Emotional Intelligence 2.0: How AI is driving leaders to redefine human skills

Artificial Intelligence (AI) is no longer just automating routine tasks; it is also transforming the way we work. It is changing the mix of skills that organisations need. For leaders and HR teams, this means that Emotional Intelligence (EI) is no longer just a personal quality, it has become a strategic capability that must work alongside AI. 

This article explains why EI is more important than ever, shares research data, and suggests practical actions that leaders and HR professionals can take today. 

The bigger picture: rapid AI growth means rapid skills change 

The World Economic Forum’s “Future of Jobs” Report shows that employers expect significant changes in skill requirements within the next five years. Skills such as analytical thinking, creativity, leadership, and social influence are increasingly in demand. The same report notes that six out of ten workers will need training before 2027. 

McKinsey research confirms that although companies are investing in AI, leadership capability and people practices are the main barriers to success. Technology adoption is faster than leadership readiness. 

The key point is clear – Organisations can buy or build AI tools, but their real advantage will only emerge when people and AI will work well together.

Reference – World Economic Forum (WEF) Report: WEF_Future_of_Jobs_2023.pdf 

Reference – McKinsey research: AI in the workplace: A report for 2025 | McKinsey 

Why Emotional Intelligence matters more in the AI era 

The AI era demands Emotional Intelligence 2.0, a sophisticated fusion of classic EI skills with AI literacy. Leaders must navigate not only interpersonal relationships but also complex AI-augmented environments. This means: 

• Understanding emotions and psychological needs in highly diverse, virtual, and fast-changing teams. 

• Adapting continuously to technological innovations while maintaining authentic human connections. 

• Using AI insights to complement empathy and ethical judgment, rather than replace them. 

Research confirms that employees with empathetic leaders show a 76% increase in engagement and a 61% boost in creativity, critical for innovation in AI-driven workplaces. 

Reference – Research: Emotional Intelligence Statistics and Facts (2025) 

What Emotional Intelligence 2.0 looks like 

The traditional model of EI includes self-awareness, self-management, empathy, and relationship management. In the AI context, EI 2.0 builds on these and introduces new dimensions: 

• AI-aware self-management – Recognising personal emotional triggers as well as how AI outputs might bias your decisions. 

• Data-literate empathy – Combining AI insights, such as sentiment analysis, with genuine human understanding. 

• Cross-boundary influence – Leading teams where humans and AI systems both play a role. 

• Learning agility + humility – Adapting quickly in an AI-driven environment while modelling psychological safety. 

• Ethical social judgment – Making decisions that balance AI outputs with human values such as fairness and trust. 

These abilities cannot be outsourced to machines. They are what will create trust in AI usage. 

Evidence that soft skills are rising in importance 

The WEF shows “leadership & social influence” and “curiosity & lifelong learning” are among the skills gaining importance as technology shifts the workplace. Employers recognise training urgency, and expect substantial skill disruption in the next five years.

McKinsey’s research on organisations adopting AI highlights a recurring finding: technology adoption underperforms when leadership capability and people practices lag. In other words, investment in systems & models, without investment in human capability, is wasted investment. This shows that investment in human skills is just as important as investment in technology. 

Reference – WEF: Future of Jobs: These are the most in-demand core skills in 2023 | World Economic Forum 

Reference: AI in the workplace: A report for 2025 | McKinsey 

Practical roadmap for leaders & HR – building EI 2.0 

1. Update hiring and role definitions: 

• Include EI 2.0 behaviours in role profiles, such as the ability to question AI outputs or lead AI-human decision-making. 

• Use interviews and assessments that include AI-related scenarios. 

2. Redesign leadership development: 

• Blend AI literacy modules with EI practice sessions. 

• Use simulations where participants make decisions with imperfect AI outputs. 

• Measure impact with pre- and post-assessments and 360° feedback. 

3. Use AI carefully in training: 

• AI coaching tools can help people practise conversations and receive instant feedback. 

• However, combine AI practice with human coaching to avoid misinterpretation. 

4. Align culture and systems: 

• Add EI 2.0 behaviours such as collaboration, psychological safety, and ethical decision-making to performance reviews. 

• Create forums where teams openly review how AI and humans worked together, including when AI failed. 

5. Measure and track outcomes 

• Use validated EI assessments adapted for AI situations. 

• Link EI development to business metrics such as employee retention, customer trust, and adoption of AI. 

In conclusion, AI will transform what work gets done and how it is led. The organisations that succeed, will not be those that simply adopt AI, but those that prepare leaders to use it wisely, ethically, and with emotional intelligence.

At Concordia Solutions, we help leaders and HR professionals design learning journeys that combine behavioural skill practice, AI-context simulations, and governance frameworks. For us, EI is not a soft skill. It is the strategic capability that ensures AI delivers value while protecting human trust and dignity.