November 27, 2025 l Manila Bulletin
In 2025, success is no longer defined by the number of certificates, degrees, or the prestige of your alma mater, but by the skills you possess. It’s not about having a high intelligence quotient (IQ), but about cultivating a high emotional quotient (EQ).
A recent survey from McKinsey Global Institute reveals that 87 percent of companies currently face skills gaps or expect them within five years. This trend is likely fueled by technological innovations, which continuously increase the demand for specialized skills (source: forbes.com, 12.26.24).
When companies adopt a skills-based focus, they move beyond the traditional criteria. The emphasis shifts away from an applicant’s degrees, school attended, and work history to concentrate on the specific skills they hold. Employees are matched to roles based on their abilities and how effectively those skills align with the job requirements.
For instance, many college graduates possess Information Technology skills that far surpass those with professional certifications or specific IT degrees. Therefore, when seeking someone to manage a company’s IT needs, credentials and degrees are no longer the priority. Instead, the focus should be on finding potential applicants who are adept in computer skills.
Naturally, an applicant who brings both impressive credentials and excellent IT skills is a valuable addition to any company’s talent pool.
However, even if you possess all the necessary skills and credentials, a lack of emotional intelligence will limit your potential. A study by Harvard Business School demonstrated that 90 percent of top performers have high Emotional Intelligence (EI) or Emotional Quotient (EQ). EQ accounts for 58 percent of job success, regardless of the role. Moreover, 71 percent of employers value EQ more than technical skills when evaluating candidates, and 91 percent of top performers possess high emotional intelligence.
How can you identify a person with a high emotional quotient? Practical examples include those who remain calm under pressure, are empathetic, effectively resolve conflicts, display resilience in the face of challenges, and do not easily give up.
Behavioral psychologist Daniel Goleman identified five key aspects of an emotionally intelligent person: these are self-awareness, or the ability to identify and understand your feelings and your impact on others; self-regulation, which can be self-discipline, such as thinking before you act and acting appropriately; motivation, where the person finds ways to find and help motivate others; empathy, by trying to understand others and be emotionally available; and finally, social skills, or the ability to interact effectively with others.
The way we shortlist applicants continues to evolve, with technology playing a major role. But one absolute requirement should never change: a person’s right attitude and character.
Long ago, emotional quotient was not a vital criterion in hiring or performance evaluation. As time passes, we realize that those who truly succeed are not just the academically intelligent, but those whose character shines and is tested in the midst of challenges.
***The views expressed herein are her own and do not necessarily reflect the opinion of her office as well as FINEX. For comments, email wimiranda@inventormiranda.com. Photo is from Pinterest.