Quick Reads
quick read — Emotional intelligence
Recognizing and Dealing with Emotional Hijacking and Gaslighting
In both personal and professional relationships, emotions play a significant role. Ideally, they help us connect, empathize, and communicate more effectively. However, emotions can also be manipulated or mismanaged, leading to two destructive experiences: emotional hijacking and gaslighting. While they are different concepts, both can have profound effects on your mental well-being, confidence, and ability to make sound decisions.
Let’s explore what emotional hijacking and gaslighting are, how to recognize them, and how to deal with each of these situations effectively.
What Is Emotional Hijacking?
Emotional hijacking happens when a person’s emotions take control of their behavior, bypassing logical thinking. It often occurs in high-stress situations, where emotions like anger, fear, or frustration trigger an impulsive reaction that can harm relationships, cloud judgment, and lead to regrettable decisions.
For example, if a manager receives negative feedback and reacts angrily in the moment, lashing out at their team, this is an example of emotional hijacking. Their emotions take over, sidelining their ability to process the situation calmly and objectively.
Signs of Emotional Hijacking
No. 1 — Overreaction
Responding to minor issues with intense anger or frustration.
- Impulsive Behavior. Making snap decisions without fully thinking them through.
- Tunnel Vision. Focusing solely on the emotional trigger and ignoring context or alternative perspectives.
- Regret. Often, after an emotional hijacking episode, people feel remorseful or embarrassed about their reaction.
How to Recognize and Deal with Emotional Hijacking
No. 1 — Recognize Your Triggers
The first step in managing emotional hijacking is recognizing what triggers intense emotional reactions. Triggers can vary from person to person; for some, it might be criticism, while for others, it’s a sense of injustice or feeling ignored. By identifying your triggers, you can anticipate when you’re more likely to experience an emotional hijack and prepare yourself to respond more thoughtfully.
No. 2 — Pause and Breathe
When you feel emotions rising, take a moment to pause. Deep breathing can help calm the nervous system and reduce stress. Try taking a few deep breaths in and out, focusing on calming yourself rather than reacting. This pause can create enough space for your logical mind to catch up and override the emotional response.
No. 3 — Practice Mindfulness
Mindfulness is a powerful tool for managing emotions. By staying aware of your feelings and thoughts in the present moment, you can learn to observe your emotions without immediately acting on them. This practice allows you to respond to situations with clarity rather than being swept away by impulsive reactions.
No. 4 — Reflect Before Responding
If you find yourself in a heated situation, take a few minutes to step away. Give yourself time to reflect on the situation, consider the best response, and ask yourself what outcome you hope to achieve. By engaging in reflection, you allow your rational mind to come into play, making it easier to respond in a way that aligns with your goals rather than your emotions.
What Is Gaslighting?
Gaslighting is a form of psychological manipulation where one person makes another person doubt their own perceptions, memories, or reality. Often subtle, gaslighting is used to gain control over someone by undermining their confidence in their own judgment. It can occur in personal relationships, workplaces, or even social situations.
For instance, if an employee brings up a concern and the manager responds with, “You’re being overly sensitive; that never happened,” they are potentially gaslighting the employee. By denying or dismissing the employee’s experience, they make the employee question their own perception and feel uncertain about the situation.
Signs of Gaslighting
- Constant Self-Doubt. You begin to question your memory, perceptions, and experiences regularly.
- Frequent Apologies. You feel the need to apologize frequently, even when you haven’t done anything wrong.
- Feeling Confused or “Crazy. Gaslighting can make you feel confused or as though you’re “losing it.”
- Loss of Confidence. Over time, gaslighting erodes self-confidence, making you feel insecure in your decisions and perceptions.
How to Recognize and Deal with Gaslighting
No. 1 — Trust Your Instincts
If something feels off or you constantly feel invalidated, trust your instincts. Gaslighting often makes people doubt their intuition, but it’s important to listen to that inner voice. If someone’s behavior repeatedly makes you feel confused or insecure, it’s worth paying attention to that pattern.
No. 2 — Document the Details
Gaslighters often deny or distort events. To protect yourself, keep a written record of specific interactions and conversations. Write down dates, times, and what was said. This documentation can serve as a reality check for you and helps you regain clarity over what truly happened.
No. 3 — Set Boundaries
People who gaslight often try to control others’ thoughts and actions. Establishing firm boundaries can help protect your mental well-being. Communicate clearly and calmly that certain behaviors are unacceptable. For example, if someone keeps dismissing your experiences, you might say, “I feel dismissed when you say my perception isn’t accurate, and I need you to respect my feelings.”
No. 4 — Seek Support
Gaslighting is a powerful form of manipulation that can be difficult to handle alone. Reach out to friends, family, or trusted colleagues who can provide perspective and validate your experiences. If gaslighting is happening in the workplace, consider speaking to HR or a mentor. Support from others can reinforce your sense of reality and make it easier to resist manipulative tactics.
No. 5 — Consider Professional Help
Gaslighting can take a serious toll on mental health, leading to anxiety, depression, and loss of self-esteem. If you’re dealing with gaslighting on a regular basis, working with a therapist or counselor can provide guidance and coping strategies to help you rebuild your confidence and regain control over your thoughts and emotions.
Combining Emotional Awareness and Boundaries for Resilience
Both emotional hijacking and gaslighting can be challenging to navigate, but the key to dealing with them effectively lies in emotional awareness and strong boundaries. Emotional intelligence allows you to recognize your own emotional triggers and manage your responses, preventing you from being easily manipulated or swept away by intense emotions.
Setting boundaries is essential, especially if you’re dealing with manipulative behaviors like gaslighting. Strong boundaries reinforce your self-worth and prevent others from gaining undue control over your emotions and perceptions.
Understanding emotional hijacking and gaslighting can make a significant difference in how you handle challenging interpersonal dynamics. Recognizing emotional hijacking helps you prevent impulsive reactions and make more thoughtful decisions, while identifying gaslighting protects your mental health and self-confidence. By combining emotional intelligence with a commitment to setting healthy boundaries, you can navigate these situations with resilience and maintain a strong sense of self.
In both personal and professional settings, mastering these skills is essential for a balanced, healthy, and fulfilling life. Don’t be afraid to take steps to protect your mental well-being and assert your own reality. Remember, effective communication and healthy relationships depend on respect, empathy, and a mutual understanding of boundaries.
quick read — Personal development
Awards That Don’t Exist: The Invisible Trophies We Need to Stop Chasing
(Inspired by Noemi Kis)
In our hyper-competitive culture, it’s easy to feel like there’s always a new goal to chase, a higher standard to reach, or a new accolade to achieve. But often, the rewards we’re striving for aren’t tangible—they’re invisible trophies that no one is actually handing out. We push ourselves to the brink, hoping to win these imaginary awards, only to end up feeling burned out, unappreciated, and exhausted.
Ten “Awards” That Don’t Exist
Here are ten “awards” that don’t exist but that too many of us are still trying to win. Let’s explore each of these pointless trophies, why they’re harmful, and what we should do instead to prioritize well-being and productivity.
No. 1 — Perfectionist of the Year
We’ve all been there—spending hours tweaking tiny details on a project that’s already good enough. But the “Perfectionist of the Year” award isn’t real, and pursuing it will only lead to wasted time and unnecessary stress. The pursuit of perfection often prevents us from actually finishing tasks, and can even keep us from taking on new opportunities.
What to Do Instead. Set a timer when you’re working on smaller tasks. Allow yourself a set amount of time to complete them, then move on. Sometimes, “good enough” really is enough.
No. 2 — The 24/7 Availability Award
In our always-connected world, many people feel the need to be constantly available, answering emails and messages at all hours of the day and night. But the “24/7 Availability Award” won’t make you a better employee or friend. In fact, it can damage your mental health, reduce productivity, and create an unhealthy expectation of constant responsiveness.
What to Do Instead. Set boundaries around your work hours. Leave non-urgent messages for the next day and respect your own need for rest. You’ll be more productive and present when you do log back in.
No. 3 — Invisible MVP
Are you the person who does all the behind-the-scenes work, never asking for credit? While it’s commendable to work hard, chasing the “Invisible MVP” title often means you’re not getting the recognition you deserve. Over time, this can lead to feelings of resentment or burnout because you’re doing valuable work that goes unnoticed.
What to Do Instead. Make it a habit to share your achievements, even the small ones. This isn’t about bragging; it’s about letting others know the impact of your contributions. When people know what you’re doing, they’re more likely to appreciate your hard work.
No. 4 — Multitasking Ninja
In a culture that values hustle, being able to juggle multiple tasks is often celebrated. But the “Multitasking Ninja” award is a myth. Research shows that multitasking actually reduces productivity and increases errors. Focusing on one task at a time leads to better results and a greater sense of accomplishment.
What to Do Instead. Prioritize your top 1-2 tasks for the day and give them your full attention. Quality over quantity will take you much further in the long run.
No. 5 — Yes Person of the Year
Many of us feel pressure to say “yes” to every request, afraid of disappointing others or missing out. But saying “yes” to everything leaves you overwhelmed and dilutes the quality of your contributions. The “Yes Person of the Year” award is a fast track to burnout.
What to Do Instead. Practice saying “no” when a task doesn’t align with your priorities or workload. Setting boundaries is a skill, and the more you practice it, the easier it becomes to protect your time and energy.
No. 6 — Worked the Longest Hours Award
Clocking long hours might feel like a badge of honor, but working late into the night isn’t a sustainable strategy. Chasing the “Worked the Longest Hours” trophy often leads to diminished productivity, as exhaustion prevents you from doing your best work. In the end, it’s the quality of your output that matters, not the quantity of hours spent.
What to Do Instead. Focus on outcomes, not hours. Set clear goals for your day, and when they’re met, allow yourself to log off and recharge. Your time away from work is just as important as your time spent working.
No. 7 — Didn’t Need Help Award
We often see asking for help as a sign of weakness, striving instead for the “Didn’t Need Help” award. But this mindset is counterproductive. No one can do everything alone, and refusing to seek support can lead to unnecessary stress and mistakes. High-achievers often know how to delegate and collaborate effectively.
What to Do Instead. Normalize asking for help when you need it. Collaboration is a strength, not a weakness, and seeking assistance can lead to better outcomes and stronger relationships.
No. 8 — Most Sleep-Deprived
Some people wear their lack of sleep like a badge of honor, as if running on fumes makes them more productive. But the “Most Sleep-Deprived” award is not something to be proud of. Sleep deprivation leads to impaired cognitive function, mood swings, and long-term health issues.
What to Do Instead. Prioritize sleep. Establish a bedtime routine and make sure you’re getting enough rest to recharge. Your productivity and well-being will thank you.
No. 9 — Mistake-Free Medal
Perfectionism often extends to a desire to avoid mistakes at all costs, as if there’s a “Mistake-Free Medal” waiting for us at the end. But mistakes are part of growth. Obsessing over avoiding them limits creativity, innovation, and learning. A fear of mistakes keeps you in a safe zone, never pushing boundaries or trying new things.
What to Do Instead. Embrace mistakes as learning opportunities. Reflect on what went wrong and use it to improve, rather than aiming for a flawless performance every time.
No. 10 — People-Pleaser Award
Trying to meet everyone’s expectations is a fast track to exhaustion. Chasing the “People-Pleaser Award” often leads to self-neglect, as you prioritize others’ needs over your own. In the end, it’s impossible to please everyone, and constantly trying to do so can be draining and unfulfilling.
What to Do Instead. Focus on what’s right for you. Identify your own values, goals, and boundaries, and let them guide your decisions. Your time and energy are limited resources; allocate them in ways that serve your well-being and growth.
Letting Go of Imaginary Trophies
These invisible awards might feel validating in the short term, but they come at a high cost. Constantly chasing the approval of others, seeking perfection, and overworking can lead to burnout, frustration, and even a loss of purpose. Letting go of these imaginary trophies allows you to reclaim your time, set healthier boundaries, and focus on what truly matters.
The key to a fulfilling life and career isn’t in trying to prove your worth to others through endless hours or flawless performances. Instead, prioritize balance, self-respect, and meaningful goals. Success isn’t about how many hours you put in or how perfect you appear—it’s about the impact you make, the quality of your relationships, and the satisfaction you derive from your work and life.
Stop competing for awards that don’t exist. Instead, define your own metrics for success and prioritize what truly brings you joy and fulfillment. When you let go of these invisible trophies, you free yourself to live a more balanced, authentic, and rewarding life.
quick read — LEADERSHIP
The Power of Active Listening in Leadership: Hearing What Isn’t Said
In leadership, communication is everything. But while many leaders focus on what they say and how they say it, some of the most impactful insights actually come from listening—especially from listening to what isn’t being said. Active listening is a skill that goes beyond simply hearing words. It involves paying attention to body language, tone, pauses, and other subtle cues to understand the unspoken messages that reveal more about a person’s feelings, needs, and motivations.
Leaders who master active listening have a powerful advantage. They build stronger connections, make better decisions, and foster an environment where team members feel valued and understood. Here’s why active listening is crucial for effective leadership and how to develop the skill of “hearing the unsaid.”
Why Active Listening Matters in Leadership
Active listening is a critical leadership skill because it allows leaders to gain a deeper understanding of their team’s concerns, ideas, and needs. When team members feel truly heard, they are more likely to trust their leader, stay engaged, and contribute their best work. Conversely, leaders who fail to listen actively can miss crucial information, damage morale, and create a culture where employees feel overlooked and undervalued.
Moreover, active listening helps leaders pick up on unspoken signals. Often, team members don’t voice their true concerns out of fear, discomfort, or simply not wanting to “make waves.” They might say everything is fine, but their body language, tone, or hesitations can tell a different story. By paying attention to these cues, leaders can address underlying issues before they escalate, creating a more supportive and productive workplace.
Techniques for Active Listening
Active listening involves more than just nodding along or maintaining eye contact. Here are several techniques leaders can use to enhance their listening skills and tune into both spoken and unspoken messages.
No. 1 — Listen Without Interrupting
It’s tempting to jump in with solutions or comments while someone is speaking, but interrupting can prevent you from truly understanding their message. When you interrupt, you not only miss valuable information, but you may also make the other person feel rushed or dismissed. Instead, allow team members to express themselves fully before you respond. Pausing after they finish speaking gives you time to process their words and consider your response thoughtfully.
Example: A team member shares concerns about a project’s timeline. Instead of jumping in with a solution or dismissing their worry, let them finish. This allows them to express all their thoughts, and you might gain insights into other underlying issues.
No. 2 — Watch for Non-Verbal Cues
Body language, facial expressions, and gestures can reveal a great deal about someone’s emotions and thoughts. If a team member avoids eye contact, shifts uncomfortably, or has closed body language (like crossed arms), these can be signs of unease or reluctance. Conversely, open body language and a relaxed posture often indicate comfort and honesty. Non-verbal cues can help you understand how a person is really feeling, even if their words don’t fully reflect it.
Example: During a meeting, a team member says they’re “fine” with a new project direction, but their tense posture and lack of eye contact suggest otherwise. By noticing this, you can follow up with questions to clarify their feelings and address any hidden concerns.
No. 3 — Listen to the Tone and Pace of Speech
The tone and pace of someone’s speech can reveal emotions they might not articulate directly. A fast, high-pitched tone might indicate anxiety, while a slow, hesitant speech can signal uncertainty. Similarly, a steady and calm tone might show confidence, while a shaky voice could indicate discomfort. Paying attention to these subtleties allows you to gauge their emotional state and respond more empathetically.
Example: If a team member is speaking more slowly than usual and pausing frequently, they might be feeling uncertain or hesitant about a decision. Acknowledging their tone—by saying something like, “It sounds like you might have some reservations”—can encourage them to open up further.
No. 4 — Reflect and Paraphrase
Reflecting and paraphrasing shows the other person that you’re not only listening, but that you’re also making an effort to understand their perspective. This technique involves restating what you’ve heard in your own words and asking if you’ve understood correctly. Reflective listening also provides an opportunity for the speaker to clarify or elaborate, which can lead to a deeper conversation.
Example: A team member mentions they’re feeling “overwhelmed” with their workload. You might respond, “It sounds like the current workload is putting a lot of pressure on you. Is that correct?” This gives them a chance to either confirm or add more context.
No. 5 — Ask Open-Ended Questions
Open-ended questions encourage the speaker to share more, allowing you to uncover thoughts and feelings that may not have been expressed initially. Instead of asking questions that lead to yes-or-no answers, ask questions that require explanation. This technique can help people feel more comfortable sharing concerns they may have been holding back.
Example: Instead of asking, “Are you okay with the current direction?” ask, “How do you feel about the new direction we’re taking on this project?” This invites them to discuss their feelings and any potential hesitations they might have.
No. 6 — Acknowledge and Validate Emotions
People want to feel that their emotions are seen and respected. Even if you don’t agree with someone’s perspective, acknowledging their feelings shows that you respect their experience. Phrases like, “I understand this is frustrating,” or “It sounds like you’re really passionate about this issue,” can help the person feel validated and open to further discussion.
Example: If a team member is visibly frustrated with a project’s slow progress, you might say, “I can see that this is frustrating for you. Let’s figure out how we can make this process smoother.” This shows empathy and signals your willingness to work with them toward a solution.
Techniques for “Hearing the Unsaid”
Beyond active listening, leaders can develop specific skills to “hear” what’s not being directly expressed. Often, the unspoken messages hold the key to understanding deeper concerns, fears, and motivations. Here are a few techniques to help you tune into the unspoken.
No. 1 — Notice Hesitations and Pauses
Sometimes, what people don’t say is just as important as what they do say. Hesitations, long pauses, or a reluctance to respond can indicate discomfort or hidden concerns. If you notice these, it may be helpful to gently probe or offer reassurance, giving the other person space to share more.
Example: If a team member pauses before answering a question about a project deadline, you might ask, “Is there something about the timeline that’s concerning you?” This opens the door for them to express doubts or challenges.
No. 2 — Look for Patterns Over Time
If a team member consistently avoids certain topics, hesitates to bring up concerns, or only provides surface-level feedback, it could indicate an underlying issue. Pay attention to these patterns and consider whether there’s a bigger conversation that needs to happen.
Example: If a team member always seems hesitant to discuss workload, it might suggest they’re feeling overwhelmed but uncomfortable expressing it directly. Bringing this up in a private, supportive setting can encourage them to open up.
The Impact of “Hearing the Unsaid” on Leadership
Active listening and “hearing the unsaid” are transformative skills that can elevate your leadership. Leaders who master these skills build stronger relationships, create a culture of trust, and foster an environment where people feel comfortable sharing their thoughts openly. This leads to better decision-making, improved team morale, and more productive, engaged employees.
By practicing these techniques, you can become a leader who not only listens but truly understands. In a world where everyone is vying to be heard, sometimes the greatest gift you can give is your full, undivided attention—and the willingness to hear what goes unspoken.
Quotes of the Week
QUOTE — EMOTIONAL INTELLIGENCE
QUOTE — PERSONAL DEVELOPMENT
QUOTE — LEADERSHIP
Reframe
Reframing the Notion That There’s No Place For Emotions in Leadership
For a long time, conventional wisdom suggested that effective leadership meant leaving emotions at the door. Leaders were expected to be rational, objective, and immune to the messiness of emotions. The mantra was clear: “There’s no place for emotions in leadership.” But as our understanding of human psychology and organizational dynamics has evolved, so has our understanding of what makes a great leader. In truth, effective leadership isn’t about choosing logic over emotion—it’s about balancing the two.
Emotions play a crucial role in leadership, from understanding the motivations of team members to navigating complex interpersonal dynamics. Far from being a liability, emotional intelligence (EQ) is an asset that allows leaders to connect with their teams on a deeper level, build trust, and inspire loyalty. Here, we explore why emotions are not only relevant but essential to strong leadership and how embracing them can make leaders more effective.
6 Ways Emotions Are Essential to Strong Leadership
No. 1 — Emotions Drive Human Behavior
People are not machines. No matter how rational or analytical we strive to be, our emotions influence our behavior, decisions, and interactions. Whether we realize it or not, emotions like enthusiasm, frustration, pride, and fear all shape how we approach tasks, relate to others, and perceive challenges. As a leader, ignoring emotions—both your own and those of your team—means missing a critical part of what drives human behavior.
When leaders understand this, they can use it to their advantage. By recognizing and responding to the emotions of their team members, leaders can motivate them more effectively. For instance, acknowledging a team member’s excitement about a new project and encouraging them can reinforce that enthusiasm, which translates into greater engagement and productivity. Similarly, recognizing signs of stress and offering support can help alleviate anxiety, leading to a healthier work environment.
No. 2 — Emotional Intelligence Builds Trust and Connection
One of the cornerstones of effective leadership is the ability to build trust within a team. People are more likely to trust and follow leaders who they feel genuinely care about them and understand their challenges. Emotional intelligence—skills like empathy, self-awareness, and active listening—plays a crucial role in establishing this trust.
A leader who acknowledges the emotional landscape of their team creates a culture of openness. This means showing empathy, especially during difficult times, and being approachable. When a team member knows that their leader is not only aware of their struggles but also willing to support them, it builds a foundation of loyalty and respect. This trust is invaluable; it encourages people to bring their best selves to work, fosters collaboration, and ultimately leads to higher levels of productivity and job satisfaction.
No. 3 — Emotionally Intelligent Leaders Inspire and Influence
Great leaders don’t just manage tasks—they inspire people. They create a vision, communicate it passionately, and motivate others to work toward it. Emotions are a critical part of this process. After all, a leader who simply presents facts and figures without emotion might find it difficult to rally their team around a shared goal. However, a leader who communicates with enthusiasm, optimism, and genuine belief in the vision can create a sense of excitement and purpose that is contagious.
Consider the difference between a manager who says, “We need to meet these targets by the end of the quarter,” versus one who says, “If we hit these targets, we’ll achieve something incredible together. I’m proud of what we’ve already done, and I know we’re capable of reaching this next level.” The latter approach speaks to the emotions of pride, ambition, and team spirit, creating a more compelling motivation to perform.
No. 4 — Handling Conflict with Emotional Awareness
Conflict is inevitable in any team, and how a leader manages it can make all the difference. Leaders who lack emotional awareness may respond to conflict with defensiveness, frustration, or even anger, which can escalate the situation. Emotionally intelligent leaders, however, approach conflict with calm and empathy, seeking to understand the perspectives and emotions of everyone involved.
By acknowledging and validating feelings—without letting them take over the conversation—leaders can address the root causes of conflict and help their team members feel heard and respected. This approach doesn’t mean indulging every emotion, but rather managing emotions constructively. Instead of avoiding or suppressing emotions, effective leaders navigate them with sensitivity and tact, turning potentially destructive situations into opportunities for growth and understanding.
No. 5 — Recognizing the Emotions That Drive Innovation and Creativity
Innovation and creativity are fueled by emotions such as curiosity, excitement, and even frustration. When leaders foster an emotionally supportive environment, they encourage team members to take risks, explore new ideas, and push boundaries. Emotionally intelligent leaders recognize that creative work is not always logical and that sometimes, frustration with the status quo can spark innovation.
For instance, when a team member expresses frustration with a current process, a leader with high emotional intelligence won’t dismiss their feelings as complaints. Instead, they’ll view that frustration as an opportunity to innovate, asking questions like, “What could we do differently?” or “How could we improve this?” By harnessing the emotions behind creative thinking, leaders can cultivate an environment where new ideas flourish.
No. 6 — Balancing Emotion with Logic for Better Decision-Making
Emotionally intelligent leaders know that it’s not about choosing between emotion and logic, but about balancing the two. Emotions provide valuable information—fear can signal risk, excitement can signal opportunity, and discomfort can signal a need for change. However, decisions based solely on emotion can be impulsive and short-sighted. Effective leaders listen to their emotions, consider them, but then analyze the facts before making a final decision.
For example, imagine a leader feels excitement about a potential business partnership. Instead of jumping in headfirst based on emotion alone, they take a step back to evaluate the practical implications and risks. This balance of emotion and logic allows them to make well-rounded decisions that consider both human factors and hard data.
Techniques to Develop Emotional Intelligence as a Leader
Recognizing the value of emotions in leadership is only the first step. Here are some techniques for developing emotional intelligence as a leader:
- Practice Self-Reflection. Take time to regularly reflect on your emotional responses to different situations. Recognizing your emotional triggers can help you manage them effectively.
- Cultivate Empathy. Make a conscious effort to understand the feelings and perspectives of others. When someone is expressing frustration or excitement, ask yourself, “Why might they feel this way?”
- Listen Actively. Active listening goes beyond hearing words. It involves paying attention to tone, body language, and unspoken cues, which can reveal much about someone’s emotional state.
- Acknowledge and Validate Emotions. When team members share their feelings, acknowledge them. Phrases like, “I understand why you’d feel that way” can go a long way in making people feel valued.
- Seek Feedback. Ask for feedback from peers and team members on how they perceive your emotional responses. This can help you identify areas for growth and improvement.
Embracing the Power of Emotion in Leadership
The idea that “there’s no place for emotions in leadership” is outdated. Leadership requires a deep understanding of both logic and emotion, as human beings are emotional creatures who are motivated by more than just facts and figures. Emotionally intelligent leaders build stronger connections, inspire loyalty, manage conflict more effectively, and create environments where people are encouraged to bring their full selves to work.
Far from being a distraction, emotions are a powerful tool in the hands of a skilled leader. By acknowledging and understanding the role of emotions in leadership, leaders can make better decisions, foster trust, and drive meaningful change. In the end, it’s not about leaving emotions at the door—it’s about learning how to use them wisely.
Deep Dives Articles
DEEP DIVES ARTICLE — EMOTIONAL INTELLIGENCE
8 Phrases People with High Emotional Intelligence Use to Productively Address Conflict
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Conflict is inevitable, but how you handle it can make or break relationships — whether at work or in your personal life. People with high emotional intelligence (EQ) approach conflict differently, using specific phrases to de-escalate tension, foster understanding, and turn disagreements into opportunities for connection and progress. In this exclusive deep dive, we’ll reveal 8 powerful phrases emotionally intelligent people use to navigate conflict effectively—along with practical tips and examples to help you incorporate them into your own communication toolkit. Subscribe to Deep Dives now to access the full article and take your conflict resolution skills to the next level!
DEEP DIVES ARTICLE — PERSONAL DEVELOPMENT
This is a sneak peek of this week’s Deep Dives article — published today! Become a Deep Dives Member to get access to the full article.
Mastering Presence: The Art of Being Fully Engaged and Leaving a Lasting Impression
In today’s world of endless distractions, the ability to truly be present has become a superpower. Presence isn’t about being the loudest person in the room—it’s about showing up with authenticity, making others feel seen, and leaving a lasting impression. Whether you’re leading a team, navigating relationships, or building your influence, mastering presence can elevate every aspect of your personal and professional life. In this exclusive deep dive, we’ll uncover what presence really is, why it matters, and the practical steps you can take to develop it. Subscribe now to Deep Dives to unlock the full article and start cultivating the kind of presence that draws people in, builds trust, and makes an impact that lasts.
DEEP DIVES ARTICLE — LEADERSHIP
10 Leadership Paradoxes: Embracing the Complex Nature of True Leadership
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Leadership isn’t a one-size-fits-all formula—it’s a balancing act between seemingly opposing qualities. Great leaders are confident yet humble, decisive yet flexible, driven yet patient. They understand that true leadership lies in navigating these paradoxes with grace, adapting to challenges while staying grounded in their core values. In this exclusive deep dive, we explore 10 essential leadership paradoxes and how mastering them can elevate your ability to inspire, connect, and lead with authenticity. Subscribe now to Deep Dives unlock the full article and discover how to embrace the complexities of leadership to leave a lasting impact.
Deep Dives Book Summary
One Second Ahead: Enhance Your Performance at Work with Mindfulness
By Rasmus Hougaard, Jacqueline Carter, and Gillian Coutts
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Imagine being able to stay calm under pressure, focus deeply on what matters, and handle challenges with clarity and confidence. That’s the promise of One Second Ahead: Enhance Your Performance at Work with Mindfulness. In this game-changing book, Rasmus Hougaard, Jacqueline Carter, and Gillian Coutts reveal how mindfulness can transform your workplace performance, reduce stress, and boost your overall well-being. With practical techniques like mindful breathing, single-tasking, and the power of pausing, this book provides actionable steps to help you thrive in today’s fast-paced, high-stress environments. Want to learn how to bring mindfulness into your work life? Subscribe to our Deep Dives Membership to access the full summary and discover how mindfulness can keep you one step ahead.