If I asked you to define the word “emotion,” how would you? Responses from people are interesting because they step back and go, “Hmmm, never thought about it before.” What most people tend to agree on or define are the “families” of emotions: happiness, sadness, anger, fear, love, etc. People focus on the feeling or mood they are in. Some people describe the bodily reaction to a feeling or mood. Some people talk about how their anger drives them (motivation) to make change. All of these descriptions are part of the definition of emotion. Researchers, it’s true, cannot fully agree on how to specifically define emotion, but their research is important just the same, especially for organizations.
I ran into this again this week, “I don’t have time for this shit.” It’s becoming comical to hear this from leaders because they truly don’t get how important the “shit” is to the success of an organization. For decades and longer, we’ve always thought the success of the organization solely involved the tasks, gettin’ it done, focus, work, productivity, and so on. I am repeating myself when I say, “No shit, Sherlock. I know how important it is to produce and make money.” What I am going to continue to repeat until I’m blue in the face is, “The people, the relationships, the humans at your organization? They are just as important if not more because they are the heart of your organization. Make time for the “shit” because organizational success rises from the heart.”
Emotion at work is still a really misunderstood and even feared topic of discussion among leaders. There’s still a deeply entrenched belief that we must leave emotions at the door when arriving to work. Nope, not unless you are robot. When I flew to LA to see Eric Clapton (one of my many blues idols!), I was on a giddy high at work when I returned, for probably a week or more. I’m pretty sure I was annoying, ha, but my teammates never let me know (they’re kind of cool that way). When I got stuck on the elevator and had a near panic attack this week, I was upset and shaken for the rest of the day. My emotions showed on my face and body (shaky hands, scared look, tears, etc.). I have several dear friends who are battling intense illnesses and still working, but do you think everyday is a jump for joy for them? Absolutely not. I know they work hard to keep smiling but some days, they just can’t. What about that person who was passed over for promotion or got the promotion? Of course, they are going to express emotion. Emotions are a part of who we are and expecting your people to turn them off when they come in is expecting them to be robots. It’s not possible.
What IS possible is that we can learn more about emotions. We can become more emotionally intelligent: self-aware and empathetic toward others. Emotions are contagious and can influence others behavior or performance. Haven’t you ever gone to work super stoked about the day and your boss was in a stinker mood? Sort of a buzz kill, huh? I went into work one day sad, no reason, just not in a good space. One of my colleagues was on a positive high and although annoying like a little brother, he made me laugh so much he busted me out of my funk. We work with humans, folks: diverse, unique, complicated, amazing beings. Emotions are at the heart of who we are and can play an incredibly positive role in our organizational success when we understand them and each other AND allow them a space in our professional places.
I’m not saying if you’re in a bad mood or not feeling well that you have carte blanche to be an ass to others. What I am saying is that with an understanding of emotions and creating a space where everyone can be themselves, emotions and all, we create an organization that is strong, trusted, compassionate and kind, and in turn we get loyal, engaged, trusted, and satisfied (even excited) team members.
Emotions are a giant elephant we don’t talk about at work. Stop ignoring this elephant. Tap into the strength’s emotions can bring to your organization. C’mon, let your inner hippie heart out more often. You’d be surprised at the fantastic results.
How does your organization “handle” emotions in the workplace? What would you like to see in an emotionally supportive organization? Do share!