Quick Reads
quick read — Emotional intelligence
How to Assess Emotional Intelligence (EI) from a Resume—And How Applicants Can Showcase It
In today’s job market, technical skills and experience are no longer enough to land a great position. Employers are increasingly prioritizing Emotional Intelligence (EI) because it directly impacts teamwork, leadership, and workplace culture. However, assessing EI from a resume isn’t as straightforward as evaluating hard skills like coding, sales numbers, or certifications.
So, how do hiring managers and recruiters spot high EI candidates based on a resume alone? And for job seekers, how can you effectively demonstrate EI on paper while ensuring your resume makes it past Applicant Tracking Systems (ATS)?
This article explores how to assess EI from a resume and provides practical strategies for candidates to display their Emotional Intelligence—without getting filtered out before a human even sees their application.
How Hiring Managers Assess EI in a Resume
No. 1 — Use of EI-Related Keywords and Phrases
Most recruiters don’t have time to manually scan every resume, so ATS filters applications based on pre-set keywords. If you’re looking for emotionally intelligent candidates, scan resumes for phrases that indicate strong interpersonal skills, self-awareness, and adaptability.
Key EI-related terms include:
- Self-awareness. “Proactively sought feedback,” “Committed to continuous improvement”
- Self-regulation. “Thrives in high-pressure environments,” “Resolves conflicts effectively”
- Motivation. “Exceeds expectations,” “Takes initiative”
- Empathy. “Actively listens,” “Builds strong relationships”
- Social skills. “Collaborates across departments,” “Effectively leads teams”
If an applicant consistently uses these keywords in a meaningful way, it’s a good sign they possess high EI.
No. 2 — Evidence of Collaboration and Teamwork
Emotionally intelligent employees work well with others, even in challenging situations. Resumes that highlight collaborative achievements indicate strong EI.
Look For.
- Team-based Accomplishments. “Led a cross-functional team to launch a project 3 weeks ahead of schedule.”
- Mentorship or Coaching Roles. “Trained and mentored five junior employees, improving retention by 20%.”
- Conflict Resolution Experience. “Mediated disputes between departments, increasing workflow efficiency by 15%.”
No. 3 — Leadership and Influence Without Authority
Not everyone is a manager, but emotionally intelligent candidates often demonstrate leadership qualities in any role.
Indicators of this Include.
- Leading initiatives beyond their job description
- Gaining buy-in from stakeholders
- Driving cultural change (e.g., launching DEI initiatives, employee engagement programs)
Example: “Spearheaded an employee wellness program that increased engagement scores by 30%.”
No. 4 — Handling of Challenges and Adaptability
High EI individuals handle stress, change, and failure constructively. Resumes that demonstrate adaptability in tough situations suggest strong emotional intelligence.
Phrases to Look For.
- “Successfully pivoted marketing strategy during a company-wide restructuring, retaining 90% of customers.”
- “Adapted to remote work transition by implementing digital collaboration tools, maintaining 100% team productivity.”
No. 5 — Results-Driven Yet People-Focused
Emotionally intelligent employees balance performance with strong interpersonal skills. A resume that highlights both technical success and teamwork signals high EI.
Example.
✔ “Exceeded sales targets by 35% while maintaining a 95% client retention rate through relationship-building strategies.”
How Job Seekers Can Showcase EI on a Resume (And Still Beat the ATS)
For job seekers, the challenge is twofold: demonstrating EI while ensuring the resume is ATS-friendly. Here’s how to do it effectively.
No. 1 — Incorporate EI Keywords Naturally
Since many companies use ATS to screen resumes, embedding EI-related terms is essential. However, don’t just stuff your resume with buzzwords—integrate them organically.
Instead Of.
❌ Strong communication and leadership skills.
Try.
✔ Facilitated weekly cross-departmental meetings, fostering collaboration and reducing project delays by 25%.
This tells what you did and how it benefited the company—while naturally integrating EI keywords.
No. 2 — Use Action-Oriented, EI-Driven Bullet Points
Your resume should be results-focused but also highlight interpersonal strengths. Structure bullet points like this:
[Action] + [EI Skill] + [Result]
Examples.
- “Mentored and coached five junior employees (action), improving retention and morale (EI skill), resulting in a 20% decrease in turnover (result).”
- “Led a cross-functional team through a product launch (action), fostering collaboration and problem-solving (EI skill), resulting in a 30% increase in revenue (result).”
No. 3 — Demonstrate Self-Awareness and Growth
Employers value candidates who recognize their strengths and weaknesses and actively seek improvement. Show this in your professional summary or achievements section.
Example.
✔ Recognized for adaptability and problem-solving in fast-paced environments; initiated a process improvement that reduced customer wait times by 40%.
No. 4 — Show Leadership and Relationship-Building Skills
Even if you’re not in a leadership role, you can highlight moments where you influenced others or built relationships.
Example.
✔ “Championed a peer mentorship program that increased employee engagement scores by 15%.”
No. 5 — Showcase Conflict Resolution and Emotional Regulation
Employers want candidates who handle pressure well. Highlight how you navigated workplace challenges.
Example.
✔ “Managed a high-stakes client dispute, using negotiation skills to retain the account and increase annual revenue by 10%.”
No. 6 — Don’t Neglect the Cover Letter
While ATS doesn’t always scan cover letters, human recruiters do. This is your chance to emphasize EI directly.
Example.
“Throughout my career, I’ve been recognized for my ability to lead teams through change with empathy and strategic thinking. In my last role, I spearheaded a mentorship program that not only boosted retention but also helped junior employees grow into leadership roles.”
A strong cover letter reinforces the EI you’ve woven into your resume.
While Emotional Intelligence is hard to quantify, hiring managers can assess it through carefully crafted resumes. Job seekers, in turn, must strategically balance ATS optimization with storytelling that highlights their EI strengths.
For recruiters, pay attention to EI-related keywords, teamwork evidence, adaptability, and leadership skills in resumes.
For applicants, go beyond generic statements—demonstrate EI through concrete examples and results. Use action-driven bullet points, weave in EI keywords naturally, and complement your resume with a compelling cover letter.
By following these strategies, candidates can prove they not only have the technical skills for the job but also the emotional intelligence to thrive in any workplace.
quick read — Personal development
The Power of Doubt: Why Embracing Uncertainty is the Mark of True Wisdom
In an age dominated by certainty, where strong opinions reign supreme and social media rewards the loudest voices, doubt is often viewed as a weakness. Confidence is mistaken for competence, and hesitation is seen as indecision. But what if the true mark of wisdom isn’t unwavering certainty, but the ability to question, reconsider, and remain open to new perspectives?
Doubt isn’t a flaw—it’s a strength. It signals intellectual humility, openness to growth, and the courage to acknowledge the limits of our knowledge. Here, we explore why doubt is essential, how overconfidence fuels ignorance, and how embracing uncertainty can lead to deeper understanding and better decision-making.
The Seductive Trap of Certainty
Certainty feels good. It provides a sense of stability in an unpredictable world. When we feel sure about something—our beliefs, our expertise, or even our political stance—it gives us a sense of control. This is why the most confident voices often dominate, even when they are not the most informed.
We See This Everywhere. ✔ Political figures who present complex issues as black-and-white problems. ✔ Social media influencers who confidently spread misinformation. ✔ Business leaders who refuse to adapt because they believe their way is the only way.
The problem? Certainty can be a barrier to learning. When people cling too tightly to their beliefs, they leave no room for alternative perspectives, deeper questioning, or critical thinking. This kind of rigidity fuels ignorance, misinformation, and division.
The Cost of Overconfidence
Psychological research backs this up. The Dunning-Kruger effect, a well-documented cognitive bias, reveals that people with the least knowledge tend to overestimate their competence, while experts—who grasp the complexity of a subject—are more aware of what they don’t know.
In simpler terms? The less we know, the more confident we tend to be.
This phenomenon plays out in every aspect of life:
- People with surface-level knowledge about a topic speak with conviction, while true experts hesitate to make sweeping claims.
- Misinformation spreads rapidly because certainty sounds persuasive, even when it’s wrong.
- Leaders who refuse to acknowledge their limitations make poor decisions, harming teams, businesses, and even nations.
The solution? Doubt.
Why Doubt is a Sign of Wisdom
Doubt gets a bad reputation. It’s often equated with indecisiveness, hesitation, or weakness. But in reality, doubt is a sign of intellectual humility.
The world is complex. No single person has all the answers. The wisest individuals are those who: ✔ Recognize the limits of their knowledge. ✔ Stay curious rather than defensive. ✔ Remain open to changing their views when presented with new evidence.
The Power of Doubt in Decision-Making
Doubt doesn’t mean inaction—it means better action. When we embrace doubt: ✅ We make more informed choices. ✅ We listen more carefully instead of rushing to conclusions. ✅ We become more adaptable in the face of change.
Consider a CEO launching a new product. A leader who assumes they know everything ignores market feedback and risks failure. A leader who embraces doubt, however, asks tough questions, seeks diverse input, and refines their approach based on data.
This isn’t weakness—it’s wisdom.
How Doubt Can Change the World
Imagine if more people embraced intellectual humility instead of blind certainty:
- Political leaders would admit when they don’t have all the answers instead of making empty promises.
- Business leaders would seek diverse perspectives instead of making decisions based on ego.
- Social media users would fact-check before spreading misinformation.
- Individuals would engage in thoughtful discussions rather than shutting down opposing views.
Of course, doubt is uncomfortable. Our brains crave certainty. We like to feel right, to be in control. But real progress—whether in personal growth, science, or society—happens when we question, explore, and remain open to new possibilities.
How to Cultivate Intellectual Humility (Without Getting Stuck in Doubt)
While doubt is essential, unchecked doubt can lead to indecision or insecurity. The goal is to find balance—to be confident in what we know, while staying open to what we don’t.
Here are some practical ways to cultivate intellectual humility and make better decisions:
No. 1 — Ask More Questions Than You Answer
Instead of rushing to prove a point, pause and ask:
- What if I’m wrong?
- What’s another way to look at this?
- What evidence supports or contradicts this belief?
Curiosity fuels growth. The more you question, the more you learn.
No. 2 — Seek Out Opposing Views
We tend to surround ourselves with like-minded people, reinforcing our beliefs. But real growth happens when we engage with different perspectives.
Try This. ✔ Follow thought leaders with different viewpoints. ✔ Read books or articles that challenge your beliefs. ✔ Have open discussions with people who think differently than you.
No. 3 — Reflect on What You’ve Learned (And What You Haven’t)
Take Time to Step Back and Ask.
- What do I know for sure?
- Where are my blind spots?
- How has my perspective changed over time?
Reflection keeps you grounded, self-aware, and open to growth.
No. 4 — Embrace Uncertainty as an Opportunity
Not knowing something doesn’t mean failure—it means opportunity. The greatest discoveries come from curiosity, questioning, and exploring the unknown.
Instead of fearing doubt, see it as an invitation to grow.
Why Doubt is the Path to Growth
The world rewards certainty, but true wisdom lies in curiosity, humility, and the courage to question.
- Those who cling to certainty stop learning.
- Those who embrace doubt expand their minds.
The next time you feel uncertain, don’t see it as a weakness. See it as a sign that you’re thinking deeply, questioning assumptions, and moving toward greater wisdom.
Doubt, after all, isn’t the enemy of knowledge—it’s the seed from which it grows.
quick read — LEADERSHIP
How to Most Effectively Work with a Boss Who Has Little Emotional IQ or Empathy
Working for a boss who lacks emotional intelligence (EI) or empathy can be one of the most challenging workplace experiences. A leader with low EI may struggle to recognize emotions in others, lack self-awareness, or fail to build positive relationships with employees. They may come across as dismissive, impatient, or even unreasonably demanding.
However, quitting isn’t always an option, and waiting for your boss to change is rarely a realistic strategy. Instead, learning how to “manage up”—adapting your communication and work strategies to align with your boss’s style—can make a significant difference.
This article will explore concrete, research-backed strategies to help you effectively work with a boss who has little emotional intelligence or empathy, so you can navigate challenges, protect your well-being, and succeed in your role.
Understanding a Boss with Low Emotional Intelligence
Before strategizing how to work effectively with a low-EI boss, it’s essential to understand the common traits and behaviors of such individuals. Research on emotional intelligence, particularly from Daniel Goleman (Emotional Intelligence: Why It Can Matter More Than IQ), suggests that emotionally unintelligent leaders often exhibit:
- Lack of empathy. Difficulty understanding or relating to employees’ perspectives.
- Poor communication skills. Often dismissive, abrupt, or unclear in their instructions.
- Low self-awareness. May not recognize how their behavior affects others.
- Difficulty managing stress. May become irritable, impatient, or reactive under pressure.
- Lack of emotional regulation. Prone to outbursts, blame-shifting, or taking credit for others’ work.
- Focus on results over relationships. May prioritize performance metrics over team morale.
If your boss exhibits these traits, the key to working effectively with them is understanding their limitations and adjusting your approach accordingly.
Practical Strategies to “Manage Up” with a Low-EI Boss
No. 1 — Adapt Your Communication Style to Theirs
When dealing with a boss who lacks emotional intelligence, clear, direct, and concise communication is essential. Avoid expecting them to “read between the lines” or pick up on non-verbal cues.
Strategies.
✔ Keep emails and messages brief, to the point, and solution-focused.
✔ Use a logical and structured approach—avoid emotional appeals.
✔ If they struggle with listening, summarize key takeaways at the end of meetings.
✔ When presenting ideas, tie them to business objectives—not emotions or team morale.
💡 Example. Instead of saying, “The team is feeling overwhelmed with the workload,” say, “The current workload exceeds capacity. I propose reassigning tasks to meet deadlines efficiently.”
No. 2 — Anticipate Their Priorities and Proactively Address Them
A low-EI boss is often results-driven and may not notice potential roadblocks until it’s too late. You can manage up by anticipating their needs and proactively offering solutions.
Strategies.
✔ Identify what matters most to them—is it efficiency? Cost-cutting? Revenue?
✔ Align your work with their priorities so they see you as a valuable asset.
✔ Preemptively solve problems before they escalate to avoid unnecessary frustration.
✔ Offer data and measurable results to gain their buy-in.
💡 Example.
If your boss is obsessed with meeting deadlines but doesn’t acknowledge burnout, say: “I’ve mapped out the current workload, and we risk missing the deadline. Here are two solutions: we reprioritize tasks or bring in temporary support. Which do you prefer?”
No. 3 — Set Boundaries to Protect Your Well-Being
Since emotionally unintelligent bosses often fail to recognize personal boundaries, it’s up to you to enforce them.
Strategies.
✔ Clearly communicate workload limits to prevent burnout.
✔ If they have unreasonable expectations, offer alternative solutions rather than just saying “no.”
✔ Set boundaries for communication—if they frequently email after hours, respond only during work hours (unless urgent).
✔ Document conversations to protect yourself from blame-shifting or miscommunication.
💡 Example If your boss constantly assigns last-minute tasks, say: “I can complete this request by Friday, or I can shift my current priorities to meet the deadline. Which approach works best for you?”
No. 4 — Control Your Emotional Responses
Low-EI bosses may be dismissive or critical without realizing the impact of their words. The key is to control your emotional reactions and not take their behavior personally.
Strategies.
✔ Use neutral, non-reactive responses to de-escalate tense situations.
✔ Take a deep breath before responding to harsh criticism.
✔ Reframe their comments—assume they lack awareness rather than malicious intent.
✔ If needed, vent to a trusted colleague or mentor outside of work to avoid emotional buildup.
💡 Example If your boss says, “This work isn’t good enough,” avoid reacting defensively. Instead, ask: “Can you clarify which areas need improvement? I’d like to ensure it meets your expectations.”
No. 5 — Leverage Their Strengths While Mitigating Their Weaknesses
Even bosses with low emotional intelligence have strengths—whether it’s strategic thinking, problem-solving, or business acumen. Identify these strengths and position your work in ways that align with them.
Strategies.
✔ Observe where they excel and frame your contributions in those terms.
✔ If they struggle with empathy, find ways to influence them through logic and data.
✔ If they lack patience, present solutions, not just problems.
💡 Example. If they lack empathy but value efficiency, say: “Revising our process will save the team five hours per week, improving productivity without additional costs.”
No. 6 — Find Alternative Mentors for Career Growth
A boss with low emotional intelligence is unlikely to provide strong mentorship. If you want to grow professionally, seek out alternative mentors within your organization or industry.
Strategies.
✔ Connect with senior leaders who demonstrate strong leadership and emotional intelligence.
✔ Join professional networks or peer groups for guidance and career advice.
✔ Learn by observing how emotionally intelligent leaders handle difficult situations.
💡 Example If your boss isn’t supportive of career development, find a mentor elsewhere and build skills outside of their influence.
No. 7 — Know When to Escalate Issues or Seek a New Role
If a low-EI boss is simply difficult to work with, these strategies can help. But if their behavior is toxic, damaging team morale, or affecting your well-being, you may need to escalate the situation.
Signs it may be time to escalate or move on.
🚩 Verbal abuse, bullying, or manipulation.
🚩 Constantly taking credit for your work.
🚩 Unwillingness to listen to feedback despite multiple attempts.
🚩 A pattern of driving employees away (high turnover).
If escalation is necessary.
✔ Keep detailed records of problematic behavior.
✔ Speak with HR or a higher-up if their behavior is affecting the team.
✔ If no change occurs, explore opportunities where leadership values emotional intelligence.
Turning Challenges into Growth Opportunities
Working with a boss who lacks emotional intelligence can be frustrating, but it doesn’t have to limit your success. By learning how to adapt, communicate effectively, and manage up, you can minimize stress and position yourself for career growth.
The most emotionally intelligent employees recognize that not all leaders are perfect—but with the right strategies, you can still thrive. And if the situation becomes unbearable, don’t be afraid to move on to a workplace that values emotionally intelligent leadership.
Ultimately, you can’t control your boss’s emotional intelligence, but you can control how you navigate the challenges—and turn them into opportunities for growth.
Quotes of the Week
QUOTE — EMOTIONAL INTELLIGENCE
QUOTE — PERSONAL DEVELOPMENT
QUOTE — LEADERSHIP
Reframe
The Power of Healthy Conflict: How Workplace Disagreements Can Drive Success
Conflict in the workplace is often seen as something to be avoided at all costs. After all, who enjoys tense meetings, heated debates, or uncomfortable conversations? But here’s the truth: conflict isn’t inherently bad. In fact, healthy conflict can be one of the most powerful tools for innovation, team growth, and organizational success—if managed correctly.
When handled professionally, workplace disagreements can bring real issues to the surface, uncover hidden concerns, and lead to better decision-making. Emotion, when expressed constructively, helps teams move beyond surface-level discussions and get to the core of what truly matters.
The key isn’t to eliminate conflict—it’s to manage it in a way that turns tension into productive dialogue rather than destructive arguments. In this article, we’ll explore:
- Why conflict can be beneficial in the workplace
- How to create an environment that encourages healthy conflict
- Practical strategies for managing disagreements effectively
Why Conflict Can Be a Good Thing
While many people shy away from conflict, avoiding it altogether can be far more damaging than engaging in it. When teams suppress disagreements, issues fester beneath the surface, leading to resentment, passive-aggressive behavior, and stalled progress.
On the other hand, when conflict is handled well, it:
No. 1 — Uncovers the Truth
Emotions tend to surface when people care deeply about an issue. Conflict, if channeled properly, reveals what people truly think and feel. It allows teams to move past superficial agreements and uncover real concerns, which leads to more informed decision-making.
No. 2 — Encourages Innovation and Better Solutions
When everyone agrees all the time, creativity stagnates. Some of the best ideas emerge when people challenge each other’s assumptions. Diverse perspectives, when debated respectfully, create more innovative solutions than one person’s viewpoint alone.
No. 3 — Strengthens Relationships and Trust
Ironically, avoiding conflict can erode trust. If employees feel they can’t voice concerns without backlash, resentment builds. However, teams that embrace conflict professionally develop deeper trust because they know they can be honest without fear of retaliation.
No. 4 — Leads to Faster Problem-Solving
Unresolved tension slows teams down. By addressing conflicts early and head-on, teams resolve issues before they become major obstacles, keeping projects moving efficiently.
No. 5 — Fosters a Culture of Accountability
Healthy conflict holds people accountable. When employees know they will be respectfully challenged, they come to discussions prepared, back up their ideas with data, and take ownership of their decisions.
How to Create a Culture of Healthy Conflict
If your workplace avoids conflict (or allows it to spiral into toxicity), you must intentionally cultivate an environment where disagreement is welcomed—but managed productively. Here’s how:
No. 1 — Set the Expectation That Conflict is Normal and Healthy
Leadership should openly communicate that disagreement is not only accepted but encouraged when done respectfully. When employees understand that conflict isn’t a sign of dysfunction—but a sign of engagement and critical thinking—they’re more likely to participate constructively.
Example. “We value open dialogue and different viewpoints. Challenging ideas respectfully leads to better decisions and stronger teamwork.”
No. 2 — Establish Psychological Safety
Psychological safety means employees feel comfortable voicing opinions without fear of punishment or embarrassment. Leaders must actively create an environment where people feel heard and valued, even when they disagree.
Ways to foster psychological safety.
- Acknowledge different viewpoints without immediately dismissing them.
- Encourage quieter team members to share their thoughts.
- Avoid punishing employees for speaking up, even if you disagree.
No. 3 — Define the Rules of Engagement for Conflict
Not all conflict is healthy. The difference between productive and destructive conflict often comes down to how it’s handled. Establish ground rules for disagreements to keep discussions professional.
Guidelines for healthy conflict. ✔ Disagree with ideas, not people. Avoid personal attacks. ✔ Assume positive intent—don’t jump to conclusions about others’ motivations. ✔ Stay solution-focused rather than assigning blame. ✔ Listen actively before responding.
Practical Strategies for Managing Healthy Conflict
Even in a culture that welcomes disagreement, conflicts still need to be managed properly to lead to productive outcomes. Here’s how to navigate workplace disagreements effectively:
No. 1 — Separate Emotions from Facts
Conflict often gets heated when people focus on emotions rather than the actual issue. Encourage team members to distinguish personal feelings from factual concerns.
Example: Instead of “I feel like you never support my ideas,” say, “I’ve noticed that my suggestions haven’t been implemented—can we discuss why?”
No. 2 — Use the “Yes, and…” Approach
Instead of shutting down ideas with “No, that won’t work,” try “Yes, and here’s how we could refine that idea further.” This keeps the conversation open and builds on each other’s input rather than dismissing it outright.
No. 3 — Encourage Active Listening
Most conflicts escalate because people listen to respond rather than to understand. Encourage active listening techniques such as:
- Paraphrasing what the other person said before responding.
- Asking clarifying questions instead of making assumptions.
- Validating the other person’s concerns before presenting counterpoints.
No. 4 — Focus on Common Goals
When conflicts arise, shift the focus from “me vs. you” to “us vs. the problem.” Reinforce that the ultimate goal is to find the best solution—not to “win” an argument.
Example: Instead of “Your approach won’t work,” say, “How can we adjust this idea to meet both of our goals?”
No. 5 — Know When to Take a Break
If emotions are running too high, pause the conversation. Heated arguments rarely lead to productive solutions. Taking time to cool off prevents impulsive, emotionally driven decisions.
Example: “Let’s take a 10-minute break and come back with fresh perspectives.”
No. 6 — Bring in a Neutral Facilitator if Needed
Some conflicts need a third party to ensure fairness and prevent bias. A neutral facilitator (such as a manager, HR representative, or team lead) can help refocus discussions on solutions rather than personal grievances.
No. 7 — Follow Up After the Conflict
Once a disagreement is resolved, follow up to ensure there are no lingering tensions. A simple check-in can reinforce that the conflict was productive and that all parties feel heard.
Example: “I appreciate your perspective in that discussion. Let’s keep the conversation going as we implement the solution.”
Turning Conflict into a Competitive Advantage
Healthy conflict isn’t just about preventing arguments—it’s about leveraging differences to build stronger, more innovative teams. Companies that embrace constructive conflict outperform those that avoid it because they encourage transparency, accountability, and creative problem-solving.
The best teams don’t agree on everything—they debate, challenge each other, and push ideas further. But they do so with respect, active listening, and a shared goal of reaching the best outcome.
Key Takeaways for Encouraging Healthy Conflict
✅ Normalize conflict as a sign of engagement and growth. ✅ Create a culture of psychological safety where people feel comfortable disagreeing. ✅ Set ground rules for respectful, solution-focused disagreements. ✅ Train employees in conflict resolution techniques, such as active listening and focusing on shared goals. ✅ Follow up after conflicts to ensure a positive resolution.
Conflict, when handled with professionalism and emotional intelligence, isn’t a threat—it’s an opportunity. The most successful workplaces aren’t the ones that avoid conflict but the ones that master it as a tool for progress.
So, the next time a disagreement arises in your workplace, don’t suppress it. Lean into it, manage it well, and watch how it leads to real breakthroughs.
Deep Dives Articles
DEEP DIVES ARTICLE — EMOTIONAL INTELLIGENCE
Surviving the Office Jungle: How to Handle 7 Types of Toxic Coworkers Like a Pro
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.
Toxic coworkers can drain your energy, disrupt productivity, and make even the best jobs unbearable—but only if you let them. From the manipulator to the office bully, understanding how to handle difficult personalities strategically can be the difference between workplace stress and professional success. In this Deep Dive, we break down seven common toxic workplace personalities and provide proven tactics to neutralize their impact—without losing your cool. Want to master office survival skills? Subscribe to our Deep Dives membership for the full guide.
DEEP DIVES ARTICLE — PERSONAL DEVELOPMENT
The Art of Knowing When to Quit: Why Strategic Quitting is a Power Move, Not a Weakness
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’ve all heard the phrase “winners never quit”, but what if quitting was actually the smartest move? The truth is, staying too long in the wrong job, business, or relationship can cost you more than walking away. Strategic quitting isn’t about giving up—it’s about knowing when to pivot to something better. In this Deep Dive, we explore the psychology of quitting, how to recognize when it’s time to move on, and how to do it the right way. Don’t stay stuck—learn how to quit smart. Unlock the full article with a Deep Dives membership.
DEEP DIVES ARTICLE — LEADERSHIP
Mastering Leadership Communication: 5 Game-Changing Strategies for Influence and Impact
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.
Great leaders aren’t just decision-makers—they’re master communicators. Whether you’re leading a team, presenting ideas, or negotiating with stakeholders, your ability to communicate effectively can make or break your success. In this Deep Dive, we reveal five powerful communication frameworks that top leaders use to persuade, inspire, and drive action. Want to elevate your leadership game and become a more influential communicator? Subscribe to our Deep Dives membership and read the full breakdown.
Deep Dives Book Summary
Be the Unicorn: 12 Data-Driven Habits that Separate the Best Leaders from the Res
By William Vanderbloemen
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.
What separates extraordinary leaders from the rest? Data shows that the most successful professionals share 12 key habits that help them rise above the competition. From adaptability to purpose-driven leadership, these traits define the difference between being average and becoming a unicorn in your field. In this Deep Dive, we unpack each of these leadership habits, showing you how to apply them to your career. Ready to take your leadership to the next level? Subscribe to our Deep Dives membership for the full guide.