Leading Through Disruption: The Rise of Relational Intelligence

The final months of the year have a way of slowing us down just enough to notice each other again. Even in the rush of travel schedules, deadlines, and personal obligations, people become a little more reflective — more mindful of how we show up for one another at work.

Leaders often feel this shift more acutely than anyone. The end of the year is not just a time of celebration; it is a time of responsibility. Budgets close, priorities tighten, and teams feel the weight of the finish line. In moments like these, something becomes undeniably clear — strong teams are built on more than strategy. They are built on Relational Intelligence.

Why “Connection” Is not Enough Anymore

For years, many organizations bet on “connection” as the glue that held teams together. Connection is good. But in a world defined by constant change and unpredictable disruption, connection alone is no longer sufficient.

Disruption—whether driven by technology, workforce shifts, customer expectations, or economic pressures—exposes something deeper:
how well people understand, interpret, and engage with one another when the stakes are high.

In my research on leadership and the elements that shape high-performing teams, I’ve found that the most reliable predictor of success during disruption isn’t a personality trait or even a communication style—it’s a team’s level of Relational Intelligence, a concept at the center of my Connection Quotient® framework.

So, what is Relational Intelligence?

Relational Intelligence is the discipline of understanding how people work together, especially under pressure. It is not soft. It is not sentimental. And it is not optional.

At its core, Relational Intelligence is about:

• Recognizing emotional patterns in yourself and others

• Understanding team dynamics beneath the surface

• Navigating tension without avoiding it

• Communicating with clarity, not convenience

• Building trust that can withstand disruption.

When teams practice Relational Intelligence, they move with a steadiness that is not shaken by rapid change. They adapt faster. They solve problems faster. They communicate more honestly. And they carry less interpersonal “baggage” into moments when clarity and unity matter most.

The Right Kind of Uncomfortable®

Strengthening Relational Intelligence does not come from team-building games or inspirational posters. It comes from leaders consistently choosing to engage in what I call The RIGHT Kind of Uncomfortable®.

This is the discomfort that leads to growth:

• Asking questions that cannot be answered with autopilot responses

• Sitting in silence long enough for someone to gather their real thoughts

• Naming the tension everyone feels but no one has mentioned

• Allowing perspectives that challenge your own, not merely validate them

The Right Kind of Uncomfortable® is what transforms polite teams into honest ones—and honest teams into high-performing ones.

The Holiday Season Advantage

Here is the good news: the end-of-year mindset creates a natural opening for leaders willing to lean into Relational Intelligence. People are more reflective and more aware of others. They are also more willing to slow down and have meaningful conversations. So, leaders who use this timeframe intentionally can strengthen their teams in ways that carry into next year.

Try these practical moves:

1. Shift from courtesy questions to diagnostic ones. Real questions invite real responses. Instead of “How’s everything going?” ask:

• “What helped you most this quarter?”

• “What slowed you down?”

• “What’s one thing you wish we understood about your workload?”

2. Let silence do some of the work. When someone finishes a sentence, pause. You will often get the truth in the second version of the answer.

3. Encourage one cross-team conversation. Small interactions build relational strength so ask team members to reach out to a colleague they do not interact with often and ask:

• “What’s one thing you’re proud of this year?”

• “What’s something you’re looking forward to next year?”

4. Make pressure visible. Teams function better when leaders name what everyone is carrying. A simple, “This season is heavy, and I see your effort,” creates psychological room for people to perform without feeling invisible.

Why This Matters for Travel and Meeting Leaders

In travel, hospitality, events, and member-based organizations, environments change hour by hour. Teams must be steady when plans shift, guests adjust their needs, or challenges appear unexpectedly.

Relational Intelligence gives these teams a competitive advantage.
It turns unpredictability from a stressor into an arena where they can perform at their best.

A Thought for the New Year

Before the year closes, ask your team one powerful question, “What would help us work together more intelligently next year?” You may uncover needs you did not see, strengths you were not using, or opportunities you were not capturing. Relational Intelligence does not just prepare teams for disruption; it positions them to thrive through it. And that is the work of leadership.