HR and L&D teams know one thing for sure: change is constant. But helping employees adapt to change smoothly? That’s the real challenge.

Whether it’s implementing a new learning platform, rolling out compliance training, or restructuring performance management, employees often feel uncertain, overwhelmed, or resistant—which can slow down progress.

The good news? There’s a better way to approach change—one that reduces employee frustration, increases engagement, and makes transitions easier for everyone.

What’s holding you back today: Four common barriers to change in HR & learning

Employees don’t resist change for no reason—most pushback comes from one of four common roadblocks. Understanding these barriers helps HR teams implement change in a way that feels natural, not disruptive.

Resistance from employees and managers: Change management in HR often causes fear and resistance, especially when employees and managers are unfamiliar with new systems or training programs. This reluctance can slow adoption.

Lack of clear communication: Unclear communication about why and how changes are happening creates confusion and disengagement, making employees less likely to embrace new initiatives.

One-time implementation mindset: HR transformation strategies require ongoing iteration. Treating changes as one-time events rather than an evolving process leads to training programs becoming outdated or ineffective over time.

Misalignment with business goals: Employees disengage when they don’t see how new initiatives align with personal or organizational goals. Without a clear connection to their daily work, adoption slows.


Five way to make change management easier

Agile methods and continuous feedback help HR teams implement change in a way that’s flexible, effective, manageable and people-centered. Here’s how:

An agile approach emphasizes small, iterative changes over large, one-time implementations.

Instead of rolling out a major initiative all at once, HR and L&D teams can:

Start with small groups to test key components

Gather feedback from employees in real time

Refine the program before full-scale implementation

Why it works: This minimizes the risk of failure because teams can adjust based on real employee input rather than committing to a full-scale rollout without knowing what might go wrong.

2.  Make change a continuous improvement cycle 

In an agile process, change isn’t a one-time event—it’s an ongoing cycle of improvement. As feedback comes in, HR and L&D teams make small, manageable adjustments to the initiative.

Updating training formats based on employee feedback

Tweaking course content to stay relevant and engaging

Refining system features to remove friction

Why it works: Instead of employees feeling forced into rigid systems that don’t work for them, continuous improvement ensures their feedback shapes the change process—increasing engagement and adoption.

Breaking change into smaller steps makes it easier for employees to adopt. HR teams can:

Offer opt-in early adoption so employees can explore new systems before a full rollout.

Use incremental tech rollouts to introduce new tools in phases, starting with the most essential features.

Run pilot programs to test initiatives before broad implementation.

Why it works:  A phased approach reduces resistance and confusion, making change feel more manageable.

Agile change management relies on frequent, transparent communication to keep employees informed. This includes:

Regular updates about changes, progress, and adjustments.

Dedicated communication channels to answer employee questions and highlight the benefits of upcoming changes.

Why it works: When employees are kept in the loop, they feel more confident in the change process and understand that it’s designed to improve their experience.

5. Collaborative across teams for a strong rollout 

Agile methodologies promote cross-functional collaboration, ensuring that HR, L&D, IT, and other departments work closely together to implement and refine initiatives. 

Why it works: A collaborative approach brings in diverse perspectives, making the change process smoother and more well-rounded.

Avoid chaos in your next workplace change 

By using agile, feedback-driven processes, HR and L&D teams can implement change more effectively, avoid common pitfalls, and ensure that initiatives are adaptable, employee-centric, and continuously improving. This creates a much smoother and less chaotic transition, leading to better outcomes for both employees and the organization.

With content providers like Go1, any organization can approach change in their HR and learning initiatives with confidence and avoid common objectives to workplace learning. With thousands of courses on practically any subject matter in any format, employers can avoid resistance to change, misalignment, and more, and give employees access to any type of learning material they want on virtually any subject.

Book a demo today to find out if Go1 is right for you.

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HR leaders can help employees navigate change with less stress. Learn the four biggest barriers to change and five strategies to make workplace transitions smoother.

5 proven ways HR teams can make change management easier

The latest and greatest in learning is here. We’ve expanded our library with new providers like iNE Security and StudyAcademy, and added hundreds of new courses from existing providers like Cyber Eclipse —making it easier than ever for employees to stay compliant and develop business-critical skills. 

What’s new and trending on Go1 this quarter? 

New Cybersecurity Provider: iNE Security 

We’re leveling up cybersecurity and cloud computing training with 90+ new courses from INE Security, now available for learners in North America. These courses offer structured learning paths, industry-recognized content, and real-world, hands-on experience—perfect for IT pros looking to stay ahead. 

Core topics: Cybersecurity, cloud computing, data science, networking 

Trending Course: Introduction to Networking Technologies (2.5 hours) 

Designed for beginners, this course covers networking security protocols and configuration basics—an essential starting point for aspiring network security professionals. 

Keeping up with compliance just got easier. Study Academy’s 30+ CPD-accredited courses provide up-to-date regulatory content tailored for the UK and EU. These short (but thorough) courses ensure teams meet compliance requirements—without the information overload. 

Core topics: Financial regulations, workplace safety, ethics, data protection 

Trending Course: Understanding Human Rights (45 minutes) 
 This course breaks down the essentials of human rights, their global impact, and why they matter in the workplace. 

More Bite-Sized Cybersecurity from Cyber Eclipse

Cybersecurity training shouldn’t be boring. Cyber Eclipse delivers 41 new courses that make learning fast, engaging, and even a little fun. Their humorous, short-form content helps teams quickly grasp key cybersecurity principles—without eye-roll-inducing corporate speak. 

Core topics: Phishing, password security, two-factor authentication 

Languages: English, French, German, Spanish, Japanese, Chinese 

Trending Course: Cybersecurity: Password Module - "Sharing Is Caring" (5 minutes) 
 This micro-course teaches employees how to create strong passwords (and why sharing them is a terrible idea). 

More New Content, More Learning Options 

Each quarter, we expand our library with new topics, formats, and languages to help teams stay compliant and keep skills sharp. This quarter’s focus on compliance and cybersecurity deepens our coverage in these essential areas. 

Want more? Check out other new content from Simmons Learning Solutions, Pointsbuild, and Play4Business. 

You can stay ahead of the latest trends and learning content when you sign up for our newsletter! You'll receive valuable L&D resources and tips directly to your inbox.

This month is all about understanding and preparing for compliance regulations in the year 2025. Read the full article to find course recommendations and new content providers to help your employees stay compliant and work through the day safely.

What’s new and trending in learning? March 2025

Explore what’s new in the Go1 library this quarter—fresh compliance and cybersecurity content from top providers, plus the courses learners are loving right now. 

Hybrid work has changed the game, making it harder—but even more essential—to build a strong learning culture. The right approach is so important to keep employees engaged; it fuels innovation, retention, and long-term growth. In our latest episode of our L&D in 20 podcast, it was the Dan duo, as our host Dan Haywood sat down with our very own Dan MacPhail, Go1’s Director of Organizational Capability. Dan M. shared his take on closing the gaps left by fewer informal workplace interactions, challenges and opportunities of hybrid work, and how organizations can build a learning culture that thrives. 

Go1 moved to a remote-first approach in February 2024. With team members across over 25 countries and some office sites still in place, we’ve figured out what works (and what doesn’t) for a global remote team. Here’s how we’ve built a thriving learning culture—and how you can do the same. 

Creating an environment where employees understand the value of continuous learning has positive effects for both the employees and the company. By integrating learning into the daily workflow, organizations can foster a culture where continuous improvement and skill development are the driving components of success. This approach not only enhances employee engagement and satisfaction but also drives better business outcomes. 

Dan puts it simply: "If we tell employees that learning matters but treat it as extra, we send the message that it doesn’t." Learning should be built into the job—not treated as an afterthought. 

At Go1, we don’t just talk about learning—we make it happen. Here’s how we embed learning into our culture: 

Access to Go1 Learning: Employees have access to a range of relevant development content through Go1, with learning budgets to spend on what matters to them. 

Dedicated Learning Days: Twice a year, the entire company steps away from day-to-day work to focus purely on learning, whether in teams or individually. 

Wellbeing Days: You can’t learn (and work) effectively if you’re burned out. Two annual wellbeing days (on top of paid holiday) help employees recharge, and know that even our executives are taking the day. 

Structured Growth Conversations: Three times a year, employees have dedicated check-ins to reflect on progress and map out their next steps—because growth shouldn’t be left to chance. 

A solid learning content offering is the key to our success at Go1. Dan explained, "Grasping the attention of a remote audience who isn't captured in a room requires more thought in terms of making sure that it's engaging." The best way to overcome this hurdle is to offer a variety of different content formats around a topic, so each employee can pick their preferred way of engaging with the material. 

Leadership buy-in is key. At Go1, our leaders don’t just encourage learning—they model it. Dan explains, "Leaders model and promote learning actively across the organization. We hear leaders at all levels of the organization talking about learning that they have recently done." Whether it’s after attending industry events, wider team meetings, or personal experience, they share what they’re learning, how it’s helped them, and why it matters. That kind of visibility sets the tone across the organization. 

How to build a learning culture in your organization 

Want to embed learning into your hybrid work environment? Start here: 

Make learning accessible: Use on-demand digital platforms so employees can learn when and where it works for them. 

Create informal learning spaces: Virtual coffee chats, peer mentoring, and learning groups make development feel organic—not forced. 

Get leaders involved: Have leaders share what they’re learning and champion development initiatives. 

Set aside time for learning: Without dedicated time, learning gets pushed aside. Make it a non-negotiable. 

Tie learning to business goals: Ensure learning programs align with strategic objectives so they drive real impact. Have executives champion sharing this. 

Prioritize wellbeing: Support mental health with dedicated wellbeing initiatives—because a well-rested employee learns and performs better. 

Want to dive deeper? Listen to L&D in 20 Episode 6: Building a thriving learning culture in hybrid environments with Go1’s Director of Organizational Capability, Dan MacPhail for expert insights on building a learning culture that works in hybrid environments. 

Episode 6 - Building a thriving learning culture in hybrid environments 

Creating a learning culture in a hybrid working environment comes with its challenges. Find out how Go1 bridges the gap and keeps employees engaged and learning.

Lessons from Go1: Building a learning culture in hybrid environments 

Between team meetings, time-sensitive emails, and looming deadlines, compliance training often feels like a task employees might overlook, and the L&D team can struggle to check-off their list. Employees will delay, ignore, or rush through these mandatory courses—sometimes not even passing the test at the end the first or second time.

But what if compliance training felt less like a chore and more like an activity that employees could complete efficiently without cutting corners?

In this article, we'll share practical strategies to reframe compliance training into a program that employees are more likely to complete successfully when they receive the first notification.

Use microlearning to increase engagement 

Long, dense compliance modules make it harder for employees to pay attention—let alone remember the content for review. Microlearning delivers short, focused compliance lessons that employees can fit into their workday—helping you increase training completion rates without overwhelming your employees.

Instead of assigning one extensive compliance course once a year, try breaking it into smaller segments delivered over time. For example, you could assign:

A 15-minute module on bullying prevention every other month

A 10-minute refresher on data privacy at the start of a new quarter

Go1’s content subscription includes providers like Easy Llama, whose courses use FaceTime-style video scenarios, and Marcom, which sets compliance lessons in real-world workplace situations. With these relatable styles and engaging formats, employees can really see how the rules apply.

Connect compliance to everyday work with real-world scenarios 

It’s challenging for employees to care about compliance policies if it feels completely disconnected from their daily work. Instead of assigning generic, outdated, one-size-fits-all training, try to personalize compliance training. Include scenarios that reflect your industry and workplace culture.

If your company recently experienced a data breach, walk employees through the exact steps that could have prevented it. Work closely with your IT team to choose the perfect courses.

If you're in manufacturing, you may have two versions of your training: One for the team on the manufacturing floor, and one for those working on the customer-facing side of the business.

In hospitality, simulations around customer harassment and prevention may need to be available with different cultural context so it feels more real.

Go1's course-builder and variety of localized content makes it easy to customize off-the-shelf compliance courses with your company’s policies—so employees learn what compliance really looks like in their role.

Use interactive technology to make it memorable

Research suggests that we remember 10% of what we read, 20% of what we hear, and a staggering 90% of what we do. Employees are more likely to remember what they learn when they can see it and do it—rather than just read about it.

Interactive compliance training tools—like Virtual Reality (VR), Augmented Reality (AR), or scenario-based quizzes—help employees experience compliance training hands-on, rather than passively watching videos. This approach will make training more engaging and helps increase participation rates.

Imagine stepping into a VR harassment prevention course, where the employee must choose how to respond to inappropriate behavior from a colleague. Every decision changes the outcome—helping employees learn by doing, not just watching.

Add friendly competition with gamification

Gamification—like leaderboards, digital badges, and small rewards—can make compliance training more engaging and motivate employees to finish their training on time.

Points and leaderboards for timely course completions

Digital badges for finishing each module on time

Small prizes or other forms of recognition for top performers

A little friendly competition can motivate employees to engage more deeply—and have fun along the way.

Compliance isn't static; it's a continually evolving topic, and your training materials should reflect that dynamism.

The best way to keep your compliance training engaging? Ask your employees what’s working—and what’s not. When employees have a say in how they're learning, engagement skyrockets. Regularly collect employee feedback through surveys, open forums, or quick pulse checks. Use this input to tweak content, delivery methods, or even the time of day training is assigned.

When employees feel like their feedback shapes the experience, they’re more likely to stay involved.

Compliance training that works for your business

Compliance training doesn't have to feel like a mountain you could never summit. With the right strategies, you can create training that’s engaging enough to get noticed, and effective enough to get completed.

If any of these strategies or course formats caught your interest, we're here to help! Go1 offers compliance courses tailored to your industry, business size, and location, with thousands of options for microlearning, interactive content, and customizable training. And it's all available in one simple subscription.

Go1 has the essential employee training to make your work day easier. Book a demo today to see how we can help your team complete their compliance training.

Learn practical strategies to make compliance training more engaging—so employees pay attention, participate, and complete the task.

How to mitigate risk by boosting engagement in compliance training

How to get employees to engage with compliance training

Watching videos or reading materials isn’t enough to foster lasting knowledge. The real value of online training lies in applying what you learn and turning insights into action. This hands-on approach, known as application-based learning, is key to building real-world skills that stick.  

Traditional learning methods often focus on absorbing information, but true understanding happens when you put that knowledge to use. In episode five of L&D in 20, Peter Horwing, CEO of CHART Learning Solutions, identifies a key flaw in many online courses: information enters a learner’s mind but exits just as quickly. How can you fight this? He argues, “The true magic happens when these skills are applied right away in real-world scenarios, whether personal or professional.” When employees actively engage in their learning—whether through workplace projects, role-playing, or problem-solving exercises—they gain confidence and reinforce their skills in meaningful ways that last.

People managers lead the way to learning 

Managers play a crucial role in making learning impactful. When they actively support and participate in training initiatives, employees feel a greater sense of accountability. By setting clear goals and connecting training to real business challenges, managers also ensure employees can immediately put their skills to work.  

To help employees apply their learnings, managers should set up learning communities where employees discuss and reflect on their experiences. Regular check-ins with a coach, peer reviews, or self-assessments are a great place to start. These spaces encourage knowledge-sharing and valuable reflection moments that improve retention and real-world application.  

AI can improve learning by providing real-time feedback and personalized recommendations. However, it should complement—not replace—human judgment. As Horwing advises, “AI should be a tool that helps, but ultimately, you make the final call.” AI personalizes the learning experience, offering tailored suggestions and resources that align with individual learning preferences and needs when prompted and trained to do so. For example, an AI system can track an employee's progress, identify areas where they struggle, and recommend specific exercises or reading materials to help them improve. This approach not only makes learning more efficient but also more engaging, as employees receive content that's directly relevant to their day-to-day work. 

If you don’t have the tools, budget, or staff to create AI tools like this, turn to your learning providers for solutions. At this point, many (if not all) will have an AI solution that can help you personalize learning programs for your team. Here at Go1, we introduced Go1 AI to help our customers personalize content faster. 

When measuring the success of learning initiatives to see if they are truly effective, the metrics need to tie back to business goals. Advanced analytics can track metrics such as completion rates, engagement levels, and behavioral changes. Regular follow-ups and discussions within learning communities can also provide valuable insights into the training's effectiveness and identify areas for improvement.  For a quick way to measure success, focus groups can hep you get honest feedback, fast.  Quick pulse surveys, casual check-ins, and open discussions can reveal what’s working—and what’s not. Then, you can use this data to improve your programs in real time to create training that sticks and makes a real difference. 

Five best practices for effective online learning  

To get the most out of online learning, organizations should focus on these steps: 

Identify the skills that align with your business goals and show employees how these directly translate to career growth, promotions, or role expansions.  

Offer real-world scenarios, workplace projects, or simulations to help employees apply skills straight away and reinforce learning. 

Set up group-based training and peer-to-peer coaching. This creates accountability and enhances the learning experience.  

Create an internal chat, maybe on Slack or Teams, where employees can discuss and share their learning experiences to build confidence.  

Incorporate challenges, leaderboards, and small rewards to keep employees motivated. A little friendly competition or achievement tracking can drive higher participation and completion rates. 

By prioritizing application-based learning, fostering collaboration, and thoughtfully using AI, organizations can create a workforce that’s capable, confident, and ready to make an impact.  

For more on the topic of making the most out of online learning to help your employees grow their skills, check out L&D in 20 Episode 5: Best practices in online and AI-enhanced learning with CHART Learning Solutions’ CEO, Peter Horwing 

Episode 5 - Best practices in online and AI-enhanced learning

Online learning is convenient and accessible, but risks being quickly forgotten by employees. Application-based learning can change this and help build skills that actually stick.

Why learning fails without action—and how to fix it

Welcome to this month's "What's trending in learning?" where this month, we'll look at the critical role of HR compliance. As regulations and best practices continue to change, staying informed and up-to-date is more important than ever. 

In this edition, we’ll highlight just a sliver of courses from the Go1 library on HR compliance topics, introduce new content providers, and share resources.

1. Respect@Work by BSI (Interactive, 15 mins)c

The Anti-Discrimination and Human Rights Legislation Amendment (Respect at Work) came into effect in December 2022. The Act places a new positive duty on employers and persons conducting a business or undertaking (PCBUs) to eliminate sexual harassment and other discriminatory conduct occurring within their workplaces. 

This mobile micro-learning experience covers information about the Act and the steps organizations should be taking now to ensure compliance with the Act.

This course helps employees understand HIPAA's complex requirements, how HIPAA can impact your organization and clients, and shows them simple steps and concepts that they can use to safeguard HIPAA-protected information. 

3. Human Trafficking Prevention by EasyLlama (30 mins)

There's no single defining profile or characteristic to identify victims of human trafficking, so awareness is key. This course will help define human trafficking, dispel some common myths, and provide signs to look out for. Employees will learn what actions they can take and where they can report a suspected victim of human trafficking. They'll also find out why certain industries are more prone to its occurrence than others.

Note: This course is compliant to meet CA standards and requirements. For Florida, users should take "Human Trafficking Prevention, Hospitality."

4. Equal Employment Opportunity by Allara Global (20 mins)

Equal Employment Opportunity (EEO) is an important concept for all employers, employees and job applicants. It’s a way of protecting people at all stages of the employment cycle, and ensures that everyone has equal access to employment opportunities based solely on merit.

Everyone has a responsibility and role to play when it comes to EEO and workplace diversity. Not just because it is required by law, but because everybody has the right to be treated fairly and with respect in seeking and maintaining employment.

5. Freedom of Information Act by Skillshub (5mins)

There are two ways in which the Freedom of Information Acts provides access to public information and this course will cover both of them thoroughly. Learn who and what information is included, and how you can make a request.

This microlearning course comes with additional materials to help you implement the learning, including three key actions to take, a blueprint for self-coaching, and a simple infographic to remember the main points.

Courses include React fundamentals (JSX, components, props, state, and hooks), advanced features (routing, data management, and accessibility), and styling techniques. They also introduce alternative frameworks like Svelte and tools like Markdown.

New translations in Spanish and Italian are now available for existing courses, in addition to existing French, English, and German coverage. Coorpacademy also added new courses on data and team management.

These new courses focus on professional development across various languages (English, Spanish, German, French, and Portuguese) and cover topics like leadership and teamwork, personal productivity and decision-making, and customer-centric strategies while emphasizing cross-cultural competence and effective communication.

New courses from Coursera cover AI tools, software development, data analysis, UI/UX design, and cloud computing across various languages and frameworks.

Enspark came through with many new courses this month! They cover Digital Transformation, Cybersecurity, Diversity & Inclusion, Workplace Violence Prevention, AI & Technology, Ethics, and Leadership. Courses are available in multiple languages including English, French, Spanish, German, Chinese, Japanese, and more. Enspark provides insights on adapting to digital change, securing data, fostering inclusivity, managing teams, and ethical workplace practices across global markets.

Some Study Academy courses were previously distributed under Assemble You. As Assemble You courses will be removed on March 1, Study Academy is taking them on. These courses focus on compliance, financial regulations, workplace safety, ethics, data protection, and well-being to ensure responsible business practices and regulatory adherence.

Dupoint Sustainable Solutions (DSS+) - 224 new courses

DSS+ introduced 224 new courses covering industrial maintenance, electrical and mechanical systems, and troubleshooting in hydraulics, pneumatics, PLCs, and energy management for technical professionals. They're available in English only at this time.

As we wrap up this month's focus on HR compliance, remember that continuous learning is crucial. Staying up-to-date with evolving regulations requires ongoing effort and dedication. To further support your journey, be sure to check out our L&D in 20 podcast episode, More than a checkbox: Unlocking value and professional growth through compliance training with Emtrain's Director of Partnerships and Strategic Accounts, Jennifer Dowdy.

If you're a Go1 customer, be sure to explore the courses and content providers highlighted in this article to strengthen your organization's compliance efforts. By prioritizing HR compliance, you're not only protecting your company but also creating a safe and equitable workplace for all.

What’s trending in learning? Compliance training in February 2025

Understand and prepare for compliance regulations this year. Find new courses and content providers to help your employees stay compliant and work through the day safely.

What’s trending in learning? HR Compliance in February 2025

Your organization moves as fast as your people can learn. And right now, skills are evolving faster than ever. In fact, 40% of core workforce skills will shift by 2030, and over 30% of today’s skills are becoming obsolete.  

For L&D leaders, that means constant change—navigating new technologies, shifting business demands, and economic uncertainty. It’s tough to keep up, let alone predict the skills your company will need next. So, how do you stay ahead?  

The need for targeted upskilling and reskilling 

Organizations need skill-based learning that’s proactive, data-driven, and supports their strategy, which means you need to be able to:   

Pinpoint the skills your employees already have 

Spot the gaps that stand between today’s capabilities and tomorrow’s needs 

But recognizing skill gaps isn’t enough. You also need the right learning to close those gaps. That’s where Go1’s Skills Insights comes in. 

Built on data from over 11 million employees and 130,000 courses, Skills Insights takes the guesswork out of skill-building. This new tool gives L&D teams actionable insights into skill development trends, learner satisfaction, and content engagement—so you can make informed decisions, fast. 

Understand what matters most  
Track how your teams engage with learning, which skills are in demand, and how employee capabilities evolve over time. You’ll also discover emerging industry trends—no additional surveys or guesswork required. 

Shape smarter learning strategies 
Uncover hidden skill gaps, measure engagement, and turn insights into action with personalized recommendations and benchmarking tools. 

Measure and prove impact 
Go beyond basic enrollments and completions to show real ROI. Connect your learning programs to business outcomes with data on top skills, employee engagement, and time spent learning. 

Insights that drive action—not guesswork 

L&D teams often rely on outdated KPIs and surface-level metrics that don’t tell the full story. Many vendors provide impressive-looking dashboards, but they don’t highlight real skill gaps or offer next steps. 

We’ve taken a different approach. With Skills Insights, you get the data, context, and strategic guidance you need to build high-impact learning programs without second-guessing.   

Skills Insights is just the beginning. Over the coming months, we’ll improve benchmarking capabilities, refine our data sets, and roll out new features to help you drive measurable impact—whether that’s faster skill growth, better learner engagement, or clearer alignment to business goals. 

Skills Insights launches on February 18. We can’t wait to show you how it changes the way you approach skills training. 

If you're already a customer, reach out to the Customer Success Team for more information, or click here to see how Go1 can help you unlock deeper learning insights that matter!

Discover how Go1's new tool, Skills Insights, can help you truly understand employee training and improve the impact of learning on your business.

More than 95% of founding executives stated that Emotional Intelligence (EQ) in leadership is more important than IQ. And a lack of EQ is one of the top reasons for career derailment. 

In this article, we'll explain emotional intelligence: Why it's essential in times of crisis and how to build it in leaders and their teams.

EQ, first coined in 1990 by researchers John Mayer (not the singer) and Peter Salovey, refers to the ability to understand, manage, and influence one's own and others' emotions. 

Self-awareness: Recognizing and understanding your own emotions, thoughts, and behaviors.

Self-regulation: Managing and controlling one's emotional responses, particularly in challenging situations.

Empathy: Understanding and sharing the feelings of others.

Most of us don’t make our best decisions when we feel overwhelmed or distressed. But, we do when we’re calm, centered, and regulated — all of which are hallmark signs of high emotional intelligence.

Leaders with high emotional intelligence are better at handling the complexities of crisis management. They can navigate emotional dynamics, maintain stability, and guide their teams through challenges with clarity and compassion.

Leaders who are emotionally intelligent during times of crisis can:

Make better decisions, recognize the impact of their behavior on others, and adapt their approach as needed. (Self-aware)

Remain flexible and avoid making rash decisions or displaying erratic behavior that could undermine team confidence and morale. (Self-regulated)

Provide others with the support needed to navigate difficult times, improving team cohesion, morale, and trust. (Empathetic)

Here’s what this looks like in practice:

A software company faces a significant data breach, causing employee anxiety and customer outrage. Sarah, an emotionally intelligent CEO:

Emotional Intelligence (EQ) is crucial for leaders, especially in a crisis. Learn why EQ matters, how it impacts decision-making, and how leaders and teams can use EQ to navigate challenges.