
Discover why emotional intelligence trumps IQ in leadership. "Primal Leadership" revolutionized corporate culture by revealing six adaptive styles that transform workplace dynamics. Harvard-endorsed and integrated into elite military training, Goleman's framework explains why CEOs with high EQ outperform their purely strategic counterparts.
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The morning after September 11, 2001, most CEOs faced an impossible question: How do you ask people to focus on quarterly targets when the world just shattered? Mark Loehr didn't even try. Instead of business-as-usual pep talks, he gathered his employees and simply asked them to share how they felt. What happened next revealed something profound about leadership-those nightly emails turned into a $6 million fundraising wave for victims' families. Loehr understood what neuroscience now confirms: leadership isn't primarily about vision decks or execution plans. It's about emotional contagion. Great leaders don't just direct-they resonate. They tap into something primal in us, igniting passion not through rational argument but through an emotional frequency that makes people want to follow. Studies reveal a startling truth: 20-30% of business performance traces directly to organizational climate, and up to 70% of that climate flows from one source-the emotional tenor set by the person at the top. Here's what makes leadership so fundamentally emotional: our brains aren't sealed emotional units. The limbic system-our emotional command center-operates as an "open-loop" system, constantly calibrating itself based on the emotional signals it receives from others. Think of it like WiFi for feelings. When your boss walks into a room radiating anxiety, your amygdala picks up that signal before conscious thought kicks in. This isn't weakness; it's neurology. Business culture often celebrates the myth of emotionless rationality-the Spock-like executive who never lets feelings cloud judgment. But that's not how our brains actually work. The emotional brain holds veto power over our decisions, and suppressing it doesn't eliminate its influence; it just makes that influence unconscious and unmanaged.
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Creado por exalumnos de la Universidad de Columbia en San Francisco
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Creado por exalumnos de la Universidad de Columbia en San Francisco

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