The Importance of Emotions in Leadership: Enhancing Team Well-Being and Performance
Why This Matters
Emotions carry essential information about our experiences and can serve as valuable feedback. For leaders, it’s not about suppressing these emotions but learning how to respond to them constructively.
Emotions carry essential information about our experiences and can serve as valuable feedback. For leaders, it’s not about suppressing these emotions but learning how to respond to them constructively.
The Value of Emotions as Information, Not Labels
Emotions are neither inherently “good” nor “bad”; they are natural responses that carry information about our interactions and context. Emotions like joy, pride, or gratitude often signal alignment, connection, and success, while emotions like frustration or disappointment can indicate challenges that require attention. Labeling emotions as "good" or "bad" can lead to suppression, which often restricts a leader’s ability to respond effectively. By learning to view emotions as information, leaders can better understand their team’s needs and foster a culture of open, constructive communication.
Recent research by Gross and John (2023) highlights that leaders who habitually suppress emotions—especially "positively perceived" ones—experience higher stress levels, reduced creativity, and lower life satisfaction. Positive emotions expand our capacity to think broadly and approach challenges with openness and creativity, while negative emotions signal areas for growth or recalibration.
The Risks of Suppressing Positive Emotions
Suppressing positive emotions—such as pride in a team achievement or joy in a job well done—can have detrimental effects on both leaders and their teams. When leaders consistently suppress positive emotions, it limits moments for team connection and diminishes a sense of achievement. Positive emotions are contagious, and when shared, they reinforce team morale, cohesion, and motivation. Conversely, leaders who withhold positivity may signal to their team that emotions are unimportant or even inappropriate in the workplace, inadvertently lowering engagement.
The Contrast: Suppressing Negative Emotions
While regulating negative emotions is often necessary to maintain a respectful and productive environment, outright suppression of negative feelings can lead to accumulated stress and burnout. Research shows that acknowledging negative emotions and responding thoughtfully allows leaders to process stress more healthy manner and address issues constructively. Leaders who respond rather than react create a balanced environment where emotions are acknowledged, creating space for resilience and trust.
Implications for Leaders
Mindful Response Over Suppression: Viewing emotions as feedback rather than as distractions enables leaders to respond intentionally, promoting growth and connection. Suppressing emotions limits insights and disconnects leaders from their teams’ morale and needs.
Modeling Emotional Resilience: Leaders who respond to emotions with intentionality model resilience for their teams. By demonstrating that emotions can be acknowledged and used constructively, leaders foster a psychologically safe environment that encourages openness, collaboration, and innovation.
Enhanced Team Cohesion and Engagement: Leaders who share appropriate emotions, such as pride or optimism, strengthen team relationships and build an emotionally healthy work environment. Recognizing that all emotions have value, leaders can connect with their teams on a deeper level, fostering trust and engagement.
Practical Applications for Leaders
Consider Emotions as Feedback: Consider each emotion, positive or negative, as a source of feedback. Reflect on what emotions might be signaling about team dynamics, stress levels, or achievements. For instance, sharing pride in a team’s success reinforces motivation and team morale.
Pause and Reflect: When emotions arise, pause to assess what they signify before reacting. This practice allows leaders to respond in ways aligned with their values, improving decision-making and setting a positive example for the team.
Use Emotion as a Communication Tool: Acknowledge and share emotions appropriately. Expressing empathy, gratitude, or optimism can transform team interactions, boosting morale and reinforcing the team’s commitment to shared goals.
When leaders recognize that emotions are not inherently “good” or “bad” but rather opportunities for feedback, they create an environment of trust and openness. By fostering a culture that encourages emotional expression and balanced responses, leaders support both their own and their team’s well-being, creating the foundation for sustainable, high-performing teams.
References
Gross, J. J., & John, O. P. (2023). Emotion regulation in leadership: The role of positive emotion suppression. Journal of Applied Psychology, 108(4), 787-800.
Edmondson, A. C., & Lei, Z. (2022). Psychological safety and emotional expression in team environments. Harvard Business Review, 99(3), 34-47.
Emmons, R. A., & McCullough, M. E. (2023). The power of gratitude in team dynamics. Emotion, 23(2), 112-123.