Right now, many teams are overwhelmed. People are stretched thin – mentally, emotionally and physically. Leaders are managing more than just tasks and deadlines. They are managing people who are carrying a great deal of stress and anxiety. Between the fear of layoffs, the news cycle, and economic uncertainty.
Even if team members aren’t saying it out loud, emotions are in the room. Leaders are navigating shorter tempers, low energy or silence in meetings. Teams are distracted, exhausted and frustrated. You may feel it yourself. Emotions don’t stay at home. They show up in every aspect of our lives, including work. The most powerful thing a leader can do is acknowledge what their teams are navigating.
What Happens When Leaders Avoid Emotions
Avoiding emotions at work does not mean they aren’t there. Ignoring them do not make them go away. It may even exacerbate the challenges. When leaders look the other way, we often see morale drop, as well as an increase in burnout and miscommunication. When team members feel unseen and unsupported at work, small problems start to feel larger. Teams lose trust – not just in each other – but in their leadership.
You may notice this when a team member who is typically upbeat becomes quiet and withdraw. They start missing deadlines. A strong leader checks in on their team members. A classic leadership mistake would be ignoring the drastic change in your team member’s behavior while continuing to push for them to be productive. This typically results in the team member pulling back even more, productivity dips even further and so does trust.
What Emotionally-Aware Leadership Looks Like
Emotions don’t need to take over the workplace but ignoring them makes things worse. Leaders don’t need to be therapists. They do need to be present. Emotionally aware leaders don’t try to fix everything. They focus on showing up – calm, clear and present. That looks like listening, asking, and guiding. That looks like trusting your team to process and problem solve too.
When leaders stay calm and curious instead of being reactive team members feel heard, seen and appreciated. When leaders notice emotional cues like a shift in tone, a missed meeting or a short reply it’s an opportunity to check in with care. Creating a space that is safe without losing structure is what is needed during any time stress levels are so high.
Leaders can maintain expectations and accountability while making room for real conversations. Because emotionally aware leadership isn’t soft – it’s strategic and in uncertain times it builds trust.
5 Practical Skills to Lead with Emotional Awareness
What makes an emotional leader? You don’t need a psychology degree. You need presence, intention and a few key skills. The first is being cognizant of your own stress levels. If you are overwhelmed, it will show. When you are feeling overwhelmed ask yourself “what do I need to lead well today?” Try centering yourself before connecting with your team with four square breathing so you can regulate your own energy and reactions.
My second suggestion is to always ask, instead of assuming. You could ask “How are you doing – really?” or “Anything I should know about what’s going on for you?” Open ended questions that invite your team to connect and share can signal to your team that you can be trusted as they navigate balancing their work responsibilities and their own stresses.
Next you can name what you see without judgment. Articulating what you notice while staying neutral and kind can make you team members feel seen. Checking in with your team noting significant shifts in behavior can look like saying “You’ve seemed quieter in meeting this week – want to talk about it?” or “I noticed a shift and just wanted to check in.”
Setting emotional boundaries is critical for you as a leader in stressful climates. You can show that you care while holding boundaries that allow you to continue to serve your team at your best. When leaders blur boundaries with team members it can create confusion, competition and conflict.
Finally, I recommend that leaders model regulation. Leaders set the tone and are highly visible. Your ability to stay grounded is one of your assets. If this is a challenge for you seeking support yourself can be one of the most powerful things you can do as a leader. A steady leader is more likely to have a calm team. Taking breaks, deep breathing and speaking calmly has a powerful impact on your team. The more regulated you are, the most trust you create.
When to Bring in Support
One of the most important things any organization can do is recognize this effort isn’t up to just one person. Organizational attitudes towards these issues are just as important as the perspective of the leaders within that organization. You may need to bring in support. Being a strong leader means knowing when to call in help to ensure your team stays operating at its top efficiency.
So how does a leader or organization determine when to bring in professional help? If a team member is struggling beyond the scope of your role, it is important to seek help. When you are unsure how to respond to a sensitive personal issue that has been shared with you as a leader it’s time to get support. At times where conflict is growing and communication is breaking down, having a third party intervene can reset the course of your organization. When emotions are impacting performance on a long-term basis you want to bring in help as soon as this is noted.
Help starts within your organization. Remember that HR is a partner, not a threat. Employee assistance programs are there to support you and your team. If needed, coaching can help move people forward with structure and therapy can support deeper emotional needs. The key is to normalize using these resources. You can use phrases like “There is no shame in needing support” or “Let’s talk through what might help you right now.”
Your Reflective Prompt
Leading through uncertainty is hard. You’re managing results, emotions and people – all at once. Remembering that you don’t need to be perfect – you just need to be present can keep you from feeling burned out. As you look towards your future as a leader take a moment to reflect. How do you usually respond when emotions show up at work? Do you lean in – or pull away? What is one small shift you can try this week?
Maybe it’s asking one more question. Maybe it is pausing before reacting. Maybe it is simply naming something that you notice. It’s even possible you had a specific challenge in your mind as you read this blog. Start there. Because emotional leadership isn’t extra. It is essential – especially now. If you, your team members or your organization need support you can reach out here. You don’t have to navigate this alone.
