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Leadership clarity and emotions

A big factor in leadership clarity is emotions. For leaders to gain more clarity, they have to admit something first that may seem obvious once I point it out. We usually aren't as CLEAR as we think we are. I call it the default emotional state, you may say it's your "normal" way of operating. After more than 20 years working in leadership development, I recently had an insight. Most of the time I assume that I'm clear (meaning my emotions aren't really a factor in my decisions, thinking, etc.) when in fact I'm much more often CLOUDY (my emotions are having some degree of influence, small or large, consciously or not, in how I communicate, decide, think, etc.). There's another option, which is when I'm RED (watch out! Emotions are having an outsized influence in how I function and maybe overriding my normal effectiveness). Here's my insight: instead of assuming I'm usually clear and occasionally cloudy and very rarely red, what if I assumed I'm usually cloudy, able to get clearer, and I need to be watchful that I'm not already red without being aware? That is much more likely to be the truth anyway. If I want clarity, I have to start by admitting I'm not as clear as I want to be or as I'm able to be. This practice of naming my emotional state (clear, cloudy, red) is not just good for better self awareness. It also lets me start practicing better self control or self regulation. These are important parts of greater emotional intelligence. Would this be a helpful distinction for you to practice more often? I coach leaders on this and other practices so they can be more effective. I also train teams and consult with organizations to bring better emotional intelligence practices into their culture. If you're interested in getting in touch, send me an email mastery@leadskill.com For emotion wheels and other products to help with emotional intelligence, go to https://leadskill.com