One of the key highlights for me was week was having the opportunity to share the the relationship between UX design and branding. #leadership #psychologicalsafety #emotionsatwork

The most important part of this process is, the employee will feel heard and valued-one of the key considerations behind whether people stay or leave an organisation. But very often, processing those feelings and giving people a safe space to voice out their disappointment bring valuable insights on what motivates the employee, how we could further inspire this person, or what the team could do to mitigate risks. Most of us might dismiss those feelings because we are 'programmed' to jump right into problem-solving. Or, discuss of what kind of behaviours we could adopt that would facilitate understanding and respect.Īnother scenario might be a teammate feeling disappointed by how a project turned out awry. As leaders, a helpful respond could be facilitating a chat on how might we channel the immense energy behind the anger into actions that are not destructive but enable communication, connection, and clarity. And it is often what we do with the information that will define who we are.įor eg, someone is angry because a team member has created expectations that were unmet. It will give us clues for what our next steps should look like. Information coming from our emotion is powerful. Then, intentionally process what those specific feelings are trying to inform you. Ask, what is it that I am feeling right now? Expand your emotional vocabulary. Instead of dismissing them, or being afraid that emotions make us appear weak, we need to allow ourselves to process them. They are designed to serve us and is an intricate information system.

Intricate Emotions by J. Ramirez