An EQ-based leadership system is no longer a “nice to have” in today’s workplace—it’s becoming a competitive advantage. Leaders are searching for ways to scale leadership development without losing the human element. At Procore, that question was answered with rare executive support and long-term vision. Instead of isolated training programs, the company built a system grounded in emotional intelligence. The result was a leadership model designed to shape culture, not just skills. This approach offers insight into what sustainable leadership development looks like now.
Ash Panjwani’s interest in emotional intelligence started long before her corporate role. As a teenager, she noticed her parents rarely talked about technical skills after work. Their stories focused on people, behaviors, and emotional dynamics. That early observation led her toward industrial-organizational psychology and leadership development. Over time, one pattern became clear to her. Business outcomes often rise or fall based on emotional skills, not technical ones. That belief became the foundation of Procore’s EQ-based leadership system.
When given the chance to build from scratch, Panjwani’s team asked a critical question. What behaviors should leaders consistently demonstrate, and how should those behaviors be measured? The answer became a clear set of leadership expectations rooted in emotional intelligence. These included psychological safety, clarity, feedback, and coaching. Instead of creating separate models for every level, Procore aligned everyone around the same core skills. The difference came from context, scale, and complexity, not capability.
By keeping foundational skills consistent, Procore created a shared leadership vocabulary. Leaders at every level were held to the same behavioral standards. This alignment reduced confusion and increased accountability across teams. It also reinforced what leadership looks like in practice, not theory. Expectations became easier to communicate, measure, and reinforce. Over time, this consistency strengthened trust and cultural coherence. The EQ-based leadership system became embedded rather than optional.
While the skills stayed consistent, delivery varied intentionally. Senior leaders benefited most from in-person summits and facilitated dialogue. These environments allowed them to work through real organizational friction together. Directors received ongoing coaching and trusted spaces to navigate complexity. Frontline managers learned best through cohorts that built peer connection. These peer networks supported learning while improving retention. Each level received what it needed without fragmenting the system.
Leadership onboarding was treated as a high-impact moment, not an afterthought. From day one, leaders were introduced to clear behavioral expectations. These expectations showed up repeatedly in performance reviews and engagement surveys. Manager effectiveness ratings reinforced the same standards. This visibility helped leaders track progress and identify growth areas. Accountability became continuous rather than episodic. Onboarding anchored the EQ-based leadership system early.
The rise of AI didn’t change the importance of emotional intelligence. Instead, it highlighted how rare strong judgment and self-awareness can be. Answers are now abundant, but discernment remains scarce. Leaders are increasingly defined by how they show up, not what they know. Tone, timing, and emotional regulation matter more than ever. AI accelerated the need for grounded, emotionally intelligent leadership. EQ became the differentiator.
Procore’s leadership development wasn’t built as a one-time initiative. It was designed as a system that could scale and sustain itself. After reaching most of its leaders, the focus shifted to reinforcement. Senior leader interviews, digital coaching, and AI-supported tools extended learning into daily work. This approach reduced dependence on constant live programming. By thinking in systems rather than sessions, the EQ-based leadership model was built to endure. It stands as a blueprint for future-ready leadership development.
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