As a leader, how can one show appropriate emotional self-control or leverage emotions for organizational benefit?

For the first part of my post, I will compare two leaders I am familiar with, one who managed emotions well and one who did not manage emotions well. The leader who managed emotions well is a manager at my previous job, who was able to remain calm and composed in difficult situations. They were able to diffuse tense situations with customers and employees by remaining professional and not allowing their emotions to escalate the situation. They were able to lead by example, creating a positive work environment for the team. On the other hand, the leader who did not manage emotions well was the CEO of a company I worked for, who had a tendency to fly off the handle in meetings and berate employees for perceived mistakes. This led to a toxic work environment and high turnover among the staff. Their emotional outbursts also damaged relationships with clients and partners.

For the second part of my post, I will assess how a leader can most effectively manage emotions in the workplace. A leader can show appropriate emotional self-control by being aware of their own emotions, and taking steps to manage them in a professional manner. One way to do this is to practice mindfulness and meditation, which can help to increase emotional self-awareness and improve self-regulation. Additionally, a leader can leverage emotions for organizational benefit by creating a positive and supportive work environment, where employees feel safe to express their emotions and are encouraged to share their perspectives and ideas. This can lead to increased creativity, collaboration and productivity.

In terms of research-supported policy or guideline statement an organization might adopt concerning emotional expression in the workplace. The organization might adopt a policy of zero-tolerance for unprofessional behavior, including emotional outbursts and bullying. This would involve providing training for employees on how to manage emotions, recognize and report unprofessional behavior, and hold employees accountable for their actions. Another action item might be to establish a confidential system for employees to report unprofessional behavior and to respond promptly to the reported complaints with an investigation and appropriate action. Finally, the organization could establish an Employee Assistance Program to support employees dealing with personal and professional issues, which may cause emotional difficulties and help them to better manage their emotions.

A brief set of coaching points for how leaders should handle a situation where an employee or a customer is extremely emotional to an unprofessional point, could be:

• First, remain calm and composed, this will help to defuse the situation.
• Listen actively and empathize with the person’s feelings
• Identify the root cause of the person’s emotional outburst.
• Assure the person that their concerns are taken seriously, and that actions will be taken to address them
• If necessary, involve a human resources representative or other appropriate personnel in the conversation.

In conclusion, managing emotions is critical in any organizational setting, and it requires leaders to be self-aware, to be able to regulate and express their emotions in an appropriate way that would benefit the organization. It also requires leaders to create an emotionally safe work environment and to be responsive to emotionally charged situation and hold employees accountable for their actions.