By Azuni Voice
A successful leader is known for maintaining composure and control; regulating your emotions reduces stress on both you and your team. Effective emotional control might be difficult to learn at first but gets easier with experience and self-analysis.
Most leaders require the ability to control their emotions to successfully manage their workforce. In times of upheaval and change, workers frequently seek leaders for guidance on how to act. Therefore, leaders must get ready to put on a composed, logical front. High emotional control makes a leader more likable1, ethical, and committed to the success of the company.
Being in control of one’s emotions entails being composed under pressure, in unknown situations, or while facing conflict or disagreement. This does not imply that all emotions should be repressed, but rather that we should be aware of which feelings are suitable in any particular circumstance and refrain from expressing strong or unpleasant emotions under duress. When coping with challenging employee circumstances or organisational transformation, emotional control is crucial. Long-term well-being has also been linked to emotional control. Some individuals naturally possess the capacity to manage their emotions. This skill may be trained, grown, and improved through time.
Employees may get alarmed if you display extreme levels of anxiety, tension, or distraction when your firm is through the transition. The chance that two disputing parties will listen to decreases when anger is shown during dispute resolution. Every workforce feels uneasy and is less likely to be productive when a leader repeatedly “cracks” under stress. Consider the message that will be sent to staff and if doing so will produce good, productive results before displaying a negative feeling.
Stepping back and giving yourself some time to think before reacting to a stressful incident is a good way to prevent emotional outbursts. Leaders can respond effectively by giving themselves even a modest amount of breathing room to resist their automatic response. This brief pause enables a leader to think about all the available data before responding. When resolving employee disputes, this is very crucial. By taking their time, a leader may weigh all the arguments and reply with a problem-solving approach as opposed to an emotional one.
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