Why every leader is a "feelings manager" - a guest post by Dr. Tara Thomas

Leading well means managing feelings every day

Job Description: Feelings Manager

A casual throwaway comment by a young colleague stopped me in my tracks this week.

Yet another routine day at the practice, as always any number of distractions, disruptions and challenges.

I didn’t realise I had sighed in frustration until my young nurse looked up and said, “I know, you have been managing feelings all day”.

Perhaps this is what leaders do, we manage feelings all day every day.

Clients, colleagues, friends, families, all with feelings.

Feelings that are made known to you, feelings you can only guess at, tugged and pulled into the drama of it all.

A quick AI overview suggested that "feelings manager" in a professional setting refers to a manager who effectively recognises, understands, and manages their own emotions and the emotions of their team members.

This involves creating a psychologically safe environment where employees feel comfortable expressing themselves, fostering positive team dynamics, and ultimately boosting productivity and job satisfaction.

Key Aspects of a Feelings Manager:

• Emotional Intelligence (EQ): This is the foundation of managing feelings effectively. It involves self-awareness, self-regulation, social awareness, and relationship management.

• Psychological Safety: Creating a workplace where team members feel safe to take risks, make mistakes, and share their feelings without fear of judgment or negative consequences.

• Positive Team Dynamics: Fostering a culture of trust, respect, and open communication, where individuals feel valued and supported.

• Productivity and Well-being: Recognising that emotions impact performance and actively working to create a positive and supportive environment can lead to increased job satisfaction and productivity.

• Conflict Resolution: Skilfully navigating and resolving conflicts that arise from emotional reactions or misunderstandings.

• Adaptability: Helping team members adjust to changes in the workplace by acknowledging and addressing their emotional responses.

Why is being a "feelings manager" important?

• Improved Team Performance: When team members feel emotionally supported, they are more likely to be engaged, productive, and collaborative.

• Reduced Conflict: Addressing emotional issues early on can prevent conflicts from escalating and disrupting team dynamics.

• Increased Job Satisfaction: Employees who feel valued and understood are more likely to be satisfied with their work and less likely to leave.

• Better Decision-Making: Managers who are aware of their own emotions and the emotions of their team are better equipped to make sound decisions.

• Stronger Relationships: Empathy and understanding foster stronger relationships between managers and team members.

In essence, a "feelings manager" is a leader who understands the power of emotions in the workplace and proactively works to create a positive and productive environment for their team.

So there you go, nothing to it…all in a day’s work!