For nearly three decades, emotional intelligence has been one of the strongest predictors of workplace success. While technical expertise and cognitive ability still matter, the skills that set high performers apart are deeply human: self-awareness, empathy, and the ability to build healthy relationships.

Employers have taken notice. Research cited by Harvard Business School found that 71% of employers value emotional intelligence more than technical skills when evaluating candidates, while studies from TalentSmart have identified emotional intelligence as a stronger predictor of workplace performance than many traditional measures of intelligence.

The reason is simple: Technical skills may get you hired, but emotional intelligence determines how effectively you work with people, handle pressure, navigate conflict, and lead others.

In my work as a leadership coach, I’ve observed six practices that consistently set emotionally intelligent employees and leaders apart.

1. They pause before reacting

Most people become defensive when faced with criticism, conflict, or emotionally charged situations. Emotionally intelligent people do something different. They pause.

Because they understand what triggers them emotionally, they’re able to step back, gain perspective, and choose a response instead of an impulsive reaction. They listen without judgment, seek to understand before being understood, and avoid escalating situations that are already headed south.

This ability to move from reaction to response is one of the clearest signs of emotional maturity.

2. They display authenticity

Many employees and their managers wear a mask at work. They hide their feelings, avoid difficult conversations, and carefully manage impressions. Emotionally intelligent people don’t play that game.

Whether they’re dealing with a difficult customer, a challenging project, or a tense workplace issue, they show up as the same person. They communicate honestly, acknowledge emotions appropriately, and build trust because others know exactly who they’re dealing with.

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