{"id":145219,"date":"2026-02-27T10:30:57","date_gmt":"2026-02-27T15:30:57","guid":{"rendered":"https:\/\/trainingindustry.com\/?post_type=articles&#038;p=145219"},"modified":"2026-06-02T09:44:08","modified_gmt":"2026-06-02T13:44:08","slug":"the-business-of-learning-episode-94-leading-with-emotional-intelligence-in-the-age-of-ai","status":"publish","type":"articles","link":"https:\/\/trainingindustry.com\/articles\/leadership\/the-business-of-learning-episode-94-leading-with-emotional-intelligence-in-the-age-of-ai\/","title":{"rendered":"The Business of Learning, Episode 94: Leading With Emotional Intelligence in the Age of AI"},"author":52,"featured_media":0,"template":"","tags":[35839,162,36669],"class_list":["post-145219","articles","type-articles","status-publish","hentry","tag-ai-in-leadership","tag-emotional-intelligence","tag-emotionally-intelligent-leadership","global_topic_tax-artificial-intelligence","global_topic_tax-leadership"],"acf":{"sponsored":false,"gated":false,"gated_content_type":"","file_attachment":null,"gated_content":"","form_instruction_header":"To access the full article, please fill out the form below:","pardot_html_embed":"","author_override":true,"author_name":"Training Industry, Inc.\u00a0","author_image":"","author_bio":"","excerpt":"Gain practical strategies to develop emotionally intelligent leaders navigating complexity and innovation in the age of AI.","main_content":"<iframe style=\"width: 100%; height: auto; aspect-ratio: 16\/9;\" title=\"YouTube video player\" src=\"https:\/\/www.youtube.com\/embed\/CUi_YCnpfzU?si=-Yh69zFJSuvxTV0n\" width=\"560\" height=\"315\" frameborder=\"0\" allowfullscreen=\"allowfullscreen\"><span data-mce-type=\"bookmark\" style=\"display: inline-block; width: 0px; overflow: hidden; line-height: 0;\" class=\"mce_SELRES_start\">\ufeff<\/span><span data-mce-type=\"bookmark\" style=\"display: inline-block; width: 0px; overflow: hidden; line-height: 0;\" class=\"mce_SELRES_start\">\ufeff<\/span><\/iframe>\r\n\r\n<iframe style=\"border: none; min-width: min(100%, 430px); height: 150px;\" title=\"The Business of Learning, Episode 94: Developing Emotionally Intelligent Leaders in the Age of AI\" src=\"https:\/\/www.podbean.com\/player-v2\/?i=qy6rf-1a59bb1-pb&amp;from=pb6admin&amp;share=1&amp;download=1&amp;rtl=0&amp;fonts=Arial&amp;skin=1&amp;font-color=auto&amp;logo_link=episode_page&amp;btn-skin=7\" width=\"100%\" height=\"150\" scrolling=\"no\" data-name=\"pb-iframe-player\"><\/iframe>\r\n\r\nEmotional intelligence is becoming increasingly critical for leaders, especially in workplaces shaped by artificial intelligence (AI) and rapid technological change. But what does it actually mean to lead with emotional intelligence, and how can L&amp;D teams help develop this capability in leaders?\r\n\r\nIn this episode of The Business of Learning, we spoke with Dr. Mikah Sellers, best-selling author, workforce futurist and enterprise transformation leader, to explore how organizations can cultivate emotionally intelligent leaders and why this skill set is more essential than ever.\r\n\r\nTune in now for insights on:\r\n<ul>\r\n \t<li>What emotionally intelligent leadership looks like in practice in AI-driven workplaces<\/li>\r\n \t<li>Why emotional intelligence is a trainable and strategic leadership capability<\/li>\r\n \t<li>How organizations can assess and measure emotional intelligence effectively<\/li>\r\n<\/ul>\r\nMore Resources:\r\n<ul>\r\n \t<li>[Article] <a href=\"https:\/\/trainingindustry.com\/articles\/leadership\/why-emotional-intelligence-has-become-a-key-leadership-skill-5-key-attributes\/\" target=\"_blank\" rel=\"noopener\">Why Emotional Intelligence Has Become a Key Leadership Skill: 5 Key Attributes<\/a><\/li>\r\n \t<li>[Course] <a href=\"https:\/\/trainingindustry.com\/continuing-professional-development\/certificates\/leading-leadership-development-certificate\/\" target=\"_blank\" rel=\"noopener\">Leading Leadership Development<\/a><\/li>\r\n \t<li>[Research] <a href=\"https:\/\/trainingindustry.com\/research\/leadership\/the-state-of-the-leadership-training-market\/\" target=\"_blank\" rel=\"noopener\">The State of the Leadership Training Market<\/a><\/li>\r\n \t<li>[Resource] <a href=\"https:\/\/trainingindustry.com\/corporate-training-landscape\/\" target=\"_blank\" rel=\"noopener\">Corporate Training Landscape Map<\/a><\/li>\r\n<\/ul>\r\n<em>Download the infographic below to learn more about leadership skills for a human-centered workplace:<\/em>\r\n[hubspot type=\"form\" portal=\"47185625\" id=\"9e7fa218-4fef-4b4d-aac9-ad858f2431e6\" version=\"v4\"]\r\n<em>The transcript for this episode follows: <\/em>\r\n\r\nSarah\u00a0 Gallo: Hi. Welcome back to The Business of Learning. I'm Sarah Gallo, a senior editor here at Training Industry.\r\n\r\nMichelle Eggleston Schwartz: And I'm Michelle Eggleston Schwartz, editor in chief. Today we're talking about a topic that, in the age of artificial intelligence, is perhaps more relevant than ever developing emotional intelligence and leaders. With us, we have Dr. Mikah Sellers, bestselling author, workforce futurist and enterprise transformation leader. Mikah, welcome to the podcast.\r\n\r\nMikah Sellers: Thanks so much for having me. I'm glad to be here. And certainly, as we know in 2026, this is highly topical. You know, a lot of organizations are dealing with the rapid acceleration of AI adoption and, you know, how do you people through this disruptive period.\r\n\r\nSarah\u00a0 Gallo: Definitely, it's a really timely topic, so we're glad to have you on today. And to kick things off, I think it would be helpful if you could sort of break down,\u00a0 when we talk about emotionally intelligent leadership, what does that actually look like in practice, especially in organizations increasingly shaped by AI and automation.\r\n\r\nMikah Sellers: In practice, emotionally intelligent leadership shows up in how leaders make decisions, not just what decisions they make, you know? It's the ability to stay grounded under pressure to read the emotional climate within an organization. It's the ability to respond with intention, whether it\u2019s reactivity, really understanding, you know, when to slow down, when things are really accelerating, to pull the organization back, to keep them grounded, to keep them together to tap into the things that make us most human. And increasingly that's happening in an environment that's mediated by technology.\r\n\r\nMichelle Eggleston Schwartz: \u00a0Definitely. There's just so much changing today, and I just love to hear. Why do you think emotional intelligence is really becoming more critical for leaders in today's workplace?\r\n\r\nMikah Sellers: Yeah, that's a great question. You know, I think AI is rapidly absorbing technical and analytical tasks. You know, we're seeing that across the board, right? So whether you're in finance, you\u2019re seeing, you know, finance roles being taken\u200aover by automation, being taken over by agents. You're seeing that happen in HR. You're seeing that happen in marketing, sales. It doesn't matter what aspect of the organization you're working in. What I'm finding\u200a is that human skills that can't be automated are becoming the biggest differentiators, you know, emotional intelligence is no longer a soft capability. It's the operating system that allows leaders to bring the organization together to create that interstitial tissue that really [supports an] organization and to be able to lead diverse teams, sustained performance in high change environments. You know, what we're seeing, the pace of change with AI\u200a is unlike anything we've seen in the past when it comes\u200a to technological change. In the 90s, right, we all saw, you know, ERPs and CRMs being put into place and there was some level of automation there and, you know, but it was a different type of innovation. It was a vastly different \u200atype of change. What we're seeing now you know, leaders having to make the decision. About not just what to automate, but who to displace. And, we saw that at the tail end of 2025, tens of thousands of jobs across Fortune 500 companies being eliminated due to AI. As work becomes more distributed, more digital, more complex leaders are increasingly evaluated, not by what they know, but how they relate, how\u200a they build, how they, how they regulate themselves and bring out the best in others. You know, emotional intelligence is what enables leaders to keep organizations cohesive and resilient when everything else is accelerating and, and slightly chaotic.\r\n\r\nSarah Gallo: Definitely. I love what you mentioned that emotional intelligence isn't this soft capability, right? That kind of goes into my next question, since we know there are some leaders who maybe don't understand that yet; they still underestimate emotional intelligence. So with that in mind, how can L&amp;D teams really position it as a core trainable and also measurable leadership capability rather than an innate personality trait?\r\n\r\nMikah Sellers: I think the key is really reframing emotional intelligence as a behavioral capability, not personality, right? L&amp;D teams need to anchor emotional intelligence and observable behaviors [in] how leaders listen, how they respond to conflict, how they make \u200a decisions under stress, create psychological safety within their teams. You know, research shows that emotional intelligence can be developed through intentional practice, right? Feedback, reflection \u2026 when L&amp;D links emotional intelligence development to business outcomes such as retention, engagement, leadership effectiveness and pairs it with validated assessments, it becomes clear that it's not abstract; it's not soft; it\u2019s not innate. It's a learnable, measurable, mission critical skill. One of the things I found [when] I was doing my doctoral research, which is what led to my book, I studied the efficacy of, of executive, uh. Development programs, um, on the development of emotional intelligence. And, and you know, what I found was the power skills, right? Our human capabilities that leaders need to navigate complexity, build, trust [and] performance in this increasingly AI-augmented world. And what I mean by that, it's things like self-awareness, empathy, adaptability, judgment, ethical reasoning, the ability to influence and collaborate and lead through uncertainty. These \u200aare the real skills that are not soft skills. Right? When you think about what AI is doing, we've seen AI have the ability to execute flawlessly, the technical skills, right? The things that we've historically trained people on: Hey, how do you execute \u200a [this] or that better? From the perspective of your role, how do you increase your knowledge base in this particular domain? AI does all that in spades and so much faster. But you know what AI doesn't have is what's human. That's emotional intelligence, you know, how to make a moral and ethical decision. And those are trainable skills. And it's not something we would hope, right, [that] everybody's just born with like amazing morals and amazing ethics and amazing emotional intelligence and, you know, the ability to be self-aware, but that's just not, not the reality, but it is trainable.\r\n\r\nMichelle Eggleston Schwartz: Definitely. \u200aSo when we're kind of talking about emotional intelligence from your perspective, what are the core components that leaders need most right now and where do you see the biggest skills gap?\r\n\r\nMikah Sellers: I had say that you know the most components are self-awareness, one, self-regulation, empathy, relationship management. I think among those, self-awareness is often the most weak when it comes to leaders. But it\u2019s also the foundation for everything else. Like if you're just generally unaware of your own behaviors, the other things are really, really difficult to bring to bear in my experience. You know, many leaders operate on autopilot. They're unaware of their stress responses, their communications patterns or how their assumptions are affecting others. The biggest gaps often show up in moments of pressure when, you know, it's big decisions that need to be made. Handling feedback defensively, you know, misreading team morale. Or defaulting control when collaboration is needed, you have to kind of command and control versus, Hey, let's, let's integrate the team and figure out how to move forward. These gaps become more costly as organizations scale, and they integrate more automation. We've seen that, right, in recent history with leaders where they've made decisions to lay people off and they haven't really thought through human impacts of that relative to AI adoption. And thing you know, you're having a virtual town hall and people are getting fired via email and SMS you know, the impact not just to the people who are affected, to the morale of the rest of the people in the organization who remain and are trying to execute on the vision of the company, becomes imperiled.\r\n\r\nSarah Gallo: Yeah, those are all great points. So we touched on the fact that emotional intelligence is trainable, and I want to dig deeper into the measurement aspect here. So specifically, how companies can measure emotional intelligence in leaders. Are there any specific metrics or assessment methods that can provide those insights?\r\n\r\nMikah Sellers: Absolutely. Yeah. So I think effective measurement combines one, validated assessments, right? Things like, you know, 360-degree feedback tools, for example the ESCI is a great one. And the behavioral data over time, it's longitudinal, right? Like it's not something that you're going to observe somebody for a week and really be able to assess their emotional intelligence; tools that are grounded in EI research. As I mentioned, ESCI for example, can assess self perception, social awareness, but also multi-rater feedback is super important. And that\u2019s one of the things you get when you have a full ESCI is that multi rated feedback. One of the things I found through my research was that, you know, self-reporting measures. It\u2019s not like, we all know, are you going to say, \u201cYeah, I lack self-awareness. I am unempathetic. I'm not a good team player.\u201d Like, no leader is going to give themselves a negative rating. Right? It\u2019s just not going to happen. But, you know, one of the things I found was really, really interesting actually, what led to me going to an executive development program. The AMP program at Wharton, in 2016 is, you know, I did a multi-rater survey as a leader. I was serving at the time as a chief digital officer, and it was really the first time I'd ever taken one of these leadership assessments where I was being assessed by my subordinates, by my peers. And then I also provided my own insights. And when I saw the readout, I was mortified. I was like, what? Are you kidding me? Like, I need this training. I cannot \u200abelieve, you know, that I have such shortcomings in these areas. And then it was only through going to this really immersive experience where I was focusing on developing my emotional intelligence that I start to kind of, you know, seize those opportunities and close the gaps. But I think, you know, one of the things I found is the most meaningful insights [come when] EI data is tracked longitudinally and it's paired with outcomes. They like engagement scores, turnover, team performance measurements, not about, you know, labeling leaders. It's about creating awareness, accountability and a baseline for the development of these skills, because it's hard. It's really, really hard. We\u2019re all the sum of our experiences, of the things that we've taken on in our personal and professional lives. All those come to bear in your emotional intelligence at work, right? So, making a change requires a number of variables.\r\n\r\nMichelle Eggleston Schwartz: Definitely. I'd love to circle back about that immersive experience that you went through, to talk about it from a learning design perspective, what approaches work best for developing emotional intelligence? I'd love to hear your thoughts there.\r\n\r\nMikah Sellers: Yeah. One of the things that I pointed out in my book is that EI can't be taught through slide decks, right? You're not going to bring some leaders into a room, present some slides on, you know, empathy and expect that they're going to learn how to be empathetic. It's developed through experience. And it's also longitudinal, right? There\u2019s a time element required to develop emotional intelligence competencies. Leaders need safe environments to do that. But I think the most effective approaches are when you combine that psychological safety within the learning group. And what I found is often, it\u2019s very, very difficult to do inside of the four walls \u200aof your organization, you know? Because unless you have an inherently psychologically safe environment, you know, leaders amongst other leaders, their peers within the organization, their ability to be as vulnerable as you sometimes need to be to develop these skills, it's very limited. Right? Because, you know, you'd be walking down the hall [and say], \u201cHey Bob, and hey Mikah, wild to see you cry yesterday in that session.\u201d Right? It's, you know, they're not going to go to that level. So I, what I found is psychological safety aspect is, is really, really paramount. But also it has to be immersive. You've got to get people into situations where they're creating that emotional vulnerability to uncover how you respond in certain high-stress situations. So, you know, simulations, you know, black swans, right? In that kind of immersive environment can be really, really helpful. It has to be practice based and it's got to be reflective. Both individually, right? Your ability to understand how to, how to, you know, reflect on your own behavior, but then also to have, you know, peers engaging, right? So simulations, you know, real world stress challenges, guided reflection. Coaching is paramount. \u200aCoaching has to be integrated, and it has to be sustained. It's not like you can go through, you know, a training program for. The development of intelligent leadership have two coaching sessions that coach then goes away and all of a sudden, hey, you're, you're just a, a hundred times better than you were before. It just doesn't happen that way. I think, you know, leaders, they, they, they need that. Safe environment where they can experiment. And experimentation also comes through\u200a the kind of coaching process, right? When you're, you know, kind of dialoguing on, hey, like, well, we went, when we went through the training, you know, we experienced this and this is how I responded and this is how my teammates, you know, shared how I responded and now I'm seeing in practice, right, how that is playing out in real time. That, that feedback loop that you have with your coach. We'll help you to improve over time. And it's very much longitudinal right, in terms of the change happens over a long period of time. But learning should also be designed to mirror the complexity of leadership itself, right? When you're thinking about, you know, the complex, messy human, emotionally in charged environments that we're working in, while simultaneously providing structure for insight and growth. Does that make sense?\r\n\r\nSarah Gallo: Definitely. It's kind of like finding that right mix of modalities is really key here. Um, and we know there's a lot of leadership courses in the market. There's also a lot of providers in the market, a lot of providers offering this type of training. In fact, the leadership segment is one of the largest in the corporate training market. We just updated our <a href=\"https:\/\/trainingindustry.com\/corporate-training-landscape\/\">corporate training landscape map<\/a>. It provides this visual \u200aof all the vendors in the market and there were 295 leadership training companies. So it's a lot to sort through and, and it can be challenging just knowing where to start. So sort of with that as context, Mikah, what's one practical step our listeners can take to just get started building emotionally intelligent leaders in their organizations?\r\n\r\nMikah Sellers: So there are a lot of leadership providers out there. And I would argue right, that a large majority of them are not necessarily creating programs that are designed to develop emotional intelligence. [For one], it is difficult, right? The things that have to come\u200a together in order for that to work. You know, are numerous, right? One, you know, it's something that you can't do again, in my humble opinion, inside the four walls of your organization, which means that you need to take your leaders out of the environment they need. They need to have, whether it's, you know, weekend convenings or, or multi-day convenings over a long period of time, 3, 4, 5, 6 months. It it has to be experiential, right? One of the things we know about adults, right, in adult learning is that we don't, you know, [complete] training by traditional practice, right? Training as the delivery of material doesn't work for changing behavior, right? You have to actually experience things. So\u200a that learning has to be experiential. I'll give you an example. You know, when I was going through the Wharton Advanced Management Program back in 2016, we had a number of amazing real-world simulations that were designed induce anxiety, to bring you out of your comfort zone, which is where you really begin to learn and to inject you into situations where you're not going to have the ability to respond normally because you've not been in those situations. One example would be, you know, they had a firefighting simulation at the New York firefighting. Where you're literally put into firefighting gear, you're given a couple of hours [of] class, then they hand you hoses, put you into a room with an actual fire. Like, hey, put that fire out. That is something where, you know, many of the leaders that I was in that program with had never experienced anything like that before. And the reaction to it, right? How you communicate, how you collaborate, how you provide feedback, how you just generally respond to that level of stress, you know, things like putting a bunch of people into a crew boat, right? And rowing. Rowing for the first time together. You know, I'm not sure if you've ever done that before, but it's absolute chaos because nobody really knows what to do.\u200a Everybody's rowing in the wrong direction. Flare, you know, tempers, tempers flare, frustration. And that's where, you know, you begin to see how do you really respond under those high-pressure situations. So you need to create situations where leaders are pushed outside of their normal boundaries. You need to\u200a have longevity to it because, you know, the only way that you can make changes, you know, through, you know, the self-reflection and peer reflection is if you have time to process it right. And then try again, you know, be put into a new situation,\u200a you know, where you are having to test what you learned. And, and then the other, other thing I've learned is that, you know, that there, there's a lot of, um, when it comes to emotional intelligence within leaders. It's \u00a0not just a matter of going through those experiences, being pushed outside your boundaries, being able to reflect on it, but it's also a change in, in your identity. As a leader, you know who you are and, and identity level change is requires time and it requires a lot of practice. And then like I said, I think the other thing you have to integrate in there is the ongoing coaching and you know, a lot of leadership development programs that are very finite, right? It's like, hey, there's a six-week program for this, or a four-week program for that. And, you know, training is transferred. know, putting some leaders into a room, you know, having great fireside chats and great lectures and, and you know, amazing slideware and hey, we're going to train you with this framework to bring back to the office and implement \u2026 that doesn't change behavior. That doesn't change your identity. That doesn't develop a more emotionally intelligent or emotionally resilient leader. So I think you have to look for the programs, right, that are immersive. It's like comparing four days in an amazing executive off-site with all the AC on, you know, at the Ritz Carlton in Aspen or wherever, with, you know, like three days of Outward Bound, you're \u200agoing to get \u2026 if you're [at] the three days of Outward Bound in the wilderness, having to test yourself is going to teach you a lot more about your emotional intelligence than sitting in a room with peers and having cakes and tea in between sessions.\r\n\r\nMichelle Eggleston Schwartz: Definitely. You\u2019ve got to step outside your comfort zone to really grow, as they say. Well, thank you so much for talking with us today, Mikah. How can our listeners get in touch with you if they like to reach out?\r\n\r\nMikah Sellers: Sure. So I have a personal website, which you can find me on. It's <a href=\"http:\/\/mikahsellers.com\" target=\"_blank\" rel=\"noopener\">mikahsellers.com<\/a>. It's M-I-K-A-H-S-E-L-L-E-R-S.com. I'm also on LinkedIn. I'm happy to link it with anybody who may have questions about my book, or you could go to my blog. I'm continuously updating that with fresh content. And I also have a podcast of my own. This is Forces of Change and it's on Spotify as well as Apple and YouTube.\r\n\r\nSarah Gallo: Awesome. Well, for more resources, check out the episode description or visit the shownotes on our website at <a href=\"http:\/\/trainingindustry.com\/podcast\" target=\"_blank\" rel=\"noopener\">trainingindustry.com\/podcast <\/a>and make sure to subscribe for more timely episodes like this one. Until next time.","full_width":false,"content_band":null,"tice_sponsors":"","custom_dfp_keywords":""},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v25.8 (Yoast SEO v27.5) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Business of Learning Ep. 94: EI Leadership in AI<\/title>\n<meta name=\"description\" content=\"Gain practical strategies to develop emotionally intelligent leaders navigating complexity and innovation in the age of AI.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/trainingindustry.com\/articles\/leadership\/the-business-of-learning-episode-94-leading-with-emotional-intelligence-in-the-age-of-ai\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"The Business of Learning, Episode 94: Leading With Emotional Intelligence in the Age of AI\" \/>\n<meta property=\"og:description\" content=\"Gain practical strategies to develop emotionally intelligent leaders navigating complexity and innovation in the age of AI.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/trainingindustry.com\/articles\/leadership\/the-business-of-learning-episode-94-leading-with-emotional-intelligence-in-the-age-of-ai\/\" \/>\n<meta property=\"og:site_name\" content=\"Training Industry\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/TrainingIndustry\/\" \/>\n<meta property=\"article:modified_time\" content=\"2026-06-02T13:44:08+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/trainingindustry.com\/content\/uploads\/2017\/10\/ti-logo-stacked.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"400\" \/>\n\t<meta property=\"og:image:height\" content=\"400\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:site\" content=\"@TrainingIndustr\" \/>\n<meta name=\"twitter:label1\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data1\" content=\"17 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/trainingindustry.com\\\/articles\\\/leadership\\\/the-business-of-learning-episode-94-leading-with-emotional-intelligence-in-the-age-of-ai\\\/\",\"url\":\"https:\\\/\\\/trainingindustry.com\\\/articles\\\/leadership\\\/the-business-of-learning-episode-94-leading-with-emotional-intelligence-in-the-age-of-ai\\\/\",\"name\":\"Business of Learning Ep. 94: EI Leadership in AI\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/trainingindustry.com\\\/#website\"},\"datePublished\":\"2026-02-27T15:30:57+00:00\",\"dateModified\":\"2026-06-02T13:44:08+00:00\",\"description\":\"Gain practical strategies to develop emotionally intelligent leaders navigating complexity and innovation in the age of AI.\",\"breadcrumb\":{\"@id\":\"https:\\\/\\\/trainingindustry.com\\\/articles\\\/leadership\\\/the-business-of-learning-episode-94-leading-with-emotional-intelligence-in-the-age-of-ai\\\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/trainingindustry.com\\\/articles\\\/leadership\\\/the-business-of-learning-episode-94-leading-with-emotional-intelligence-in-the-age-of-ai\\\/\"]}]},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\\\/\\\/trainingindustry.com\\\/articles\\\/leadership\\\/the-business-of-learning-episode-94-leading-with-emotional-intelligence-in-the-age-of-ai\\\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\\\/\\\/trainingindustry.com\\\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Articles\",\"item\":\"https:\\\/\\\/trainingindustry.com\\\/articles\\\/\"},{\"@type\":\"ListItem\",\"position\":3,\"name\":\"The Business of Learning, Episode 94: Leading With Emotional Intelligence in the Age of AI\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\\\/\\\/trainingindustry.com\\\/#website\",\"url\":\"https:\\\/\\\/trainingindustry.com\\\/\",\"name\":\"Training Industry\",\"description\":\"Articles, research and tools for the L&amp;D professional. 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