Quick Reads
quick read — Emotional intelligence
While IQ Might Get You Through the Door, It’s EQ That Will Get You a Seat at the Big Table
You’ve probably heard it before: intelligence opens doors. High IQ scores are often celebrated, and in many cases, they can indeed be the ticket that gets you noticed in your career. They might help you ace exams, dazzle in interviews, and secure that coveted job offer. But once you’re through the door, once you’re sitting at the table, it’s not just your IQ that matters. It’s your EQ—your emotional intelligence—that will determine whether you get to stay at that table, or better yet, whether you earn a seat at the big table where real decisions are made.
Let’s break it down.
IQ Gets You Through the Door
IQ, or Intelligence Quotient, is often associated with your cognitive abilities—things like logical reasoning, problem-solving skills, and analytical thinking. High IQ is undeniably valuable in many professions. If you’re a data scientist, surgeon, or engineer, having a sharp mind can be a game-changer. It helps you process information quickly, make sense of complex problems, and come up with efficient solutions. IQ is what typically gets you noticed by hiring managers. It’s what can fast-track you into certain roles and help you excel in those first few months when you’re trying to prove yourself.
But here’s the thing: success in the long run isn’t just about solving problems and being the smartest person in the room. It’s about how you work with others, how you lead a team, how you handle setbacks, and how you inspire confidence in those around you. And that’s where EQ comes into play.
EQ Gets You a Seat at the Big Table
EQ, or Emotional Intelligence, is about much more than just being “nice.” It’s about understanding your own emotions and the emotions of others. It’s about empathy, communication, self-regulation, and building relationships. In today’s world, where collaboration and teamwork are crucial, EQ often outweighs IQ when it comes to long-term success.
As Daniel Goleman, the psychologist who popularized the concept of emotional intelligence, famously said: “What really matters for success, character, happiness, and lifelong achievements is a definite set of emotional skills — your EQ — not just purely cognitive abilities that are measured by conventional IQ tests.”
When you think about the people who have a seat at the big table—those top executives and influential leaders—you’ll notice that they aren’t just there because they’re smart. They’re there because they’ve mastered the art of working with people. They’ve learned how to build trust, how to listen, how to navigate difficult conversations, and how to inspire those around them. Their emotional intelligence is what makes them truly effective.
Why EQ Matters More Than Ever
We live in a time where soft skills—those intangible abilities like communication, empathy, and adaptability—are more important than ever. The world of work is changing rapidly, and no matter how smart you are, you can’t succeed in isolation. Teams need to collaborate across departments, cultures, and time zones. Problems aren’t just solved with brainpower; they’re solved with creativity, empathy, and resilience. In this environment, people with high EQ are the ones who thrive.
Consider this: when was the last time you worked with someone who had all the right answers but didn’t know how to communicate them effectively? Maybe they were brilliant at their job but terrible at managing conflict, or they struggled to build relationships with their peers. These are the kinds of people who might have the IQ to get them through the door, but they often struggle to move beyond a certain level in their careers. Without emotional intelligence, their impact is limited.
Building Your EQ
The good news is that unlike IQ, which is largely fixed, EQ can be developed. Emotional intelligence is a skill that can be cultivated through practice, self-reflection, and feedback. So how do you build it?
No. 1 — Self-Awareness. Start by understanding your own emotions. How do you react under pressure? What are your triggers? Being aware of your emotional responses is the first step in managing them effectively.
No. 2 — Empathy. Put yourself in others’ shoes. Practice active listening, and try to see things from different perspectives. Empathy isn’t just about being kind; it’s about understanding the emotions and motivations of the people around you.
No. 3 — Self-Regulation. Learn to manage your emotions, especially in challenging situations. This doesn’t mean suppressing your feelings, but rather responding to them in a way that’s constructive rather than reactive.
No. 4 — Social Skills. Build strong relationships by communicating clearly and effectively. This includes everything from resolving conflicts to giving and receiving feedback.
No. 5 — Motivation. Stay driven by a deeper sense of purpose rather than just external rewards. High EQ individuals are often self-motivated and able to inspire others with their vision and enthusiasm.
EQ in Leadership
Leadership is the ultimate test of emotional intelligence. As a leader, you’re not just responsible for your own success—you’re responsible for the success of your entire team. And that requires a deep understanding of people. Leaders with high EQ are able to build cohesive teams, navigate conflict, and create an environment where everyone can thrive.
“Leadership is not about being in charge. It’s about taking care of those in your charge.”
— Simon Sinek
Finding Your Seat at the Big Table
So, while IQ might get you through the door, it’s EQ that will get you a seat at the big table. It’s your emotional intelligence—your ability to connect with others, navigate challenges, and inspire trust—that will determine your long-term success. As you climb the ladder in your career, remember that being smart will only take you so far. It’s your ability to lead, to empathize, and to communicate that will set you apart and help you find your place at the table where real decisions are made.
quick read — Personal development
The 8 Most Powerful Questions You Can Ask When Interviewing for a Job
Job interviews are often seen as a one-sided interrogation. The company asks the questions, and you do your best to impress them with your qualifications and experience. But an interview should be a two-way conversation. It’s your opportunity to learn just as much about the company as they are learning about you. Beyond just the role and responsibilities, the culture, values, and environment of the company will significantly impact your happiness and success there.
To find out whether a company is the right fit for you, it’s important to go beyond the traditional interview questions and dig deeper. Here are eight powerful questions you can ask to help determine if the company aligns with your values, fosters a healthy culture, and will support you in the long run.
No. 1 — How does the company handle mistakes or failures?
This question goes straight to the heart of the company’s culture around innovation and psychological safety. In a healthy environment, mistakes are seen as opportunities for learning and growth, not grounds for punishment. If the company is open about how they handle failure and emphasize learning from it, it’s a good sign they foster an environment where employees can take risks and innovate without fear of retribution. If the interviewer is evasive or focuses only on preventing mistakes, it might suggest a culture where failure is stigmatized, and risk-taking is discouraged.
No. 2 — Can you share an example of how the company has supported an employee through a challenging time?
This question offers a window into how much the company values its people, especially during tough moments. Whether it’s a personal challenge, a professional hurdle, or even navigating through a difficult project, the response to this question will reveal the company’s true colors. Companies that genuinely care about their employees will have stories of providing flexibility, resources, and understanding when employees face challenges. If they can’t think of an example, it could indicate a lack of support when it’s needed most.
No. 3 — What’s one thing you would change about the company if you could?
This question invites honesty and vulnerability from the interviewer. Every company has areas for improvement, and how they respond to this question will tell you a lot about their level of self-awareness and willingness to address issues. If the interviewer acknowledges a genuine challenge the company is working on, it shows that they are not only self-aware but also committed to continuous improvement. On the other hand, if they claim that nothing needs to change, it could be a red flag that the company is either complacent or not willing to address internal problems.
No. 4 — How does the company celebrate wins, both big and small?
Celebrating successes, whether large or small, is an important part of maintaining a motivated and engaged workforce. This question digs into the company’s culture of recognition and appreciation. How the company celebrates wins reflects their values and whether they truly see and appreciate the efforts of their employees. It could be anything from public shout-outs during meetings to more formal recognition programs. If the interviewer struggles to answer or if celebrations seem reserved only for major milestones, it could suggest a culture where daily efforts go unnoticed.
No. 5 — What kind of people tend to succeed here, and what kind of people don’t?
This question will help you assess whether your values, work style, and personality align with what the company is looking for. Listen carefully to the words they use to describe successful employees. Do they value collaboration, creativity, and taking initiative? Or do they prioritize people who strictly follow processes and don’t challenge the status quo? Equally important is understanding what they view as characteristics of people who don’t succeed. Their answer will give you insight into potential pitfalls and whether the company allows room for different working styles or has a narrow definition of success.
No. 6 — How does the company ensure diversity of thought and encourage differing opinions?
A company that truly values diversity will make space for different perspectives, not just in terms of race, gender, or background, but also in terms of ideas and opinions. By asking this question, you’re probing into the company’s culture of inclusion and their willingness to challenge the status quo. Do they encourage healthy debates? Do they farm for dissent? Are there structures in place to ensure that all voices are heard? If the company is serious about innovation and growth, they will actively seek out and value diverse opinions, rather than only rewarding conformity.
No. 7 — What opportunities are there for professional growth and development?
Career growth isn’t just about promotions—it’s about continuous learning, developing new skills, and being supported in your career goals. This question will help you determine whether the company invests in the growth of its employees or expects them to figure it out on their own. A company that prioritizes development might offer mentorship programs, ongoing training, or opportunities to take on new challenges. If the answer is vague or suggests that growth is solely your responsibility, it could indicate a lack of support for your long-term career development.
No. 8 — How does leadership solicit and act on feedback from employees?
A company that values transparency and continuous improvement will have mechanisms in place to gather feedback from employees at all levels and, more importantly, act on it. By asking this question, you’re assessing how approachable and open leadership is, and whether they are genuinely interested in improving the company for everyone’s benefit. A positive response would include examples of changes made as a result of employee feedback, showing that the company values the voices of its people. If there’s no clear process for gathering feedback or if leadership isn’t responsive, it could be a sign of a top-down culture where employees have little influence.
Interviews aren’t just about showcasing your skills—they’re an opportunity to evaluate whether a company is the right place for you to thrive. By asking these eight powerful questions, you can go beyond surface-level information and gain deeper insight into the company’s culture, values, and how they treat their employees. Ultimately, finding a job is about more than just a paycheck. It’s about aligning yourself with an organization that supports your growth, values your input, and fosters a positive, inclusive environment where you can do your best work.
quick read — LEADERSHIP
Be the Leader You Wish You Had: Seven Principles for High-Performing Teams
Leading a high-performing, innovative team is both an art and a science. It requires a blend of clear vision, strategic guidance, and, most importantly, a deep trust in the people who do the work. Leadership is not about dictating every move but about creating an environment where your team feels empowered, supported, and encouraged to do their best work. To make that happen, here are seven essential principles that can help you build a thriving, innovative team.
No. 1 — People Over Process
Great teams are built on trust, not rigid processes. It’s tempting to think that creating a foolproof system will guarantee success, but in reality, every team is made up of unique individuals who bring their own creativity and problem-solving skills to the table. By giving your team the autonomy to make decisions about how work gets done, you show that you trust them. This freedom empowers them to explore new ideas, approach problems in novel ways, and take ownership of their work.
When people feel that they have control over their tasks, they tend to be more engaged and motivated. Processes have their place, but they should serve the team, not the other way around. Flexibility is key—allow your team to adapt, iterate, and find the best ways to achieve results.
No. 2 — Radical Candor
Honest communication is the lifeblood of a successful team. Creating an environment where transparent feedback is the norm can make all the difference between a team that merely functions and one that thrives. Radical candor means being able to offer feedback that is both direct and caring. It’s about telling the truth, even when it’s uncomfortable, while showing that you genuinely care about the person you’re speaking with.
This openness helps prevent misunderstandings and fosters a culture of continuous improvement. When your team knows that feedback is not something to be feared but embraced, they will be more likely to speak up, share ideas, and collaborate effectively. As a leader, you set the tone. Encourage open dialogue and model the kind of honesty that helps everyone grow.
No. 3 — Iterate & Innovate
Innovation doesn’t come from playing it safe. If you want your team to push boundaries and create groundbreaking work, you need to create an environment where taking risks is encouraged—and failure isn’t punished. Iteration is the key to innovation. Great ideas rarely appear fully formed; they are shaped over time through trial and error.
Reward your team not just for their successes but also for their willingness to try new things, even if those attempts don’t always pan out. When failure is seen as a learning opportunity rather than a setback, your team will be more inclined to experiment, innovate, and ultimately achieve breakthrough results.
No. 4 — Practice the “Keeper Test”
The “Keeper Test” is a simple yet powerful tool for assessing your team. Ask yourself, “If [insert team member’s name] wanted to leave, would I fight to keep them?” This question cuts to the heart of how much value you place on each team member. If the answer is “no,” it might be time to reevaluate the relationship.
This doesn’t mean you should make hasty decisions, but it does encourage you to be honest about your team’s strengths and weaknesses. If someone isn’t a great fit, it’s better to address the issue sooner rather than later—for their sake and the team’s. On the flip side, if you would fight to keep someone, make sure they know how much you value them. Recognition and appreciation go a long way in retaining top talent.
No. 5 — Farm for Dissent
It’s easy to fall into the trap of surrounding yourself with people who agree with you. But if everyone is always on the same page, you might be missing out on valuable perspectives. Farming for dissent means actively seeking out diverse ideas and opinions, even when they challenge the status quo.
Create a safe environment where team members feel comfortable voicing their disagreements and offering alternative viewpoints. The best ideas often emerge from healthy debates and different perspectives. Encourage your team to challenge assumptions, ask tough questions, and think critically. This diversity of thought is what drives innovation and prevents complacency.
No. 6 — Context, Not Control
Micromanaging is the enemy of creativity and growth. Instead of trying to control every detail, focus on providing your team with context. Share the big-picture goals, strategies, and values of the company so that everyone understands the “why” behind their work. When your team has a clear understanding of the purpose and direction, they can make informed decisions on their own.
Context empowers people. It gives them the framework they need to operate independently, without constant oversight. When your team knows the end goal and trusts that they have the freedom to get there, they’ll feel more invested in the work and be more productive.
No. 7 — Focus on Impact
At the end of the day, what matters most is impact. It’s not about how much time someone spends on a task or how many hours they clock in—it’s about the results they achieve. Shift your focus from measuring effort to measuring outcomes. Celebrate meaningful contributions that drive the company forward, regardless of how much time it took to achieve them.
When your team understands that their efforts are being measured by the value they create, rather than arbitrary metrics, they’ll be more motivated to work efficiently and effectively. Productivity isn’t about doing more; it’s about doing what matters most.
Quotes of the Week
QUOTE — EMOTIONAL INTELLIGENCE
QUOTE — PERSONAL DEVELOPMENT
QUOTE — LEADERSHIP
Reframe
Reframing Scarcity: Transforming a Mindset of Lack Into One of Abundance
We’ve all been there: caught in that all-too-familiar mindset of scarcity. Whether it’s feeling like we don’t have enough time, money, resources, or even energy, scarcity thinking can weigh us down and create stress, anxiety, and a sense of perpetual lack. But what if we could reframe that scarcity mindset and instead, start to see abundance in places we never expected?
The scarcity mindset is rooted in the belief that resources are limited and that there’s never quite enough to go around. When we’re stuck in scarcity, we focus on what we lack—whether it’s time, money, opportunities, or even love. It’s like wearing blinders, limiting our vision of what’s possible. However, by reframing this mindset and adopting a perspective of abundance, we open ourselves up to new possibilities, creativity, and resourcefulness.
As Stephen Covey, author of The 7 Habits of Highly Effective People, famously said, “Most people are deeply scripted in what I call the Scarcity Mentality. They see life as having only so much, as though there were only one pie out there. And if someone were to get a big piece of the pie, it would mean less for everybody else.” The abundance mentality, on the other hand, sees the world differently. It’s the belief that there is more than enough for everyone, and that with a little creativity and collaboration, the pie can be expanded.
What Is Scarcity Mindset?
To reframe scarcity, we first need to understand it. A scarcity mindset isn’t just about finances or physical resources; it can permeate many aspects of life. You might feel like you don’t have enough time in the day to get everything done, or that opportunities for career advancement are slim, or even that the love and support in your relationships are finite. Scarcity makes us anxious, defensive, and can lead to a fixed mindset where we stop trying to create new opportunities because we assume there’s nothing out there for us.
When we’re stuck in scarcity, we focus on the gaps—what’s missing from our lives. This can create a cycle of negative thinking that’s hard to break. It can even affect the decisions we make. If you believe that money is scarce, for example, you might shy away from investments or opportunities that could potentially grow your wealth. If you think there’s not enough time, you might procrastinate or rush through tasks without fully engaging. Scarcity limits our potential by keeping us in a constant state of fear and insecurity.
Reframing to Abundance: It’s About Perspective
The first step to shifting from a scarcity mindset to one of abundance is recognizing that abundance isn’t necessarily about having more—it’s about seeing more. Abundance is a perspective, a way of viewing the world that focuses on possibility, creativity, and the belief that there is enough to go around. When you adopt an abundance mindset, you start to look for opportunities rather than obstacles. You see resources as something that can be created, shared, and multiplied, rather than something that’s fixed and limited.
Take, for instance, the concept of time. When we’re in a scarcity mindset, we often feel like there’s never enough time to accomplish everything we need to do. But time, like any resource, can be managed and optimized. Instead of focusing on the lack of time, an abundance mindset encourages us to prioritize, delegate, and even reframe our expectations about what can realistically be achieved. Time scarcity becomes an opportunity to become more intentional about how we spend our hours and where we put our energy.
In relationships, scarcity might manifest as feeling like love and attention are limited. You might worry that if someone else receives praise or recognition, there’s less left for you. But in reality, love and support aren’t finite resources. By reframing relationships with an abundance mindset, you realize that celebrating others’ successes doesn’t diminish your own, and that by lifting others up, you’re creating a more supportive, connected environment where everyone thrives.
How to Cultivate an Abundance Mindset
Shifting to an abundance mindset isn’t about ignoring reality or pretending that challenges don’t exist. It’s about approaching those challenges with a sense of possibility rather than defeat. Here are a few ways to start reframing scarcity into abundance:
No. 1 — Practice Gratitude. One of the simplest and most effective ways to cultivate abundance is by focusing on what you already have. When you regularly practice gratitude, you train your mind to notice and appreciate the abundance that already exists in your life. Whether it’s your health, relationships, or small daily joys, gratitude helps shift your focus from what’s lacking to what’s present.
No. 2 — Challenge Limiting Beliefs. Scarcity mindset is often fueled by limiting beliefs—those thoughts that tell you there isn’t enough to go around or that you’re not capable of achieving your goals. Start questioning those beliefs. Is there really a lack of opportunities, or are you just not seeing them yet? Are you truly limited by time, or could you manage it differently? By challenging these thoughts, you create space for new possibilities to emerge.
No. 3 — Collaborate, Don’t Compete. In a scarcity mindset, it’s easy to fall into the trap of competition, where everyone else’s success feels like a threat to your own. But abundance thinking encourages collaboration. Instead of competing for a limited pool of resources, find ways to create more by working with others. Share ideas, support each other’s goals, and watch how the pie can grow when you work together.
No. 4 — Focus on Possibility. Abundance mindset is all about seeing potential where others see limits. Instead of focusing on what you don’t have, ask yourself, What can I create? How can I make the most of what’s available? This shift in focus can open up new pathways and opportunities that you might not have seen before.
Conclusion: Expanding the Pie
Reframing scarcity into abundance is about changing your perspective. It’s not about magically creating more time, money, or resources out of thin air, but about seeing the potential for more in every situation. When we adopt an abundance mindset, we realize that opportunities are everywhere, that collaboration can expand what’s possible, and that by focusing on gratitude and creativity, we can live fuller, richer lives.So, the next time you find yourself feeling stuck in a mindset of scarcity, remember Stephen Covey’s words: “There is enough to go around.” By shifting your focus to abundance, you’ll start to see possibilities where before there were only limits, and you’ll discover that life, like that metaphorical pie, is much bigger than you thought.
Deep Dives Articles
DEEP DIVES ARTICLE — EMOTIONAL INTELLIGENCE
How Self-Awareness Can Help You See Yourself Through Other People’s Eyes
This is a sneak peek of this week’s Deep Dives article — published today! Become a Deep Dives Member to get access to the full article.
We hear it all the time: “Know yourself.” But true self-awareness goes far beyond knowing your strengths and weaknesses. It’s about understanding how others see you and being able to view yourself through their eyes. This deeper level of self-awareness is crucial for building better relationships, improving communication, and growing both personally and professionally. Yet, how often do we stop to consider whether our self-perception is accurate—or if it’s distorted by our own biases?
In my latest Deep Dives article, “How Self-Awareness Can Help You See Yourself Through Other People’s Eyes,” I explore how critical thinking models can sharpen your self-awareness, why gathering feedback from diverse sources is key, and how embracing vulnerability can lead to real growth. Ready to see yourself more clearly and elevate your personal development?
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DEEP DIVES ARTICLE — PERSONAL DEVELOPMENT
Using Stories to Get Your Point Across
This is a sneak peek of this week’s Deep Dives article — published today! Become a Deep Dives Member to get access to the full article.
Want to Make Your Message Stick? Here’s the Secret:
In a world where data and presentations dominate, it’s easy to assume that convincing someone requires facts, figures, and perfectly crafted slides. But let’s be honest—how often are those charts and graphs forgotten the moment the meeting ends? The real magic lies elsewhere: in the power of a well-told story.
Stories connect with us on a deep emotional level, making us feel something—and that’s why they’re remembered long after the numbers fade. In my latest Deep Dives article, “Using Stories to Get Your Point Across,” I break down why storytelling is such a powerful tool and how you can use it to make your points truly unforgettable. Ready to unlock the power of storytelling in your communication? 📖✨
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DEEP DIVES ARTICLE — LEADERSHIP
Think Like a Farmer: Leadership Lessons from the Field 🌱
This is a sneak peek of this week’s Deep Dives article — published today! Become a Deep Dives Member to get access to the full article.
What If Leadership Wasn’t About Bold Moves, But About Patient Cultivation?
We often think of great leaders as visionaries who charge ahead, make bold decisions, and steer their teams through rough waters. But what if leadership wasn’t about bold, aggressive action? What if true leadership was more like farming—patiently planting seeds, nurturing growth, and trusting the process?
In my latest Deep Dive article, “Think Like a Farmer: Leadership Lessons from the Field,” I explore how a farmer’s mindset can transform your approach to leadership. Spoiler alert: it’s not about pushing your team harder or forcing results. It’s about creating the right environment for growth, investing in your team’s development, and navigating the ups and downs with resilience and patience.
From “not shouting at the crops” to removing weeds (aka toxicity), this article offers seven powerful lessons to help you lead with purpose and intention. Ready to cultivate lasting success? 🌱
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Deep Dives Book Summary
Move by Move: Life Lessons on and Off the Chessboard
By Maurice Ashley
This is a sneak peek of this week’s Deep Dives Book Review — published today! Become a Deep Dives Member to get access to the full Book Summary.
In Move by Move: Life Lessons on and Off the Chessboard, Grandmaster Maurice Ashley reveals how the strategic thinking, discipline, and resilience required in chess translate into invaluable life skills. From mastering the art of patience to learning how to bounce back after setbacks, Ashley’s lessons extend far beyond the board, offering wisdom for navigating life’s most complex challenges. Whether you’re a seasoned chess player or someone looking for practical strategies for success, this book is packed with insights that can change the way you approach both your personal and professional life.
Curious about how these powerful chess lessons can transform your mindset? Subscribe to my Deep Dives series now to read the full book summary and uncover the moves that can lead to success in every aspect of your life.