Social capital is defined by McKinsey as networks, relationships, shared norms, and trust among individuals, teams, and business leaders. It is the glue that brings people together. And research shows when employees are connected, they are more likely to be agile, have satisfied customers, and be engaged.  

But the nature of this glue is changing. The need to maintain connection with individual employees, as well as promote feelings of social belonging and inclusion within teams, means leaders need to shift their thinking – and their actions.

In this article, Sally Tanski, Managing Consultant at Talogy, (assessors and developers of global talent), will explain why leaders with strong EI are better able to create an environment where connection can flourish – especially in a virtual or hybrid workplace. She will share three ways leaders can develop key EI attributes, to create and enable the conditions for social capital to thrive in the world we work in now:

• Awareness of self and others – to know what to say, how to say it and when to address emotions.

• Authenticity and flexibility – to become better at developing trust.
• Connecting with others – to maintain and develop relationships, give and receive help and bring people together. All fundamental building blocks for social capital.  

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