In a world reshaped by technology, aviation manufacturer Aequs is harnessing emotional intelligence to strengthen employee engagement.
As the manufacturing sector navigates rapid technological change and evolving workforce expectations, Aequs—an aviation and aerospace component manufacturer—is betting on one core differentiator: emotional intelligence (EQ). Under the leadership of Senior VP & CHRO Kapil Mahajan, the company is embedding EQ, digital learning, and value-driven leadership into its DNA to empower managers, boost engagement, and fuel business growth.
Recognising EQ as the critical skill gap
Recent studies reveal a consistent challenge for managers: interpreting emotional cues in increasingly virtual or hybrid work environments. This lack of emotional connection can lead to missed warning signs of burnout, disengagement, or conflict that impact team performance. For Mahajan, this is where EQ becomes non-negotiable. “Leaders with high EQ are better at identifying problems early, communicating with clarity and empathy, and building trust across remote and in-office teams,” he says in an exclusive interaction with People Matters. Recognising EQ as the most critical skill gap for managers, Aequs has integrated targeted training into its leadership development approach.
Closing the EQ Gap: Training, coaching, and feedback
To address these gaps, Aequs offers a blend of EQ-focused training modules, peer coaching circles, and 360-degree feedback. These initiatives are designed to build self-awareness, sharpen communication, and equip managers with the tools to foster trust and collaboration. The company’s leadership programs emphasise a shift from directive management to developmental leadership. Managers are encouraged to use coaching conversations to unlock team potential rather than simply issue instructions. This approach is supported by structured and evolving training tailored to the demands of precision manufacturing.
Building leadership capability across the board
Leadership development at Aequs is not limited to senior roles. The company runs several signature programs, including: • Young Leaders’ Program (YLP) – grooming early-career talent for leadership roles.
LEADherSHIP – focused on nurturing women leaders across functions.
SOAR – designed to prepare high-potential employees for future leadership challenges.
Aspiring managers gain hands-on experience in operational excellence, lean manufacturing, and quality systems, alongside technical skills like CNC programming, coordinate measuring machine (CMM) usage, and chemical treatment processes. “We are expanding our leadership pipeline and promoting cross-functional mentorship to prepare future leaders who are both technically competent and emotionally intelligent,” Mahajan explains.
Learning through experience and rotation
Beyond classroom learning, Aequs provides rotational opportunities across its aerospace, toy, and consumer durable clusters. This exposure builds multi-domain expertise, fostering agility and broader strategic thinking. Managers learn to navigate diverse operational challenges while applying EQ principles in varied contexts.
Digital transformation of learning
In keeping with its precision manufacturing transformation goals, Aequs is integrating AI, VR, and gamified learning into leadership development. AI algorithms now recommend personalised modules, conduct skill gap analysis, and connect employees with virtual coaching and hybrid leadership simulations. These tools are embedded into Aequs’s learning academy and flagship programs like the Young Leaders’ Program (YLP), making development scalable across the organisation. “Adaptive learning platforms allow us to respond quickly to evolving business needs such as agility, innovation, and cross-cultural collaboration,” Mahajan notes.
Engagement as a business driver
At Aequs, engagement is more than an HR metric—it’s a lever for business performance. Mahajan points out the direct link between engagement, innovation, and customer satisfaction. “Openness encourages creativity and experimentation. When people care about their work, they challenge the status quo and find better ways of doing things,” he says. High engagement also fosters stronger customer relationships. Engaged employees are more attentive, empathetic, and responsive, leading to higher satisfaction and loyalty.
Empowering frontline and mid-Level managers
Frontline and mid-level managers play a pivotal role in sustaining engagement. Aequs invests heavily in creating a value-driven culture anchored in transparency, trust, and respect—principles Mahajan calls the “core components of the Aequs DNA.” Managers are encouraged to maintain close connections with their teams, engage in collaborative decision-making, and take ownership of initiatives. This autonomy fosters accountability and strengthens commitment. Recognition also plays a central role. High-performing managers are acknowledged through formal rewards, reinforcing a culture of meritocracy. “These recognitions help managers feel valued and motivated to inspire their teams further.”
A culture of continuous learning
Growth opportunities are offered to both freshers and experienced managers through continuous learning. This includes leadership effectiveness workshops, customised modules, and access to executive coaching for high-potential leaders. Strategic leaders within the company work on talent architecture, ensuring a strong pipeline for succession planning. “We are deliberate about hiring individuals who align with our values, making it easier for managers to build cohesive and unified teams,” Mahajan adds.
Creating the right environment
Mahajan understands that leadership programs succeed only when the work environment supports them. “Managers are tasked with nurturing a collaborative culture built on shared goals and mutual respect.” By ensuring a unified environment, Aequs enables leaders to translate training into action effectively.
Top priorities for engagement in the next 12 months
Looking ahead, Mahajan outlines three core priorities to boost workforce engagement across all levels:
1. Holistic Well-Being Programs – addressing physical, mental, and emotional health.
2. Team Cohesion through Sports and Celebrations – creating informal opportunities for connection.
3. Digital Learning and Career Growth – expanding AI-driven learning platforms and tailored career paths.
The bigger picture
By blending EQ development, technical upskilling, digital transformation, and a values-driven culture, Aequs is building a leadership pipeline that can navigate both operational complexity and human dynamics. The company’s approach demonstrates that in today’s competitive landscape, emotional intelligence is not a “soft skill” but a strategic capability, one that drives engagement, fuels innovation, and delivers measurable business results.