Emotional Agility is a psychological skill defined as the ability to be flexible with one's thoughts and feelings in a way that enables one to respond optimally to everyday situations. As defined by psychologist Dr. Susan David, it involves "approaching one's inner experiences mindfully, productively, and values-aligned." This capability allows individuals to navigate life's twists and turns with self-acceptance, clarity, and an open mind.

In today's rapidly changing workplace, emotional agility has become essential for professional success across all roles and industries. When employees possess emotional agility, they can effectively manage stress, adapt to change, maintain productive relationships, and make sound decisions even under challenging circumstances. This competency manifests in several important dimensions: self-awareness (recognizing one's emotional patterns), adaptability (responding flexibly to situations), emotional regulation (managing difficult feelings), values-alignment (acting according to one's core principles despite emotional challenges), and resilience (recovering from setbacks).

When evaluating candidates for emotional agility, interviewers should listen for specific examples that demonstrate how candidates have navigated challenging emotional situations. The most revealing responses often come when candidates share not just success stories, but also how they've learned and grown from difficult experiences. Structured behavioral interviewing with thoughtful follow-up questions is particularly effective for assessing this competency, as it allows you to explore both the candidate's awareness of their emotions and their ability to act effectively despite emotional difficulties.

Interview Questions

Tell me about a time when you received feedback that was difficult to hear. How did you respond?

Areas to Cover:

• Initial emotional reaction to the feedback
• How they processed their feelings about the feedback
• Actions taken after receiving the feedback
• What they learned from the experience
• How they applied this learning in subsequent situations
• If and how their perspective on the feedback changed over time

Follow-Up Questions:

• What was your first internal reaction when you received this feedback?
• How did you manage your emotional response in the moment?
• What steps did you take to evaluate whether the feedback was valid?
• How did this experience influence how you approach receiving feedback now?

Describe a situation where you had to adapt quickly to an unexpected change at work that initially frustrated or upset you.

Areas to Cover:

• Nature of the change and why it was emotionally challenging
• Their initial emotional response
• How they shifted their mindset
• Specific actions taken to adapt
• Impact of their adaptation on themselves and others
• Lessons learned about handling change

Follow-Up Questions:

• What emotions came up for you when this change occurred?
• How did you move from your initial reaction to a more constructive approach?
• What strategies did you use to help yourself adapt?
• How would you apply what you learned to future unexpected changes?

Share an experience when you had to make an important decision while under significant emotional stress.

Areas to Cover:

• Context of the situation and source of emotional stress
• How they recognized the impact of emotions on their decision-making
• Steps taken to manage emotions during the decision process
• How they balanced emotional and rational considerations
• The outcome of the decision
• Reflections on how they would handle similar situations in the future

Follow-Up Questions:

• How did you recognize that your emotions were influencing your thinking?
• What specific techniques did you use to create space between your emotions and your decision?
• Looking back, how well did you manage the emotional component of this decision?
• How has this experience shaped how you approach decisions during stressful times?

Tell me about a time when you had to work closely with someone whose personality or work style was very different from yours.

Areas to Cover:

• Nature of the differences and initial emotional reactions
• Efforts to understand the other person's perspective
• Adjustments made to accommodate differences
• Communication approaches used
• Results of their adaptation efforts
• Insights gained about working with diverse styles

Follow-Up Questions:

• What aspects of this person's style triggered emotional reactions for you?
• How did you prevent these emotions from negatively affecting your working relationship?
• What did you do to find value in their different approach?
• What did you learn about yourself through this experience?

Describe a situation where you had strong feelings about a work decision but had to support a different direction chosen by your team or manager.

Areas to Cover:

• The decision context and why they felt strongly about it
• How they processed disappointment or disagreement
• Their approach to supporting the alternative decision
• How they communicated with others
• Impact on team dynamics and results
• What they learned about managing emotions during disagreements

Follow-Up Questions:

• How did you handle your initial reaction when you realized your preferred option wasn't chosen?
• What helped you shift from disagreement to support?
• How did you ensure your emotions didn't undermine the implementation of the decision?
• What would you do differently in a similar situation in the future?

Share an example of when you recognized that your emotional reaction to a situation was disproportionate or unhelpful. What did you do?

Areas to Cover:

• The situation that triggered the emotional reaction
• How they recognized their reaction was disproportionate
• Steps taken to understand their emotional response
• Techniques used to regulate their emotions
• How they responded differently after this awareness
• Lessons learned about emotional self-awareness

Follow-Up Questions:

• What clues helped you realize your emotional reaction was out of proportion?
• What did you discover about the underlying causes of your reaction?
• What specific strategies did you use to shift your emotional state?
• How has this self-awareness helped you in other situations?

Tell me about a time when you had to persist through a series of failures or setbacks to achieve an important goal.

Areas to Cover:

• Nature of the goal and the setbacks encountered
• Emotional impact of the failures
• How they managed discouragement or self-doubt
• Strategies used to maintain motivation
• How they adapted their approach based on setbacks
• What they learned about emotional resilience

Follow-Up Questions:

• How did you handle the disappointment after each setback?
• What kept you motivated to continue despite the challenges?
• How did your approach to the goal change as a result of these setbacks?
• What did you learn about yourself through this experience?

Describe a situation where you had to deliver difficult news or feedback to someone. How did you handle it?

Areas to Cover:

• Context of the situation requiring difficult communication
• How they prepared emotionally for the conversation
• Their approach to delivering the news or feedback
• How they responded to the recipient's emotional reaction
• The outcome of the conversation
• What they learned about managing emotions during difficult conversations

Follow-Up Questions:

• How did you manage your own emotions preparing for and during this conversation?
• What specific communication techniques did you use?
• How did you respond when the recipient had an emotional reaction?
• What would you do differently in a similar situation?

Share an experience when you faced a significant professional or personal challenge that tested your values or beliefs.

Areas to Cover:

• Nature of the challenge and values at stake
• Emotional conflicts experienced
• How they clarified what was most important to them
• Actions taken to align with their values despite emotional difficulty
• Outcome of staying true to their values
• How this experience shaped their approach to future challenges

Follow-Up Questions:

• What made this situation particularly challenging emotionally?
• How did you gain clarity about what was most important to you?
• What helped you act in alignment with your values despite the difficulty?
• How has this experience influenced how you approach value conflicts now?

Tell me about a time when you had to remain calm and collected during a crisis or emergency situation.

Areas to Cover:

• Nature of the crisis or emergency
• Initial emotional reaction
• Strategies used to maintain composure
• Actions taken to address the situation
• Impact of their emotional management on others
• Lessons learned about emotional regulation under pressure

Follow-Up Questions:

• What emotions did you experience internally during this crisis?
• What specific techniques did you use to stay calm?
• How did your emotional state affect others in the situation?
• What did you learn about yourself that you've applied to other high-pressure situations?

Describe a situation where you recognized that your perspective on a problem was limited, and you needed to consider other viewpoints.

Areas to Cover:

• The initial problem and their perspective
• What indicated their view might be limited
• How they opened themselves to other perspectives
• Emotional challenges in shifting their viewpoint
• How their understanding changed
• Impact of this broader perspective on the outcome

Follow-Up Questions:

• What made you realize your initial perspective might be incomplete?
• What emotions came up as you considered alternative viewpoints?
• How did you manage any defensiveness or attachment to your original view?
• How has this experience changed how you approach problems now?

Share an example of when you needed to establish boundaries with a colleague, client, or manager in a professional way.

Areas to Cover:

• Context that necessitated boundary-setting
• Emotional challenges in establishing boundaries
• How they determined appropriate boundaries
• Approach to communicating boundaries respectfully
• Response received and how they handled it
• Impact of setting boundaries on the relationship and their well-being

Follow-Up Questions:

• What made you realize you needed to set boundaries in this situation?
• What emotions did you experience when preparing to have this conversation?
• How did you find the right balance between assertiveness and respect?
• What did you learn about yourself through this process?

Tell me about a time when you had to motivate yourself to complete an important task that you found boring or unpleasant.

Areas to Cover:

• Nature of the task and why it was unpleasant
• Initial emotional resistance
• Strategies used to manage negative feelings
• How they found meaning or purpose in the task
• Approach to maintaining focus despite lack of enthusiasm
• Lessons learned about emotional management and self-motivation

Follow-Up Questions:

• How did you initially feel about having to do this task?
• What techniques did you use to shift your mindset about the task?
• How did you maintain your motivation throughout the process?
• What have you applied from this experience to other challenging tasks?

Describe a situation where you experienced rejection or failure that initially felt quite painful.

Areas to Cover:

• Context of the rejection or failure
• Initial emotional impact
• How they processed these difficult feelings
• Steps taken to recover and move forward
• What they learned about themselves from the experience
• How this experience influenced their approach to future risks or challenges

Follow-Up Questions:

• How did you cope with the immediate emotional aftermath of this rejection/failure?
• What helped you gain perspective on the situation?
• How did you regain your confidence afterward?
• In what ways has this experience changed how you view rejection or failure now?

Share an example of when you successfully helped a team member or colleague work through their emotional reaction to a challenging situation.

Areas to Cover:

• Nature of the situation and the person's emotional reaction
• How they recognized what the person was experiencing
• Approach to supporting them while respecting boundaries
• Specific techniques or conversations used
• Outcome of their support efforts
• What they learned about helping others with emotional challenges

Follow-Up Questions:

• How did you recognize what this person was feeling?
• What approach did you take to create psychological safety in the conversation?
• How did you balance supporting them emotionally while still focusing on necessary actions?
• What did you learn about helping others navigate emotional challenges?

Frequently Asked Questions

How can I tell if a candidate truly has emotional agility versus just saying what they think I want to hear?

Look for specificity and authenticity in their responses. Candidates with genuine emotional agility will provide detailed examples with nuanced emotional awareness, including admitting to struggles and imperfections. They'll describe both internal processes (thoughts, feelings) and external actions. Ask unexpected follow-up questions to go beyond prepared answers, and note whether they can articulate their learning and growth through challenges.

Is emotional agility something that can be developed, or should I only hire candidates who already demonstrate it?

Emotional agility can definitely be developed with self-awareness, practice, and sometimes coaching. Look for candidates who show a growth mindset and evidence of emotional learning over time, even if their emotional agility isn't fully developed. That said, for roles requiring substantial emotional intelligence (like leadership positions), you'll want to ensure candidates have already developed a solid foundation of these skills.

How many of these questions should I include in an interview?

Focus on quality over quantity. Two to three well-chosen emotional agility questions with thorough follow-up will yield better insights than rushing through many questions. Select questions most relevant to the specific role and organizational challenges the candidate will face. Remember that other competencies will need to be assessed as well in a well-rounded interview.

How can I assess emotional agility for candidates with limited professional experience?

For candidates early in their careers, modify questions to allow examples from academic, volunteer, personal, or internship experiences. For instance, ask about handling feedback from professors, adapting to unexpected changes in group projects, or navigating interpersonal conflicts in any setting. The emotional skills are transferable, even if the context differs.

Should I expect different levels of emotional agility for different roles in my organization?

Yes. While emotional agility is valuable across all roles, the sophistication and application will vary. Leadership roles typically require advanced emotional agility to navigate complex stakeholder dynamics and coach others. Customer-facing roles may emphasize emotional regulation during difficult interactions. Technical roles still benefit from emotional agility for collaboration and adaptation, but might emphasize different dimensions than managerial roles.

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