Leaders often say: “Don’t bring emotions to work.”
That’s unrealistic. You bring them anyway. The real leadership skill isn’t suppressing emotions. It’s not that one lets emotions run the meeting, the decision, or the conversation.
Many leaders recognize the moment: irritation, defensiveness, frustration. If you don’t notice it early enough, it leaks out: in your tone, your questions, your decisions.
A simple model for leading your own emotions:
1. Notice
Something shifts in you. Often the first signal is physical: tension, impatience, restlessness.
2. Name it
Put words to the emotion. “I’m getting frustrated.” “I feel defensive.” “I’m annoyed.” Labeling it already reduces its grip.
3. Tolerate it
Not every emotion feels good and it doesn’t have to. The ability to stay present with discomfort is a core leadership capability.
4. Choose your behavior
The emotion is there. But it doesn’t have to decide how you act.
And sometimes there is a fifth step:
5. Ignore it
Not every emotion deserves airtime. Leadership isn’t about not having emotions. It is making a conscious decision about how you respond to the emotion.
What helps you manage your own emotions in difficult leadership moments?
Want to have a chat?
Minna
📩 if.nenolavcc@annim
☎️ +358 50 5402 530
This has been published in LinkedIn in March 2026.
