Unlocking Performance 2.0: Why Emotional Intelligence Is the Key to Leading in a BANI World
By Natalie Roitman
When I was young, my mom told me a story:
One night, a man was walking down the street and saw his neighbor frantically searching under a lamppost. “What are you looking for?” he asked. “My house keys,” the neighbor replied. They both searched together for a while but couldn’t find them. “Are you sure you lost them here?” the man asked. “No,” said the neighbor. “I lost them in the parking lot, but there’s no light there.”
We all do this: looking for solutions where it’s easy, not necessarily where they actually are.
Are You Searching in the Right Place?
How many leaders in your company are “looking under the lamppost”?
As the Regional Network Director for Six Seconds in China and Spain, I see this every day. Business leaders are busy, overwhelmed, and stuck in old patterns. The global State of the Heart (SOH) report shows rising pressure and burnout. Perhaps it’s because we keep using old keys — and they no longer open new doors.
We’re living in a BANI world (as defined by Jamais Cascio): brittle, anxious, non-linear, and incomprehensible. It’s complex and uncertain. And it’s not going to get simpler. But instead of fearing the future, what if we build organizations that help shape it?
Let’s shed light on new possibilities.
The Old Paradigm: Performance 1.0
Many companies still operate from a mindset we call Performance 1.0. It’s built on three core beliefs:
1. Efficiency Over Engagement: Performance Drives People
“We must prioritize productivity. Emotions and personal issues slow us down.” Leaders set KPIs and OKRs, and employees are expected to comply.
2. Obedience Over Ownership
Managers give orders. Employees follow. Leadership is about control, not trust.
3. Change is Disruptive
Change initiatives bring chaos. Better to maintain stability, even if the system no longer works.
Sound familiar?
In this model, we manage behavior and systems — the visible tip of the iceberg. But as McKinsey notes, 70% of change initiatives fail. When we ask leaders about their biggest challenges? They’re almost always about people.
So let’s turn on the lights.
“High-trust workplaces experience 74% less stress, 50% higher productivity and 76% more employee engagement.”
The New Paradigm: Performance 2.0
It’s time to shift to Performance 2.0, where people drive performance.
1. Engagement for Efficiency
When people feel well, they perform better. Emotional intelligence isn’t fluff; it’s a driver of success.
“People are capital, not a cost.”
We invest in people because they’re our greatest asset. Our research shows that trust predicts over 50% of performance. And trust is measurable.
2. Motivation Through Meaning
We don’t just use carrots and sticks. As Daniel Pink shows, people are motivated by purpose, autonomy, and mastery. Our job as leaders? Create environments where this intrinsic motivation thrives.
“As Daniel Pink shows, people are motivated by purpose, autonomy, and mastery. Our job as leaders? Create environments where this intrinsic motivation thrives.”
3. Change as a Catalyst
In today’s fast-changing world, companies that don’t adapt will disappear. Real change starts from the inside out. It’s not quick or easy — but it is powerful.
In this paradigm, we treat cultural and human elements with the same rigor as technical ones. We dive beneath the waterline: into thoughts, emotions, values, and needs.
A Case from China
One of our client companies is ranked No. 1 in its industry. Yet, faced with a near-doubling of their revenue target (from RMB 200M to RMB 370M), the leadership team felt enormous pressure. Their founder told us:
“We have the bones — the structure — but no muscles.”
Our Six Seconds EQ coach began with a “soft” skills self-assessment. The results showed:
- Leadership health and decision-making were below functional levels
- The team had resilience and collaboration, but lacked focus on practical solutions
We worked with the founders and key leaders over six weeks, combining group coaching and 1-on-1 sessions. At the end, a re-assessment showed measurable improvements in awareness, focus, and teamwork.
This case shows:
- Diagnose first: Look below the surface
- Raise awareness: Use data and coaching
- Change from inside out: Build EI skills
- Iterate: 90-day learning cycles
- Co-create: Design with people in mind
In a world ruled by data, emotions are what make us human. And often, it’s our emotions that unlock innovation.
Smarter with Feelings
From a neuroscience perspective, emotions drive people. So if people drive performance, we need to be smart with emotions.
That’s how we define Emotional Intelligence: integrating thinking and feeling to make better decisions.
What can we do?
- Create solutions that work with and for people
- Strengthen emotional intelligence across teams
- Understand that real change begins within
- Accept that emotions aren’t optional — they’re essential
And yes, emotions are contagious. Especially those of our leaders.
Imagine your workplace with more hope, connection, trust. These are the feelings that fuel innovation. They are not “nice to have” — they are strategic assets.
Emotions are motivation.
And if the human side matters, let’s measure what matters: trust, resilience, empathy, leadership.
“From a neuroscience perspective, emotions drive people. So if people drive performance, we need to be smart with emotions.”
The Keys Are Within Us
In the rush for quick fixes, we sometimes forget: the keys may already be in our pocket.
After nearly 20 years working in Emotional Intelligence development and practice, I know: we already have the capacity. We just need to slow down, look deeper, and build the skills to unlock new doors.
If this message resonates with you — if you’re ready to explore how people can truly drive performance in your organization — let’s have a conversation.
Because the future is not something we endure. It’s something we create.
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