Great Leaders Aren't Afraid of Feelings

Great Leaders Aren’t Afraid of Feelings

Success often brings some lofty highs…but also soul-crushing lows. In a growing business, there is loads of pressure on you and your team, but there are also expectations about maintaining professionalism and saving face at all times. No one wants to appear weak or unable to handle the pressure, right? 

This “leave your emotions at the door” mentality lingers in high-stakes business culture, despite research demonstrating that this perspective is outdated and counterproductive. 

The Power of Acknowledging Emotions

Research shows that addressing emotions appropriately builds trust and deepens relationships, leading to a more cohesive and productive work environment. As high performers, we should thrive on our ability to connect, communicate, and lead with empathy. Ignoring emotions in the workplace can lead to many issues, including decreased morale and increased turnover. It's essential to understand that emotions are not a sign of weakness, but a critical component of human experience that can enhance our interactions and decision-making processes. When we can acknowledge and address emotions, it fosters a culture of trust and mutual respect.

The idea that it is inappropriate to address emotions at work is a myth that needs to be debunked. Emotions drive our behavior and influence our decisions, whether we acknowledge them or not. Suppressing emotions can lead to stress, burnout, and a toxic work environment. Recognizing and validating emotions creates a space where individuals feel seen, heard, and valued. 

A Leader's Guide to Navigating Emotions

Dealing with an employee's negative emotions is a complicated but critical leadership skill. Research conducted in a wide variety of global organizations shows that influential leaders can respond to others' emotions in ways that focus on their health and on corporate culture. Good leaders do allow for and discuss emotions at work. Even if it seems tricky, this engagement is usually rewarding. 

Our employees need to feel valued and connected, have a sense of purpose, and perform well in their jobs. To do this, we need to address the whole person, including their emotional health. As entrepreneurs, we sometimes avoid negative emotions in the workplace, maybe thinking we don’t have the right to intervene in personal matters, and also worrying about saying the wrong thing. We are “fixers” but we don’t know how to fix how people feel.

One common mistake is jumping into “solution mode” too quickly. When someone expresses an emotion, our instinct is often to solve the problem immediately. However, this can be counterproductive. People usually need to feel understood before they are ready to consider solutions. If you automatically jump into solution mode, breathe and listen to understand and acknowledge their point of view.

Here are some ways executives can focus on empathetic listening and avoid the “fix it” mentality:

Validate Their Feelings: Start by acknowledging the person's emotions without judgment. This can be as simple as saying, “I can see that you're feeling frustrated about this situation,” or “I can understand why you might be worried about the deadline.” 

Listen to Understand: Give the person your full attention. Nod, maintain eye contact, and refrain from interrupting. Use phrases like, “Tell me more about what's going on,” or “I'm here to listen.”

Encourage Expression and Engage: Create an environment where people feel safe expressing their emotions. Encourage open communication by saying, "It's okay to feel upset about this; let's talk it through."

These steps convey a willingness to invest in the relationship without overstepping personal boundaries or trying to fix the situation immediately. There’s a basic human need to be heard and understood, and sometimes that’s all that’s required.

Practical Tips for Building a Beneficial Culture

You can create a safe space at work by fostering a work culture where emotions can be expressed openly, without fear of judgment or reprisal. This can be achieved through regular check-ins, team-building activities, and a clear, empathetic communication policy. As a leader, how you respond to your own emotions and show empathy for others sets the tone for the rest of the team.

You can offer workshops and training sessions on emotional intelligence, on active listening, and conflict management to equip your team with the skills they need to handle emotions constructively.  Encouraging your team to reflect their emotions and how they affect their professional life can help them work through feelings before reaching a boiling point. Journaling mindfulness exercises can be helpful tools in this process. Try to ensure that your team knows they have access to support, whether through an open-door policy, access to mental health resources, or regular one-on-one meetings.

Remember, it's not about fixing every problem immediately, but about creating a space where emotions can be acknowledged and addressed constructively. Employees (and leaders) who feel safe and valued at work, and who can manage their emotions better in all areas of their life, make amazing team members who can focus on reaching high levels of achievement.  

Can you create an environment where everyone feels safe, heard, and has tools to work through the inevitable hard things? If you can manage this, it will pave the way for a more engaged, motivated, and successful team, and you and your business will thrive!

If you need help figuring out where to start with your company culture, let’s chat!