Something happens at this time of year. Work slows down in some places, heats up in others, and the usual rhythm of office life becomes patchier, less predictable. People are in and out. Energy is lower. The structure softens. And in that shift, things start to surface.

The people holding it all together? It’s not just senior leadership. It’s the line managers. The ones in the middle, catching the pressure from above and the emotion from below. They’re not just managing tasks and meetings. They’re listening to overwhelm. They’re fielding last-minute holiday cover. They’re sensing tension in hybrid teams where presence is inconsistent and communication frays. They’re quietly absorbing the emotional weight of a season that’s supposed to feel light.

And here’s the thing: most of them have had absolutely no training for this part of the job. That’s not a criticism. It’s a reality.

We spend so much time upskilling managers on systems, strategy, and processes. But when it comes to the real, human side of management, we still treat it as optional. A nice to have. Something you might pick up along the way if you’re “naturally good with people.” But emotional leadership isn’t a soft skill. It’s a core skill. 

Summer can expose what’s really happening under the surface of a company’s culture.

When structure loosens, who’s picking up on the friction between colleagues or noticing the early signs of burnout? That’s emotional labour. And most of it is landing on managers who were promoted for their technical skill, but are now expected to be coaches, counsellors, and culture carriers too.

It’s not a performance problem. It’s a systemic one.

We’ve put people in emotionally demanding roles without giving them the tools to do it well. That’s not fair, and it’s not sustainable. And it’s especially clear during the summer season.

It’s also why the businesses investing in EQ training now will be the ones leading the cultural shift. Not just because they’re developing “better managers,” but because they’re acknowledging the reality of work today, that leading people is emotional and that emotionally intelligent humans know how to build trust and adapt with empathy.

Summer gives us a rare moment to see all this clearly. It slows us down just enough to notice what’s working and what’s being held together by pressure, not design. And if your culture is wobbling now, it’s not because people are slacking. It’s likely because your managers are stretched too thin. So if you’re reflecting on your culture this season, start there.

Ask how your managers are really doing. Ask what support they’ve had, not just in getting things done, but in leading their teams. That’s where culture lives. And that’s where real change begins.

Ready to build emotionally intelligent leadership into your culture, not just your values slide?

Let’s talk.