The Hidden Impact of "Taking Emotion Out of It" at Work (Part 2)

I’m here to remind you that gratitude, passion, joy, curiosity, calmness, peace, and enthusiasm are all emotions.

Hi there!👋

Last week, we explored the hidden impact of "taking the emotion out of it" —including the potential negative consequences of emotional detachment on team dynamics and productivity.

This week, let's dive deeper into embedding alignment and connection into our interactions, work, and environments. Why? Because what we think of as “culture” is really the unwritten standards and norms with which people behave and operate to execute work. It’s the reality in which the work really gets done. So a strong positive culture amplifies strategy execution, connection, and impact.

The pace of change in our world is only speeding up. How can you be ahead of the curve or even remain in the game as a relevant contender if you aren’t making an impact consistently? And how can you make an impact consistently without strong, curious, and passionate teams driving this impact? Engagement and impact go hand in hand.Long-term success is driven by people executing work in an engaged, productive manner — unless you're merely churning through bodies driven out of survival, fear, and/or judgement. And members of strong, curious, and passionate teams aren't going to stick around in a culture of emotional detachment.

Why? A culture steeped in disconnection is the exact opposite of what creative, curious, and passionate individuals want. When someone is passionate, collaborative, and curious, they naturally seek out environments that embrace and encourage those qualities. Passion and curiosity are synonymous with connection, not disconnection.

Like calls to like.

Connection calls to connection.

Disconnection and engagement are mutually exclusive.

What happens without a “culture of connection”? Here are the consequences for group dynamics and overall workplace productivity when "taking the emotion out of it" leads to numbness and detachment.

1) Loss of empathy

• Emotional detachment can lead to a lack of empathy for team members.

• When leaders and colleagues become numb, they may struggle to understand others' perspectives, emotions, and needs, which can hinder collaboration and damage relationships.

2) Suppressed emotions

• When emotions are suppressed or dismissed, they can fester and lead to resentment, frustration, and disengagement.

• Over time, this can create a toxic work environment where team members feel unheard and unappreciated.

3) Hindered creativity

• Emotional detachment and numbness can stifle creativity and innovation. Emotions can serve as catalysts for new ideas and solutions.

• When passion, curiosity, enthusiasm, etc. are stifled, this can limit a team's ability to think outside the box and find novel approaches to problems.

4) Reduced motivation and engagement

• Numbness can drain enthusiasm and passion, making it difficult for team members to stay engaged and motivated in their work.

• This can lead to decreased productivity and a higher likelihood of burnout.

5) Neglected emotional intelligence

• Emotional intelligence is crucial for effective leadership and teamwork.

• By dismissing or ignoring emotions, team members miss the opportunity to develop their emotional intelligence. This can impact their ability to build strong relationships and navigate complex social situations.

The real goal here isn't to "take emotion out of it" – it's to "take disconnection out of it". As a refresher from last week, disconnection can come in the form of: shame, blame, judgment, fear, frustration, anger, resentment, and so on.

Now, it's completely normal to feel these emotions as a person. We’re human. It happens. Just keep the following top-of-mind when it happens:

1) Moving through this disconnection yourself means you won’t be stuck in it, live there, and perpetuate it, even unintentionally.

• So when you find yourself in disconnection, ask yourself this question: What do you need from yourself, in this moment, to move through it?

2) Moving through this disconnection yourself means you avoid unloading these emotions onto others — because unloading your frustration or anger onto those around you perpetuates a culture of disconnection.

• So if your intention is to embed greater alignment and connection, you can practice avoiding this at every turn, now that you’re aware.

Connection is something you live, not just promote. To embed greater alignment and impact, consider the following when cultivating a workplace culture that acknowledges and values emotions while fostering rational decision-making.

Remember, if you aren’t living each of the following yourself, promoting them will ring hollow to those around you. You live these through practicing them at every turn. This does not require perfection, just intention. Start wherever you are, do an honest assessment with yourself, and practice it to live it:

1) Engage in open communication

• Encourage team members to express their thoughts and feelings openly, without fear of judgment.

• This will help create a supportive and inclusive environment where emotions are acknowledged and respected.

2) Practice active listening

• Show empathy and understanding by actively listening to others, asking questions, and validating their emotions.

• This can help build trust and facilitate better collaboration.

3) Encourage emotional self-awareness

• Foster a culture of self-awareness by encouraging team members to recognize and understand their emotions.

• By doing so, they'll be better equipped to manage their emotional responses and foster a more connected work environment.

4) Ask for and offer regular feedback

• While engaging in an equal power dynamic, ask for and offer constructive feedback to team members, focusing on both performance and emotional well-being.

• This will help you and them grow and develop, both professionally and personally.

5) Lead by example

• Model emotional intelligence by being open, empathetic, compassionate, curious, and self-aware.

• This will encourage team members to follow suit and cultivate a culture that values emotional connection.

Remember, rather than taking emotion out of it, taking disconnection out of it, is the key.

• Not only will this create a more positive work culture, it’ll also attract & retain top performers who engage through connection and collaboration when executing work.

• Minimizing disconnection to foster a culture that values emotional intelligence and connection starts with you. Otherwise it becomes “do as I say, not as I do”. And then it falls flat. I cannot emphasize this point enough. Recognize it. Practice it. Live it.

• Numbness and detachment can have detrimental effects on the group. And I know disconnection is not your intention if you are reading this newsletter.

Without this connected culture, how will you sustain engagement or realize long-term strategic impact? 🚀

Until next time,Rachel

P.S. I welcome any thoughts you’d like to share — I read them all, always. Just click reply. 👍

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