A third scenario that the leader may be confronted with is an employee in a state of total discouragement who questions everything, who devalues himself/herself and who no longer believes in anything and especially not in the continuation or success of his/her project or his/her actions. What are the most appropriate ways to react to this seemingly blocked situation? A pat on the back, a little “It’s nothing; it will get better! “and off you go again? This may be the most logical behavior, but it is not the most appropriate in this situation.
Recognizing and detecting emotions in oneself and in others, reacting to them adequately in order to understand their message is essential in order to initiate a change in one’s leadership practices so as to lead, influence and develop a team. This requires the willingness to welcome the emotions and stress reactions of one’s collaborators and to transform them. This is called stress management or relational stress management.
At Becoming Leader, we know that the development of one’s full potential as a leader requires mastering the management of emotions at home and in one’s relationship with others, regardless of the sector in which you work professionally.