Great Leaders Are Inclusive To All Emotions Not Just Themselves

"I know that controlling my emotions is so important. I have no problem showing how I feel to others - I don`t mind them knowing that I`m human and that I`m vulnerable - but in some situations, it`s selfish to unsettle others by exposing the worst of yourself. So whatever I`m thinking inside, I work hard to make sure nobody can guess that I`m anything other than relaxed and ready." British Special Forces Soldier

Would you like to learn more about emotional diversity in the workplace, which is the topic of today's article, and apply it widely to developing inclusive leadership principles?

Soldiers in the Special Forces (SAS/SBS) are among the most emotionally diverse organizations on earth. In order to save lives, they must be.

How Can Business Leaders Replicate Special Forces Training?

First of all, you can't from a military perspective. What you can do is fix upon the different mindsets that a - go through the training and b - evaluate some of the new frameworks being used by the British Army and create your emotional diversity framework.

Definition of Emotional Diversity

Here are some academic and soft business concepts that are currently trending before I give a definition of what I am about to talk about -- essentially managing emotions in the workplace.

Managing emotions in the workplace and moving anything that sounds good around Emotional Diversity leads to centers around the domain of toxic leadership.

Toxic Leadership is defined according to your company culture, not mine - I will make the definition based on yours. The definition is up to you.

According to research, burnout can also alter the levels of Emotional Diversity in the workplace.

When management or human resources attempt to create an emotionally diverse workforce that is really only micro to British Special Forces - Positive levels of emotional resilience can contribute to organizational performance. ( Stephen Fahey ,2022) However, more profound research and analysis in the Business Context to explore or even try to achieve an emotionally diverse workforce in practice - can be found in the work of Susan David, Ph.D. in her renowned book Emotional Agility; " A growing body of research shows that emotional rigidity getting hooked by thoughts, feelings, and behaviors that don`t serve us - is associated with a range of psychologicalills, including depression and anxiety. Meanwhile, emotional agility - being flexible with your thoughts and feelings so that you can respond optimally to every situation - is key to well-being success." When addressing the issue of achieving an emotionally diverse workforce, it is certainly worthwhile to invest in the practice of Emotional Ability.

A simplistic way to conceptualize emotional diversity is to look at the brain's ability to have irrational thoughts. Although I am still learning about the psychology of the brain, it may seem as if irrational thinking is a dirty term. This is because it is used to describe opposing thoughts to rational thinking. However, irrational thinking is still an appropriate area to consider and investigate from a research perspective to identify clear frameworks for achieving an emotionally diverse workforce.

I'd like to move on to the main event now, the overbearing commodity that will almost certainly allow Emotional Diversity to flourish in your organization. ( Stephen Fahey 2022) Research has shown that inclusive leadership allows leaders to exercise and learn about embracing all emotions. In addition, improvements in staff mental well-being have been linked to inclusive leadership styles in the workplace.

Real Definition of Emotional Diversity

"When an inclusive leader engages in the process of applying lifelong learning to understand employee emotions in the workplace."

Stephen Fahey

I am speaking as a former soldier in the British Army reserve forces, a former teacher and a lived experienced trauma victim.

What is an inclusive Leader?

" An inclusive is one that practices authenticity through his or her self compassion drive and passion to create a workplace where employees feel they belong."

Stephen Fahey

Framework to enhance Inclusive Leadership in the workplace:

1) Align HRM policy and practice with wider emotional diversity principles and practices.

2) Talent Management Innovations - instead of managing talent in the first instance, offer empathy-based training. (Emotional Intelligence Leadership Practice)

3) Traditional thoughts around formal and formal learning.

Research the three points of the framework for context in terms of Business Strategy.

Some of the symptoms of non-inclusive leadership

1) Staff outbursts

2) Change in mood in the office environment

3) Higher reactive tempers by individuals

What is an example of a bad case non-inclusive leadership practice:

THE GREAT RESIGNATION

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