Emotional Intelligence for First Time Managers
Designed for Pharma Colleagues who are now people managers for the first time to spark real collaboration and high-energy learning.
Session should be interactive as the audience will be mix of managers who are 30+ and 40+
The EQ Leader Mystery Poll
Kick off with a rapid-fire poll: Which emotional intelligence trait do you think predicts the most manager success in pharma—Empathy, Self-Awareness, or Self-Regulation? Build intrigue by promising to reveal surprising research after opinions are cast.
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Why this works
Curiosity gaps and prediction hooks engage people by making them invest in an outcome before the answer is revealed, encouraging critical thinking and buy-in.
EQ Myths: Pharma Edition
Bust several popular emotional intelligence myths specific to pharma management by letting participants vote True/False before the reveal. Use real-world statements managers hear, then show what studies or expert practice actually say.
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Why this works
Misconceptions are sticky; exposing and correcting them helps learners recalibrate their assumptions and approach, especially in a new manager role.
One Word Pulse: Where Are You Now?
Create a low-risk, entry moment by asking everyone to write one word describing the biggest emotional challenge they face as a new manager in pharma. Collect and read a few anonymously, letting the group see common themes.
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Why this works
Low-pressure, anonymous sharing helps overcome hesitation and builds collective awareness, showing each manager that their struggles are shared.
Quickfire 'What Would You Do?' Dilemma
Activate the room with a rapid-response decision scenario: You're a pharma manager and a talented employee is underperforming due to personal stress. In 30 seconds, everyone chooses: A) Give them space, B) Confront ASAP, C) Offer support privately. Debate the trade-offs before revealing best practices.
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Why this works
High-energy choice moments drive active learning and help managers practice decision-making under realistic tension, fostering peer learning.
Peer EQ Radar: Compare Manager Styles
Pair participants to share one real moment when they had to manage emotions (their own or someone else’s) in the past week. Then, compare how each approached it differently—did they use listening, boundary-setting, or self-regulation?
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Why this works
Peer comparison uncovers hidden diversity in emotional intelligence application, modeling practical tactics and supporting social learning.
EQ Vision Board: Manager Goals in Four Words
Ask everyone to choose four words that describe the emotional intelligence legacy they want to build as a pharma manager—using pre-chosen cards like ‘trust’, ‘growth’, ‘calm’, ‘empathy’, ‘clarity’, ‘resilience’, ‘honesty’, etc. Then, briefly explain why those matter to their team’s future.
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Why this works
Active reflection connected to personal goals locks learning in and helps new managers translate abstract EQ concepts into specific, actionable aspiration.
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