A crucial and many times overlooked aspect of executive leadership is the basic practice sincerity, truth telling and of raw emotions.
The belief that emotions are a liability rather than an asset is still surprisingly common, despite extensive research in fields like emotional intelligence, organizational psychology, and leadership development showing the opposite.
Despite decades of research affirming their critical role in workplace performance and leadership effectiveness, emotions remain one of the most undervalued—and misunderstood—resources available to leaders.
Many leaders continue to view emotions as distractions from execution, believing that they cloud judgment or interfere with sound decision-making. There is a persistent myth that so-called “negative emotions” like anger, fear, or sadness damage relationships or morale, while the open expression of emotion is often seen as a sign of weakness or unprofessionalism.
This outdated mindset not only limits personal leadership effectiveness but also stifles team performance, engagement, and innovation. In reality, emotions drive behavior, influence decision-making, and shape the quality of relationships in the workplace. Leaders who are emotionally intelligent—who can recognize, understand, and manage their own emotions and those of others—are better equipped to inspire trust, navigate conflict, and lead with empathy, resilience and focus on the four N
Notice
Pay attention to emotional cues.
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Self: Watch for physical sensations (tight jaw, rapid heartbeat), behaviors (withdrawing, procrastinating), and energy shifts.
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Others: Observe body language, tone of voice, and changes from their normal behavior. These are signals worth investigating, even if subtle.
Name
Expand your emotional vocabulary to better understand and communicate feelings.
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Use specific words (e.g., “frustrated” instead of just “mad”) to gain clarity and reduce reactivity.
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Ask nuanced questions to help others articulate their emotions more precisely.
Needs
View emotions as useful data pointing to needs, values, and boundaries.
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Ask: What is this emotion trying to tell me?
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Be curious about others’ emotions too—this fosters trust and deeper understanding.
Normalize
Create an environment where expressing emotions is accepted and encouraged.
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Model appropriate emotional honesty (e.g., acknowledging stress during tough times).
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Use prompts to open up safe emotional conversations and show that all emotions are valid.
By noticing, naming, underst needs, and normalizing emotions, you build stronger relationships, trust, and resilience—essential emotional skills for effective leadership and collaboration.