In today’s workplace, emotional intelligence (EQ) is fast becoming a non-negotiable skill. The World Economic Forum’s 2025 Future of Jobs Report predicts that nearly 40% of job skills will shift by 2030, with emotional awareness, adaptability, and empathy topping the list. Few organizations understand this shift better than Boys & Girls Clubs of America (BGCA) — a nonprofit empowering over 4 million young people annually through 5,500 clubs nationwide.

At the heart of BGCA’s leadership philosophy is one simple truth: technical skill may get the job done, but emotional intelligence builds the culture. Felicia Robinson, the organization’s Chief Human Resources Officer, has made EQ development central to how the nonprofit hires, develops, and retains its people. “We’re committed to a people-first culture,” she explains. “It’s about ensuring every employee feels supported, can grow, and understands how their work advances our mission.”

Building Emotional Intelligence Through Values and Awareness

At Boys & Girls Clubs of America, emotional intelligence starts with caring — one of the organization’s five core values under its “I CARE” framework: Integrity, Collaboration, Accountability, Respect, and Excellence. These values aren’t slogans on a wall; they are practiced daily. CEO Jim Clark begins every leadership meeting with a reflection on one of the five values, followed by leaders sharing how they’ve seen that value in action.

To deepen self-awareness and social awareness, BGCA integrates the Herrmann Brain Dominance Instrument (HBDI) assessment into leadership development. The model identifies four primary thinking styles — analytical, structured, relational, and big-picture. Robinson notes that this helped her recognize her natural analytical bias and better understand colleagues with more creative or relational approaches. “It taught me to look beyond data and connect through perspective,” she shared.

Developing Leaders Through Emotional Intelligence Training

To make EQ growth actionable, BGCA launched a three-month learning journey called “Ability to Execute (A2E)” in partnership with McKinsey. The program links leadership principles directly to emotional intelligence skills:

• Look in the Mirror emphasizes self-awareness and reflection.

• Embrace the Chaos builds self-management by teaching emotional regulation under pressure.

• Create the Space enhances social awareness and team empathy.

• Help Others Shine reinforces relationship management through recognition and coaching.

Leaders engage in peer groups, digital learning, and real-world application. Even the senior leadership team participates as role models, proving that EQ isn’t just a course — it’s a collective commitment to how they lead.

Creating a Culture of Continuous Learning and Caring

Emotional intelligence at Boys & Girls Clubs of America doesn’t stop at formal training. The HR team recently launched monthly curated learning playlists — bite-sized, 15-minute sessions on topics like EQ, resilience, and change leadership. The result? Engagement rates have tripled compared to traditional e-learning benchmarks.

Robinson describes this as a shift from “compliance to commitment.” Employees are no longer just checking boxes; they’re investing in growth because they want to. And this cultural transformation reflects the mission behind the organization’s national campaign, “America Needs Club Kids” — a movement reframing youth development from charity to strategic investment in the country’s future.

As Robinson, a proud former Club Kid herself, puts it: “Soft skills aren’t soft anymore — they’re the hard skills of leadership.” Boys & Girls Clubs of America proves that emotional intelligence builds stronger teams, better leaders, and lasting impact — both inside the organization and across the communities it serves.