The leading edge of leadership
begins here.

For organizations and businesses to succeed in a world of constant change, they need leaders who are resilient during times of high stress and capable of leading others through transition to create an environment where employees are cultivated and encouraged to thrive.

“Today’s leaders need to convey trust and build rapport through extraordinary communication skills. To skillfully navigate conflict and motivate themselves and others. To show up powerfully and authentically. To be leaders causing leaders.”


The Emotionally Intelligent Leader Intensive

Tracey Burns developed this highly versatile, one-of-a-kind intensive for high potential individuals, executives, leaders, and managers within any industry and sector, whether public or private. Over two days, using a unique and intentional combination of coaching, facilitation, and training, Tracey delivers real-time results that have been proven equally successful when delivered to groups, teams, or individuals.

Develop the necessary ingredients to allow you to recognize, connect with, and learn from your own and other people’s mental states. Tune up your self-awareness, develop your ability to control your emotions and delve into the mysteries of motivation in self and others (defined as “a passion for work that goes beyond money and status”).  Learn how empathy plays a key role in leadership, managing complex relationships and building networks.  Over two days we will hone, evoke, challenge, disrupt and have you playing well outside your comfort zone.

Past participants report:

  • A complete transformation of their leadership
  • Greater capacity to problem-solve and embrace tough challenges
  • Confidence in navigating conflict, tension and difficult conversations
  • An accelerated ability to manage change and transition
  • Increased empathy and a greater capacity for understanding others

The return on your investment:
Emotionally intelligent leaders are better equipped to lead others through change and transition. They are better able to build trust and rapport with their employees, key stakeholders, and competing organizations. Leaders who are skillful at relationship building will see significant results in employee satisfaction, thereby lowering employee turnover. With higher employee retention rates, organizations are able to solidify succession planning, making for a leaner, more agile and efficient organization.


Every program Tracey facilitates is customized to suit the specific needs of the organization and individuals. The following topics are a general list used to develop each tailored program.


Cultivating self-awareness

The art of self-regulation

Empathy in leadership

Understanding the impact of perspective and context

Triggers, emotions, and judgment, yours and theirs

Cultivating trust in self and others

The responsible leader versus the victim leader

Leader as coach


Motivation, self and others

Giving and receiving game-changing feedback

Leveraging relationships

Commitment and emotions management versus time management

Defining and expanding your leadership style

Embracing the new normal: change and transition

Leading in multi-generational environments

This program has been developed over years of study and experience in the world of transformation, the fascinating study of being and has been influenced by the work of many including but not limited to Daniel Golman, Werner Erhard, Tracy Goss, Brene Brown, Ekhart Tolle, Peter Hawkins and my early teachers, Christopher McAuliffe, Hans Philips and Rachel Fink Parks who introduced me to the ever confronting world of ontology.   

After 14 years of voracious reading and life experiences this program birthed itself in a 48 hour non stop writing spree that began early on a Sunday morning and culminated in an epic shift in my own leadership. Being the work as I created the work.

I like the easy to digest approach of Daniel Golman and John D. Mayer so introduce that here as a partial explanation of how this program unfolds and why it’s urgent to mankind that leaders everywhere embrace this work.

Peter Hawkins said it best… “Coaching, supervision, team coaching, mentoring, consultancy, leadership development and organisational development are all part of the bigger joint purpose, to co-evolve human consciousness, both individual and collective, to be fit for our one shared ecological niche.”

Psychology professor John D. Mayer defined emotional intelligence this way:


“From a scientific (rather than a popular) standpoint, emotional intelligence is the ability to accurately perceive your own and others’ emotions; to understand the signals that emotions send about relationships; and to manage your own and others’ emotions. It doesn’t necessarily include the qualities (like optimism, initiative, and self-confidence) that some popular definitions ascribe to it.”

Read the full article.

Rutgers psychologist Daniel Goleman established the importance of emotional intelligence to business leadership. In 1998, in what has become one of Harvard Business Review’s most enduring articles, “What Makes a Leader,” he stated unequivocally:

“The most effective leaders are all alike in one crucial way: they all have a high degree of what has come to be known as emotional intelligence. It’s not that IQ and technical skills are irrelevant. They do matter, but… they are the entry-level requirements for executive positions. My research, along with other recent studies, clearly shows that emotional intelligence is the sine qua non of leadership. Without it, a person can have the best training in the world, an incisive, analytical mind, and an endless supply of smart ideas, but he still won’t make a great leader.”

Read the full article.


Find out how Tracey can customize this program to
meet your specific needs.

“My biggest takeaway was my awareness of myself and my emotions at work, learning to take away the emotional feelings by recognizing them then getting back to what happened, what’s missing, what’s next.”


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