cost. As a wise mentor once told me: “Get over yourself. Everyone’s replaceable — including the CEO.”
IQ: The Baseline for Competence
IQ, or cognitive intelligence, is perhaps the most familiar of the three. For more than a century, scientists have worked to measure it, and today it remains a reliable predictor of an individual’s capacity to solve problems, think critically, and perform job-related tasks.
In plain terms, IQ is about knowing what to do and how to do it. It's foundational. But on its own, it is insufficient for inspiring teams, navigating conflict, or building trust.
EQ: The Most Powerful, Yet Most Misunderstood
Emotional Intelligence—or EQ—has become a buzzword in business circles, but it's often misunderstood. Many people assume they have it, but few have been formally trained or coached to develop it.
Daniel Goleman’s 1995 bestseller Emotional Intelligence sparked a movement. He defined EQ as a range of skills, including self-awareness, empathy, and social skill—all essential for effective leadership.
Since then, research by Joseph & Newman (2010), Miao, Humphrey, & Qian (2018), and others has consistently shown EQ to be a stronger predictor of leadership success than IQ.
This shift is reflected in hiring trends. A CareerBuilder survey found that 71% of hiring managers prioritize EQ over IQ, and 75% would promote someone with high EQ over someone with high IQ but low emotional awareness.
In today’s diverse, complex, and fast-changing workplaces, leaders cannot succeed long-term without the capacity to relate to, support, and inspire the people they lead.
The Outcome: Culture and Performance
This triad—Humility + EQ + IQ—isn’t just about being a “good boss.” It’s the foundation for:
• Higher employee engagement
• Stronger, consistent performance
• Lower turnover
• Healthier workplace cultures
It’s also the glue that binds your team’s “bricks” together. Without the right mortar—without the right mindset—skills and structure will eventually crumble.
Final Thoughts: A Call to Action
This model is simple in concept but complex in practice. It demands intentionality, investment, and long-term commitment. But the payoff is extraordinary.
When leaders and organizations invest in these qualities, they don’t just create more effective teams—they create more humane ones. That’s a win for customers,
shareholders, and, most importantly, for people.
Let’s change the trajectory of leadership together.
Let’s build workplaces that thrive.
Let’s prove that business and humanity can succeed together.
If this vision speaks to you, let’s start a conversation today, and explore how we can help you bring it to life in your organization.