Angela Payne, Co-Founder of LeedHR, explores why leadership often emerges naturally in teams—but so does resistance. Learn how intentional followership creates stronger collaboration and better team results.

Optimistic leadership isn't about ignoring challenges. Learn why acknowledging difficult emotions builds credibility, trust, and stronger teams.

As someone who studied marketing in university and spent most of my corporate life as a leader, I’m now convinced the concept of “emotions at work” needs a major rebrand. And I can prove it with one simple question.

After facilitating more than 100 EQ-i 2.0 debriefs, leadership coach Miranda Donald discovered how emotional intelligence data can deepen curiosity, accelerate insight, and create more impactful coaching conversations. Learn how EQ-i assessments can strengthen coaching outcomes and help clients move faster from awareness to meaningful change.

Learn how “lazy leadership” can strengthen your team, build confidence, and reduce employee dependency. This leadership blog explores how asking better questions instead of always giving advice can spark creativity, improve problem-solving, and empower teams to take ownership. Inspired by coaching strategies from Michael Bungay Stanier and The Coaching Habit, this article is ideal for leaders, managers, and coaches looking to develop more resilient and self-sufficient teams.

Trust is the foundation of effective teams. This is not a new idea and is certainly becoming more widely accepted and integrated in the world of work. But even with wide acceptance, trust is something many teams struggle with. And it’s not for lack of trying. With some obvious exceptions, it’s probably safe to say that most people are trying to behave in trustworthy ways. And yet, trust in teams is inconsistent across industries and organizations.

When leaders talk about empathy, the conversation often jumps straight to words. What should I say? How do I need to say it? But those are not the right questions to get you started.

As a leader, vulnerability needs to be used in a thoughtful and strategic way. It is about sharing in a way that build trust and connection, but without hurting your professional credibility.

Charles Fortier, Co Founder of LeedHR, reflects on what he would tell his younger self at the start of his leadership career and shares insights on modern leadership skills that still feel counter intuitive for many leaders today.

Even the strongest strategy depends on strong team dynamics to be successful. When trust is low, the team becomes a group of talented individuals operating in parallel instead of a unified force. Here are ten signs your executive team may need to strengthen trust to reach its full performance potential.

When I ask leaders how they feel after watching this commercial, I usually hear inspired, uplifted and empowered. All powerful emotions. Here’s the leadership takeaway I see in this, and how you can actually use it.

LeedHR is pleased to share that Charles Fortier has joined Schulich Executive Education as Adjunct Faculty for Leadership and Emotional Intelligence.

On February 4, MHS will release the EQ‑i® 2.0 Updated Norms.

An important evolution of the world’s most widely used emotional intelligence assessment. While the core model and framework you know and trust remain unchanged, this update brings meaningful improvements that strengthen accuracy, inclusivity, and the overall user experience.

If you use EQ‑i 2.0 for leadership development, coaching, or organizational assessment, here’s what you need to know.

Starting a new role can bring excitement and some self-doubt…

In this article, Leadership Coach Miranda Donald shares her candid reaction to her own EQ-i 2.0® results, and the powerful shift that followed. She shares three key lessons that help maximize anyone’s EQ-i 2.0® journey. Moving beyond initial reactions toward clearer insight and more meaningful leadership development.

Due to growing demand in our HR consulting portfolio, LeedHR is expanding its bench of independent HR consultants to support clients across two distinct areas.

This isn’t a hiring post. This is contract work, project‑based and client‑facing collaboration.

First, let’s clear something up: science does not support the idea that leaders can (or should) suppress emotions entirely to make better decisions. Better decisions under emotional pressure come from understanding how emotions influence choices, not from trying to block them out.

With that in mind, here are five ways unpleasant and pleasant emotions shape business decisions:

When we think about leadership, we often focus on strategy and vision. But the truth is, none of these matter without people. And people are driven by emotions. That’s why Emotional Intelligence (EQ) is the foundation of effective leadership.

A big thank you to Jim Reid , seasoned executive and trusted advisor for joining us as the guest speaker at our latest LeedHR Community Roundtable!

What keeps us from demonstrating Empathy as leaders?  

I asked this question in a workshop the other day and heard a common answer.  

An important part of leadership is about how you show up for others. Emotional intelligence is the foundation of that, and the EQ 360® assessment gives leaders something rare: a clear, honest view of how their behaviours impact the people around them.