The Elephant at Work
There’s an elephant in the room.
It’s been there for a while. We all see it. Most pretend it’s not there.
It’s called emotion.
For years, workplaces have operated on the unspoken belief that emotions and business don’t mix. That work should be rational, strategic, logical. That leaving emotions out of it somehow makes us better at our jobs.
But here’s the irony—it’s emotions that make work, well… work.
People check out. Not physically, but emotionally.
Teams start going through the motions instead of going the extra mile. Decisions get made—but they don’t stick, because people weren’t part of them. Culture becomes a poster on the wall, not something people feel.
And here’s the kicker: even when companies do talk about emotions, it’s often in a way that doesn’t really touch anything real.
Instead of "How do we want to feel at work?" we get:
"We’re a family here." (Until budgets get tight.)
"Bring your whole self to work." (But maybe not that part of yourself.)
"We value well-being." (As long as it doesn’t disrupt productivity.)
The best workplaces don’t ignore emotions. They don’t just talk about them either. They design for them.
They create cultures where:
Trust isn’t just a word—it’s felt.
Collaboration isn’t forced—it happens because people want to show up.
Change isn’t painful—because people see themselves in it.
This isn’t about making workplaces ‘soft’. It’s about making them real.
Next time someone shares an emotion at work—frustration, excitement, hesitation—pause.
Then, instead of fixing it, instead of shutting it down, instead of moving on, try asking:
“Tell me more.”
That’s it.
Because when people feel heard, everything else—trust, engagement, performance—follows.
And maybe, just maybe, the elephant in the room stops being a problem.
More a guide.
Cara
P.S. What’s one emotional roadblock you’ve seen at work? Hit reply—I’d love to hear.
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DM me to learn more about how we can bring this to your team or organisation.