Emotional Stewards - A Moment of Reflection

Weekends are often a great time for some clear thought and this weekend was no different.?I had the chance to enjoy some conversation with a connected colleague from LinkedIn.?She recently left her job and was/is looking for that next great opportunity. What struck me is that she said she left her job, which is often another way of saying she had been let go, downsized, etc.? This however was not the case.?I found it a bit ironic knowing that she loved the work she was doing, the business she was employed by, and the value she was able to bring. It didn’t make sense.?So why did she quit? After months of working to resolve solvable issues, she found herself frustrated and angry with what she felt was a lack of reasonable support.?When raising it with her leadership, she admittedly was emotional, and in that moment, it became about her reaction instead of the problems she was working to solve. ?She was told that she “should manage her highs and lows better”.?So, she quietly walked back to her desk, and submitted her resignation after ten years, knowing her financial discipline, skills, and her track record would ensure she would be just fine. She quit without having her next gig!!!

It got me thinking.?Did it have to be this way??Did her leadership get it wrong??Was she actually too emotional??Have I created an environment that welcomes emotion?

Passion vs. Emotion in the Workplace: Why Ignoring the Human Element Stifles Innovation

In the quest for workplace efficiency and productivity, it’s essential to distinguish between passion and emotion, and understand their roles in driving organizational success. While emotion pertains to our personal feelings and reactions, passion is a deeper, more focused energy that fuels enthusiasm and commitment. The challenge arises when business leaders conflate the two, suppressing emotions in an attempt to create a “professional” environment, inadvertently quashing the very passion that drives innovation and engagement.

The Dangers of Suppressing Emotion

Suppressing emotion in the workplace might seem like a strategy for maintaining professionalism and reducing conflicts, but it often has unintended consequences. When leaders stifle emotional expression in all its forms, we run the risk of draining the passion from the organization. Emotion is not just about feelings; it’s a vital part of human interaction and motivation. Colleagues who are encouraged to stifle their emotions may become disengaged, as they are unable to fully express their concerns, ideas, or enthusiasm. This detachment can lead to a lack of passion—a crucial element for innovation and excellence.

Passion is what motivates employees to go beyond the call of duty, to invest extra effort, and to embrace challenges with excitement. When employees are allowed to be emotionally engaged, they bring a sense of ownership and drive to their work. Conversely, when emotions are suppressed, employees often perform their tasks mechanically, resulting in a work environment that prioritizes routine over creativity. This can lead to stagnation and a lack of dynamism, as employees feel less connected to the organization's goals and less motivated to contribute their best.

The Hypocrisy of Demanding Innovation Without Emotion

There's a fundamental hypocrisy in expecting innovation while enforcing robotic-type behavior. Innovation thrives on a foundation of emotional engagement and creative freedom. It involves taking risks, exploring new ideas, and sometimes failing before finding success. This process is inherently emotional, requiring a safe space for teams to express their ideas, experiment, and sometimes even face setbacks.

Expecting employees to be innovative while stifling their emotional expression is contradictory. Innovation cannot be achieved through routine, uninspired actions alone. It requires an environment where emotions are acknowledged and harnessed—where employees feel that their creative input is valued and where they are not afraid to challenge the status quo. Enforcing a mechanical approach to work while demanding groundbreaking ideas is a recipe for frustration and disengagement.

There is quite a bit of research that supports this. For your reading pleasure, check out: Baas, M., De Dreu, C. K., & Nijstad, B. A. (2008). "A meta-analysis of the relationship between negative affect and creativity." Journal of Applied Psychology, 93(3), 613-628.

Consider the Organizational Family Dynamic

Organizations often function much like families, complete with roles, relationships, and emotional dynamics. In this metaphorical family, leaders may act as parental figures, providing direction and support. Colleagues can be like siblings, collaborating and sometimes clashing as they work together. The “crazy aunt” might represent the unconventional thinker who shakes things up and challenges traditional methods during the potluck luncheon.

Just as in a family though, organizations experience ups and downs, conflicts, and resolutions. A healthy family dynamic requires effort and investment from all members. Similarly, a thriving organization demands that everyone contributes to and supports its emotional and professional environment. Just as families work through disagreements and celebrate successes together, organizations must navigate their own challenges and triumphs with mutual support and understanding.

Encouraging Passion and Embracing Emotion

Passion is a critical driver of innovation and organizational success. Leaders should recognize that suppressing emotions in the name of professionalism can inadvertently stifle the passion that fuels creativity and engagement. By fostering an environment where employees feel free to express their emotions, organizations can harness the full potential of their workforce.

As you navigate your own career, remember that your emotions are a powerful asset, not a liability. Embrace your passion and let it guide your contributions. Don’t let anyone diminish your enthusiasm or force you into a robotic mold. Be bold, be passionate, and let your emotions drive you to achieve great things. In doing so, you'll not only enhance your own career but also contribute to a vibrant, dynamic organization where innovation and success can truly flourish.

When her next employer calls for a reference, I plan to tell them that her sound emotional insights often fostered remarkable passion and innovation that made us all better.

Your thoughts?