Developing Emotional Intelligence Training Specifically for Managers
Designed for Mid-level people managers in fast-growth tech companies facing new team dynamics and increased cross-functional pressures to spark real collaboration and high-energy learning.
A 90-minute hybrid workshop for managers recently promoted within a tech company. Many were technical experts but now face challenges like handling conflict, giving developmental feedback, and supporting team well-being. Several participants have expressed uncertainty around 'soft skills' and want practical tools, not just theory. The session blends in-person and dial-in participants, all with limited attention spans and high expectations for immediate applicability.
Decode the Silent Signals
Participants view a 30-second muted video clip of an intense team meeting (actors or real footage with permission). They jot down every emotion they detect just from body language and facial expressions. Quick debrief reveals the true audio/emotions, sparking intrigue about reading subtle cues.
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Why this works
Leans on the power of visual stimuli to highlight often-missed nonverbal emotional signals, kicking off the session with a compelling hook.
Myth-Busting: EQ Is Not Weakness
Display a rapid-fire poll: ‘True or False—Showing emotion as a manager undermines authority?’ Immediately reveal results, then play a short audio quote from a senior exec describing how vulnerability built their credibility. Facilitate a 2-minute group reaction.
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Why this works
Surface and challenge common misconceptions, opening minds to the business value and courage embedded in emotional intelligence.
Emoji Check-In
Invite everyone to choose an emoji (from a printed handout, slide, or chat reaction) that best matches how they feel about giving feedback today. Share in pairs or small groups why they picked it—no pressure to elaborate further.
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Why this works
Lowers the barrier for authentic participation, letting managers express nuanced feelings in a light, judgment-free way.
Emotion Charades: Rapidfire Round
Participants take turns acting out common workplace emotions (from a prepared card stack or virtual spinner) while the group guesses. Examples: ‘Frustrated but hiding it,’ ‘Excited to share news,’ ‘Overwhelmed but doesn’t want to admit it.’ Laughter and energy guaranteed!
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Why this works
Embodied, playful practice cements the skill of reading emotions—even the subtle or masked ones—by leveraging high-energy social cues and group play.
The Feedback Dilemma
Present a short, real-life feedback dilemma: ‘You need to address a team member’s missed deadlines—but they’re going through a tough time at home.’ In trios, participants brainstorm how to deliver the message using at least two emotionally intelligent techniques from a provided menu.
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Why this works
Anchors learning in messy, familiar realities, forcing managers to grapple with emotional nuance when stakes are high.
EQ Commitment Postcard
Each participant writes a ‘postcard to my future self’ committing to one emotionally intelligent behavior they’ll try this week (e.g., ‘I’ll pause and ask one clarifying question in my next tense meeting’). Volunteers can share their postcard aloud or submit anonymously for follow-up.
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Why this works
Active reflection and public (or private) commitment make new behaviors more likely to stick by connecting action to personal meaning.
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