Liz Elting is a billion-dollar founder, philanthropist, entrepreneur and bestselling author who covers the dynamic intersections of women, business and the evolving workplace.
Whether you’ve steeled yourself with a quick cry in a bathroom stall, had a rejuvenating laugh with a few coworkers, pushed through a swell of anxiety before a big presentation, dug deep to overcome a challenging project, felt your temperature rising after a particularly frustrating Zoom call, or jumped for joy after getting a promotion, everyone experiences emotions at work. Good or bad, they are—after all—a fact of life, and the American worker spends aof their life at work.
Yet, as the days of lockdowns and office closures seem further and further behind us, some CEOs are pushing to return to pre-pandemic attitudes about emotions and empathy at work—right along with rescinding flexible work policies and doubling down on return to office mandates—and they’re facing worker backlash because of it.
To create a workplace that doesn’t stigmatize emotion but instead welcomes and benefits from it, those in leadership positions need to model empathy and acknowledge and validate their employees’ emotions, rather than dismissing or ignoring them. This is especially true for difficult emotions. Business leaders should also adopt strategies for embracing and amplifying emotional intelligence to better manage their teams.
Evolution is the nature of business. It is ever-changing, always racing forward, and the moment you stop moving and growing with it, your business or your career is in trouble. While making room for employees’ emotions and personal lives might seem uncomfortable for those accustomed to a more traditional workplace of a bygone era, norms are changing, and businesses stand to benefit if they’re willing to change too.
Emotional Intelligence Pre-Pandemic Business Best Practices Leadership Advice Women In The Workplace Diversity Women Of Color Women In Business DEI
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