In a world where strong relationships and genuine connections shape how employees show up to work, emotional intelligence (EQ) has become the true measure of effective leadership. According to a study by TalentSmart, 90% of top performers possess high emotional intelligence, and companies increasingly recognize that leaders who can navigate interpersonal relationships with empathy and awareness are crucial for long-term success.
Yet, despite its importance, assessing emotional intelligence during the interview process can feel like trying to catch lightning in a bottle. After all, candidates can easily rehearse the “right” answers or put on a polished facade for an hour or two, but it’s much harder to fake EQ once they’re on the job and dealing with real challenges.
This summer, while diving into Charles Duhigg’s book, Supercommunicators: Unlocking the Language of Connection, I stumbled upon a captivating story about how NASA used an unconventional approach to measure emotional intelligence in potential astronauts.
As they prepared for the monumental task of constructing the International Space Station (ISS), NASA discovered that traditional interview methods weren’t enough to identify the emotionally intelligent leaders they needed. Their solution? Observe how the candidates laughed.
(You can watch a deeper dive into the discovery in this video from the 18:20 – 25:15 mark.)
NASA’s Laughing Litmus Test for Emotional Intelligence
Back in the 1980s, as NASA embarked on the construction of the International Space Station, they faced a new challenge: how to choose astronauts who could live harmoniously in space for 6-12 months. Up until then, most missions lasted only about 10 days, but building the ISS required a different kind of astronaut—one who could endure the psychological pressures of being confined in a metal tube, floating in the vacuum of space, with just a handful of other humans for months on end.
NASA quickly realized that they needed astronauts who excelled not only in technical skills but also in emotional intelligence. However, distinguishing genuinely emotionally intelligent candidates from those who could convincingly fake it during an interview proved to be a daunting task. This is where Dr. Terry McGuire, the lead psychiatrist for manned spaceflight at NASA, made a groundbreaking observation.
After reviewing countless interview recordings, Dr. McGuire noticed a peculiar pattern: the best astronauts, the ones who thrived in space, had a distinctive way of laughing. Unlike others, these individuals responded to awkward moments with a genuine laugh.
Intrigued, Dr. McGuire devised an experiment: during interviews, he intentionally created an awkward situation and laughed at himself, then observed how the candidate reacted. He discovered candidates who matched his laughter and responded with a similar level of warmth and self-awareness were those who displayed the emotional intelligence necessary for the mission. They proved they could listen, adapt, and connect with others—critical traits for someone who would spend half a year in the close quarters of a spacecraft.
This simple yet effective test revolutionized NASA’s approach to assessing EQ, helping them select astronauts who could maintain harmony and focus during long, challenging missions.
What We Can Learn When it Comes to Hiring Emotionally Intelligent Leaders
The story of NASA’s Laugh Litmus Test got me thinking about the hundreds of interviews I’ve conducted over the years. And you know what? Dr. McGuire was onto something. Emotional intelligence isn’t just about giving the right answer—it’s about how a person responds to the unpredictable, the uncomfortable, and the unscripted moments.
Here are a few lessons I believe organizations can take away when it comes to assessing emotional intelligence during the hiring process:
1. Look Beyond the Script: The Power of Unscripted Moments
In a typical interview, candidates often come prepared with rehearsed answers. But it’s in those unscripted, unexpected moments—like an offhand joke or a technical glitch—that true emotional intelligence shines through. Create scenarios that push candidates slightly out of their comfort zones. How do they respond? Do they roll with the punches, or do they freeze up? A leader with high EQ will navigate these moments with grace, humor, and adaptability.
2. Vulnerability is an Ice Breaker: Encourage Real Conversations
Emotionally intelligent leaders aren’t afraid to be vulnerable. During interviews, encourage candidates to share personal stories or reflect on past failures. Their willingness to be open and honest can be a strong indicator of their EQ. Vulnerability fosters connection, and leaders who can connect with their teams on a personal level are more likely to inspire trust and loyalty.
3. Laughter is the Best Medicine: Pay Attention to Humor
Just like NASA discovered, humor can be a powerful indicator of emotional intelligence. Laughter is a universal language that can break down barriers and build rapport. When candidates laugh—especially in awkward or tense situations—it shows they are comfortable with themselves and can bring that sense of ease to their teams. In an interview, take note of how candidates use humor. Do they come across as stiff because they’re nervous or because they want to look presentable? Do they laugh with you, or are they too focused on maintaining a professional facade? The former might just be the emotionally intelligent leader you’re looking for.
4. Be Creative in Your Assessment: Think Outside the Box
NASA’s Laugh Litmus Test was innovative because it approached the challenge of assessing EQ from a completely different angle. As hiring managers, we should be equally creative. Consider incorporating group interviews or informal settings like coffee meetings into your hiring process. These alternative formats can reveal aspects of a candidate’s personality and emotional intelligence that a traditional interview might miss.
The Leadership Laugh Test
Hiring leaders with high emotional intelligence isn’t just a nice-to-have—it’s a necessity in today’s complex, interconnected world. Hiring a leader who can connect with others in a relatable way is a huge factor in their motivation to show up and work every day.
NASA’s Laugh Litmus Test shows, sometimes the simplest, most unexpected methods can be the most effective. So, the next time you’re in an interview, remember: it’s not just about the answers—it’s about the laughter, the vulnerability, and the ability to navigate the unscripted moments. Because at the end of the day, emotional intelligence is what sets great leaders apart, and it’s worth every effort to find it.
And who knows? Maybe the key to your next great hire is just one laugh away.
By Kent Wilson