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Most business owners, founders, and Boards put a huge amount of effort into their business plans, their growth targets, financial forecasts, new markets, and operational efficiencies.  
 
But how many give the same level of thought to their people? 
 
A business can only grow as fast as its people. Yet, only too often, talent acquisition and talent management, aka recruitment, retention, and development are reactive rather than strategic. A people plan, one that runs alongside your business plan isn’t a ‘nice to have’; it’s a necessity. 
 
What Is a People Plan? 
 
A people plan ensures you have the right labour, skills and talent in place, that they are engaged, developed, and aligned with your business goals. It answers key questions: 
 
What skills do we need to achieve our goals this year and in the next five years? 
Do we have the right leaders to drive the business forward? 
How do we keep hold of our best people? 
Are we building a culture that attracts and retains talent? 
 
A strong people plan means thinking ahead rather than reacting when things go wrong. Without one, businesses struggle with staff shortages, disengaged teams, and leadership gaps. All of which can cost time, money, and growth opportunities. 
 
The Role of Emotional Intelligence 
 
One of the biggest shifts in business leadership is the recognition that Emotional Intelligence (EQ) is just as important, if not more so, than technical skills or IQ. 
 
For leaders, high EQ means better decision-making, resilience, and stronger relationships. But in 2025 and beyond, it’s not just about emotionally intelligent leadership, t’s about creating an emotionally intelligent workforce. 
 
A workforce with high EQ can: 
 
Communicate effectively and handle conflict constructively. 
Adapt to change without resistance or disengagement. 
Work collaboratively, even in high-pressure environments. 
Deliver a better customer experience. 
 
Two Critical EQ Strengths for Business in 2025 and beyond 
 
Two EQ strengths stand out as critical for business leaders and teams in the world of work we are experiencing today and to prepare for the world coming at such a fast pace 
 
Self-Knowing 
Too many businesses fail to recognise that leadership starts from within. Self-knowing means understanding your emotions, triggers, and how you impact others. Leaders who develop this skill make better, more balanced decisions and avoid knee-jerk reactions that create instability. 
 
For your workforce, self-knowing creates accountability. When employees understand their strengths, weaknesses, and reactions, they can take ownership of their performance and growth. 
 
Empathy 
Empathy is more than being ‘nice’. It’s about genuinely understanding and valuing different perspectives.  
Leaders who actively listen, recognise individual motivations, and engage with their people build loyalty and trust. 
 
For the modern business, whatever your industry or sector, agility is key.  
An empathetic workforce strengthens collaboration and adaptability. It ensures employees support one another rather than working in silos, improving efficiency and problem-solving. 
 
Making It Happen 
 
So how do you integrate a people plan into your business strategy?  
 
Start by: 
 
Mapping your future skills and leadership needs against your business goals. 
Measuring and developing EQ across your leadership team and workforce. 
Embedding a culture of feedback, growth, and recognition. 
Investing in leadership development, coaching, and emotional intelligence training. 
 
Your people are the engine of your business. Investing in them strategically is not an optional extra—it’s the key to sustainable growth. 
 
What’s one step you can take today to align your people strategy with your business goals?  
 
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