The Influence of Unprocessed Emotions on Leadership Behaviours

Introduction

Navigating the complexities of workplace dynamics requires an understanding of the subtle interplay between emotions and behaviours. Human actions at work are not just responses to external triggers; they often reveal deep-seated emotions such as hurt, pain, and fear.

In this article, we'll explore how leadership behaviours in the workplace serve as projections of these underlying emotions, offering real-world examples that shed light on the intricacies of unprocessed emotional responses. Moreover, we'll provide insights into techniques for self-regulation and understanding colleagues' behaviours through a lens of empathy.

Unmasking the Projection Mechanism

At the heart of workplace behaviour lies the psychological mechanism of projection – a defence mechanism where individuals unwittingly attribute their own unconscious emotions, desires, or traits onto others. This mechanism often operates beneath the surface, unveiling more about our internal struggles than we might realise.

Projection in Workplace Leadership:

Consider a scenario where a team leader consistently overcompensates for perceived shortcomings by setting exceptionally high standards for themselves and their team. This drive for perfection might seem like an efficient leadership style, but it is, in fact, a projection of their deep-seated insecurities.

Here's an example:

Emma, a dedicated team leader, sets impossibly high standards for her team and meticulously micromanages tasks to ensure flawless execution. While this might be perceived as a commitment to excellence, it is, in reality, a projection of Emma's fear of inadequacy. Growing up in a competitive environment where success was measured by external achievements, Emma's overcompensation at work reflects her ongoing struggle to prove herself. Colleagues begin to understand that Emma's micromanaging tendencies are not a reflection of their abilities but a projection of her own unprocessed emotions and the relentless pursuit of validation.

Understanding and Self-Regulation

To break the cycle of projecting unprocessed emotions onto colleagues, leaders must develop self-awareness and practice self-regulation. Here are practical suggestions tailored for workplace scenarios:

1. Mindfulness and Reflection: Engage in regular mindfulness practices, such as meditation or journaling, to enhance self-awareness and identify patterns of projection by reflecting on emotions and their roots.
2. Emotional Intelligence Development: Cultivate emotional intelligence by recognising and understanding your own emotions. This enables thoughtful responses rather than impulsive reactions to triggers, reducing the likelihood of projecting onto colleagues.
3. Communication Skills: Effective communication is crucial for self-regulation. Express emotions openly and constructively to address personal needs without projecting onto colleagues.

Our Rise and Thrive program, developed by neurophysiologist and therapist, Dr Ashleigh Moreland, specialises in exactly this.

Interpreting Colleagues' Behaviours with Empathy

Armed with the ability to self-regulate, interpreting colleagues' behaviours through a compassionate lens becomes more accessible. Instead of perceiving actions as personal attacks, consider the following:

1. Empathetic Listening: Actively listen to colleagues without judgement. Sometimes, surface-level expressions of frustration may mask more profound underlying emotions.
2. Seeking Understanding: Ask open-ended questions to delve deeper into the emotions behind a colleague's behaviour. Understanding their perspective can provide valuable insights into their struggles and fears.
3. Avoiding Assumptions: Resist making assumptions about colleagues' intentions. Recognise that their behaviours may be projections of their own unresolved emotions rather than deliberate attempts to harm or criticise.

Conclusion

Workplace dynamics are a complex interplay of emotions, often communicating more than words alone. By acknowledging that leadership behaviours can be projections of unprocessed emotions, leaders open the door to deeper self-understanding and more meaningful connections with their teams. Through self-regulation and empathetic interpretation of behaviours, leaders can foster a healthier workplace culture, more effective leadership, and a more harmonious professional existence.

For those interested in delving deeper into this topic, episode 49 of the Re-MIND Podcast provides valuable insights and real-world examples. Listen here for a more in-depth exploration of the unseen connection between leadership behaviours and unprocessed emotions.

If you recognise yourself in any of the examples given and need support to overcome it, consider our Rise and Thrive program. This program not only helps you process old emotions but also equips and empowers you to navigate the interplay of emotional expression in others, improving relationships with your team, colleagues, and beyond.