Emotional Balance in Executive Roles

I have worked with a CEO who was losing top talent despite hitting all business targets. The diagnosis? All drive, insufficient empathy. People felt like tanks were empty, couldn’t go on anymore. I also coached leaders whose team loved them deeply but consistently missed strategic goals. All empathy, insufficient drive. This pattern reflects what research confirms: exceptional leaders master BOTH empathy and drive - but it's remarkably rare. According to Zenger Folkman's study of 4,000+ leaders: ➤ Drive-focused leaders deliver results but create burnout ➤ Empathy-focused leaders build loyal teams that may miss targets ➤ The elite 15% who master both create sustainable success Here’s the 5 approaches that I developed to balance both: 1️⃣. Weave empathy into your goals by involving your team in planning. They'll feel ownership AND deliver stronger results. 2️⃣. Read each situation carefully. Sometimes your team needs a supportive ear; other times, they need clear direction to cross the finish line. 3️⃣. Ask for honest feedback about how you balance drive and care. Then actually implement changes based on what you hear. 4️⃣. Invest in developing your emotional intelligence alongside your business acumen. The combination is powerful. 5️⃣. Communicate transparently about both goals and challenges. This builds alignment while maintaining genuine connections. Combine these two strengths, and you won’t just lead; you’ll elevate teams beyond what they ever imagined possible. Catherine Catherine Li-Yunxia (Transforming leaders, Moving the world)

🧠 You can’t always control the questions, but you can control yourself Over the years in CEO roles, I’ve been asked some tough questions. Not the kind you prepare for—the kind that show up unannounced in boardrooms, team meetings, or interviews & hit harder than expected. “Are you even qualified for this role?” “Why did your team miss last quarter’s targets?” “What makes you think this strategy will work when the last three didn’t?” Here’s what I’ve learned: 👉 You can’t always control the questions. But you can control your response. 🧯 Reacting is human. Responding is leadership. You can’t predict every curveball. But you can train for composure. You can’t stop the tough questions, but you can stop yourself from getting defensive. 📊 According to a 2024 CCL study, 72% of senior leaders said the most difficult part of their role was “handling high-pressure questioning from stakeholders.” But among those rated as the highest-performing leaders, nearly all (94%) practiced one key habit: emotional regulation under stress. In practice, that means pausing before replying, listening all the way through, & making sure your ego doesn’t answer first. A few examples I’ve seen—sometimes on the receiving end, sometimes watching others navigate them: 🙃 Question: “What happened to last quarter’s performance?” Default reaction: “External headwinds.” Better response: “Let’s walk through the data together & discuss what we’ve learned.” 🎯 Question: “You’re new—how can you lead a transformation?” Default reaction: “That’s not fair.” Better response: “True—I’m new here. But transformation isn’t new to me. Let’s focus on the outcomes we all care about.” 💸 Question: “Why are we spending this much without guaranteed ROI?” Default reaction: “Because we need to be bold.” Better response: “We’re not spending recklessly—we’re investing intentionally. Let me walk you through the return horizons & risk mitigation plan.” 🧭 Question: “What’s your plan if this strategy doesn’t work?” Default reaction: “It has to work.” Better response: “We’re committed to this direction, but we’ve built contingencies into the plan. Let’s talk through the ‘what ifs’—that’s part of responsible leadership.” 📚 The Journal of Applied Psychology published research showing that leaders who stay composed under questioning boost team confidence by 38%. Those who visibly react? Confidence drops by 23%. So, what does experience really teach? • You don’t need to have all the answers. You need to have the discipline to hold space while finding them. • You can’t fake calm—but you can practice it. • & you don’t earn trust by being perfect—you earn it by staying grounded when things aren’t. Leadership isn’t about controlling the conversation. 👉 It’s about staying centered when the conversation gets hard. Because at the end of the day, you won’t always control the questions. But you can always control yourself. & that’s what people remember most. #Leadership #Management #CEOinsights

Myth: Being emotional isn’t professional. Reality: Emotion isn’t the risk. Undecoded emotion is. If you can’t read your internal state, your internal state will run your decisions. How it shows up at work: → Last-minute rewrites → Over-involvement → Rushed calls Translation: You’re chasing control, not confidence. Cortisol > conviction. I dug into the neuroscience. This isn’t about being “too emotional.” Emotions are neurochemical signals. They either restore or drain your capacity, in real time. Left unchecked, they create: - Stress loops - Patterned decisions - Fatigue that reads as inconsistency When decoded, they create: - Clarity in the moment - Steadiness under pressure - Consistent executive presence Here's how to decode emotion in 20 seconds: 1) Name it (1 word): anxious, tense, rushed 2) Spot the trigger: this moment or a past pattern? 3) Pick ONE move (only one): - Pause 60s - Ask 1 clarifying question (“What’s the real constraint?”) - Delegate 1 step (owner + deadline) - Time-box (“We’ll decide at 3pm.”) Example: Feeling: anxious → Trigger: tight timeline (not them) → Move: ask 1 clarifying question → decide at 3pm. Don’t override. Don’t unleash. Decode. Emotional awareness ≠ suppression. It’s signal reading. Strategic choosing. Emotional fluency = leadership infrastructure.

The Power of Calm Leadership ☸️ “Calm is contagious.” Rorke Denver In times of intense transformation, teams don’t need a “bull in a china shop.” They need steady hands at the wheel. I was reminded of this recently when reflecting on my time as a senior executive at a major retailer. During a particularly challenging period of organizational change, our chief merchant pulled me aside and said something that has stayed with me: “I feel calm with your steady hand at the wheel.” That moment taught me a fundamental truth about leadership: Your emotional state becomes your team’s emotional state. Research shows that people with poor emotional regulation are 144% more likely to have accidents. When leaders lose their composure, the ripple effects are felt throughout the entire organization. But when we manage our emotions thoughtfully - knowing when to display them and when to delay them - we create an environment where others can perform at their best. As Marcus Aurelius noted: “Keep your judgment steady, and they too will remain calm.” The best leaders I’ve worked with understand this delicate balance: • Display emotions when your team needs to feel what you’re feeling - to help them see what you’re seeing • Delay emotions when the situation calls for steadiness and clear thinking • Always ask: “What does the team need?” not “What will make me feel better?” In our fast-paced, high-pressure business environment, being the calm in the storm is essential. Your team is watching, and your composure (or lack thereof) sets the tone for everything that follows. Remember: Don’t be the agitator, the paranoid, the worrier, or the irrational. Be the calm, not the liability. It will catch on. What’s your experience with calm leadership? Share a story of a leader who provided steady guidance during turbulent times. #Leadership #EmotionalIntelligence #TeamManagement #ExecutiveLeadership #Change #Transformation

The most overlooked executive skill isn’t strategy. It’s emotional regulation. We talk a lot about EQ at the team level, but emotional regulation matters just as much (if not more) in the C-suite. And here’s the truth: No matter your title, background, or experience... emotional reactivity is something we all wrestle with. At the executive level, the stakes are just higher. An exec hears feedback they don’t like… A change they didn’t drive… A perspective that challenges their view… And they react. Not with curiosity. Not with pause. But with defensiveness, silence, or full shutdown. The strongest leaders I’ve worked with don’t just manage performance. They manage themselves. Before reacting, they ask: ▪️ Is this true? ▪️ Is this how I feel, or what’s real? ▪️ Do others see it this way? ▪️ Do I have the full picture? That pause creates space for clarity. Because when leaders skip it, people stop offering the full truth. They hold back. They wait until things are on fire. And once that happens? Innovation slows. Momentum stalls. Trust erodes. Executive maturity isn’t about being unshakable. It’s about being someone people want to speak to, even when the message is hard. 👉 It’s not always easy to pause, but it changes everything. What helps you step back and see the bigger picture?

The Hidden Emotional Challenges of Leadership No One Talks About The toughest part of leadership isn't the strategies or decisions. It's the silent emotional battles we often don't voice. When stepped into a leadership role, you need to be ready for the boardroom battles, the data-driven decisions, the plans and forecasts. But there is a warning signal about the emotional rollercoaster. • The Lonely Heights As leaders, we are expected to stay strong, to always have the answers. But that can feel isolating. Leadership often feels like a solitary climb, where the higher you go, the fewer people you find at your level. Imagine climbing a mountain not just for the view, but also to realize how much further you are from those at the base. It's thrilling yet solitary. Actionable Insight:  Find a trusted peer or mentor to share your experiences. Creating a support system isn't a weakness; it's a tool for resilience. • The Weight of People's Dreams Every decision affects someone’s career, their future. That’s a heavy emotional lift that textbooks often forget to mention. Think of a coach with a team, each player looking up, filled with hope for the future. The pressure isn't just about winning. It's nurturing their dreams. Actionable Insight:  Prioritize transparent communication. Regular check-ins can work wonders. One-on-one meetings or feedback help maintain balance and transparency. Emotional Fitness isn't often discussed, but essential. Practice listening to your own needs, and encourage your team to do the same. What other hidden challenges have you faced in leadership? Let's uncover them together. #Leadership #EmotionalIntelligence #Mentorship #CareerGrowth

🔍 Being a CEO in today’s rapidly evolving business landscape is an immense responsibility. The demands are vast and multifaceted, ranging from leading teams and navigating complex stakeholder relationships to managing organizational strategy and performance. However, as industry experts have highlighted, effective leadership is about managing external challenges and maintaining personal well-being. The complexity of a CEO's role extends beyond the surface level and impacts their emotional, physical, and mental health. Managing time effectively is one aspect, but it is equally important to manage well-being to sustain peak performance actively. I found four key steps that can help: ❇️ Monitor and manage energy levels - By assessing personal energy on a scale from 1 to 10, identify when the CEO is depleted and take steps to rejuvenate.  ❇️ Establish support systems - Have trusted advisors, coaches, therapists, or mentors who provide a safe space for feedback and emotional support.  ❇️ Balance boundaries - Be open to feedback and maintain a sense of self amidst constant observation and criticism.  ❇️ Plan for different seasons - Adjusting time and energy management strategies based on the demands of different seasons, such as periods of transformation, crisis, or stability, ensures sustained well-being and effectiveness. CEOs are the linchpins of organizational success, and their well-being directly influences the health of their organizations. That's why it is so important to adopt strategies for well-being to perform at the highest level. What do you think? Could these four suggestions be helpful? Let me know👇 #Leadership #Wellbeing

🧠 C-Suite Insight: Overthinking isn’t strategy — it’s emotional noise. At the executive level, leadership isn’t just about control — it’s about discernment. This visual below breaks down what I call “The Circles of Influence to Quiet Overthinking.” It’s a tool I often use with leadership teams navigating complexity, burnout, or decision fatigue. Here’s why this matters now more than ever: ✅ 1. Energy is a finite asset. Top-tier leaders know where to invest energy — and where to release control. Overthinking burns bandwidth. ✅ 2. Emotional intelligence scales leadership. Executives with high EQ don’t waste effort trying to control the uncontrollable — they influence what matters and manage their reactions. ✅ 3. Clarity beats chaos — every time. When leaders focus on what they can control, teams move faster, culture improves, and outcomes accelerate. 🔍 Three questions for your leadership lens: • What are you holding on to that’s outside your control? • Where are you underutilizing your influence? • What would shift if you aligned your focus with your circle of control? 💡 Reflections from the top: • The best leaders don’t try to do it all — they do what matters most. • Real power is mastering your mindset, not micromanaging others. • In today’s landscape, discernment is the new superpower. If your team is ready to level up with emotional intelligence or DISC-based leadership training, I’d love to support your growth. 📩 www.sidneyevansglobal.com #Leadership #EmotionalIntelligence #ExecutivePresence #StrategicFocus #DISC #CLevelLeadership #SydSpeaks #HighPerformanceTeams #DecisionMaking #MindfulLeadership

I was speaking with the head of HR at a large Financial Services Firm last week when she asked me: “What’s a mistake that sabotages a leader’s success?” I replied: “When they don’t realize their own emotions are contagious.” Leaders, you aren’t just spearheading projects—you’re leading the emotional tone of the room. ·     If you’re anxious, your team feel it. ·     If you’re impatient, they will feel rushed — and then will makes mistakes. ·     If you’re calm, focused, and curious. The team will mirror that too. You’re an amplification machine. Your tone, your energy, your presence—it all gets magnified. If you want to build a high-performing, resilient team, start by managing your inner state first. How? Before your next big meeting, ask yourself: “What mood am I bringing into this room?” I think it’s one of the most important questions you can ask yourself if you want to drive success. Your own. And your teams. #Leadership #ExecutivePresence #EmotionalIntelligence

The HR Leader’s Dilemma – Balancing Heart & Business “If you care too much, you’ll burn out. ........If you care too little, you’ll fail.” HR leadership is one of the most emotionally demanding roles in any company. We’re expected to advocate for employees, but we also have to make tough business decisions. How do we find the balance? There was a time in my career when I carried every tough decision home with me. Layoffs, difficult conversations, restructuring—I felt the weight of it all. But I learned that being an empathetic leader doesn’t mean you have to carry every burden alone. Here’s what I’ve realized: ✔Boundaries matter – You can care without carrying everything home. ✔You can be empathetic without sacrificing yourself. ✔Transparency builds trust – Even hard decisions feel fair when people understand the ‘why.’ Leaders who communicate openly earn respect. ✔Your energy is contagious – If you’re constantly drained, your team will feel it. If you show resilience, they will too. The best HR leaders understand this paradox: People-first leadership and business decisions can coexist. It’s not about choosing one—it’s about mastering both. How do you balance empathy with business reality? What’s your approach? I'm looking forward to reading your insights. 👇 #HRLeadership #EmpathyInBusiness #BalancingAct #LeadershipLessons