The Leadership Psychology of How We Think and Feel
This past week a colleague of mine and I were talking about leadership. Well, to be more accurate, we are always talking about leadership. Fun.
Anway, this colleague was talking about the upcoming leadership group training they would be facilitating, and they were talking about how important it is for leaders to understand how they think, feel, and act.
After reflecting upon the concept of thinking, feeling, and acting, which I totally agree with, another concept occured to me. Speaking. Also important.
Thus, the idea for this first-half of the two-part article on Developing the Self was created. Before we get into our discussion, however, let’s reset the first installment in the Leadership Series.
In the first installment of the Leadership Series, The Leadership Series Part 1: What is Leadership, and Why is it so Important?, we unpacked leadership as a concept and practice.
We also discussed 2 things that are very important to be clear about early on in any leadership development journey, which are
- Understanding yourself.
- Understanding your leadership style.
In this second installment, we will discuss understanding yourself as the very first step in a leadership development journey. Why? Good question.
Let’s take a look, shall we.
There are two ways we will approach this discussion.
- Psychologically
- Sociologically
Ready? Good, let’s go.
Leadership Psychology
Right, so, what in the world is leadership psychology? Well, in this context, we are going to address two main concepts. Thinking and feeling. Both are very important to understand for anyone in leadership.
If you don’t know why you think and feel as you do, you’ll never be able to understand how and why others think and feel as they do. Simple.
And, as a leader, you must understand how the people in your team, organization, business, and or family, or friend network think and feel. Very important.
Having an impact starts with us. Each of us. Understanding how and why we think and feel as we do is a necessity in any leadership role. Any and all leadership roles.
Thinking
An entire article, nay, book can be written about how we think in regards to, well, just about everything in life. Leadership included. It’s that important.
In fact, how we think drives everything else we will discuss in this article. It all starts with the mind. The quality of our mind. Meaning? Good question.
As I’ve written about in other articles, human beings are meaning-makers. Meaning, pun intended, that we take in data, information or stimuli, and we convert those stimuli, whatever they are, into narratives.
We do this to make sense of the world, and our place in it. A simple example can illustrate this point.
If my thinking is about the past, and all of the wrongs I’ve suffered, or bad things that have happened, I will bring these thoughts, feelings, verbalizations, and actions into the present moment. And?
I, in essence, will recreate the past. Reliving, as possible, past trauma again and again. And, so will everyone else I am interacting with and in relationship with.
However, if I am aware of my thoughts, and how I think, I can work on the thought impressions, called samskaras in sanskrit, and, over time, release them.
When they are released they stop showing up as a thought. It takes time.
These samskaras, thought impressions of old patterns and habits, loose power when you inquire into why they are there in the first place. Meaning, that creating self-awareness for a leader is a crucial aspect of leadership development.
When we have some sense of our own self, we can step outside of those thought patterns or habits and create new ones.
And, it is in the creation of new thought patterns where true empowerment is found for leaders, first, yes, for themselves, and then for their teams, organizations, families, and friends.
There are four things I do on a regular basis to increase my self-awareness.
- Meditation
- Diet
- Exercise
- Coaching
Each of these contributes to self-awareness in unique ways, and they combine to increase clarity, calmness of mind, well-being, and insight into who you are as a human being, and how you relate to yourself and everyone else. Very important.
Feeling
As was aforementioned, how we think really does affect, even predict, how we feel, speak, and act, and how we feel on a general level and even on a more specific level, which is very important.
Important to how we relate to ourselves and everyone else.
I grew up in a household where people definitely displayed emotion, yet it was still hidden, and definitely not talked about. And, that’s not a demerit. Why?
Because my parents were not shown how to understand their emotions and then how to constructively talk about them. It is far more normal, especially in the United States, than people might imagine. And?
Not helpful to your own development, nor is it to your teams, organizations, families, or friends. If you don’t know why you feel the way you do, you will not understand how others feel.
And, if you are unable to understand how you and the people around you feel, you cannot talk about feelings in productive and constructive ways.
However, when you know how you feel, understand why you feel as you do, and learn how to talk about emotions in healthy ways, you can navigate more complex conversations and situations as they arise.
And, in leadership roles, nay, in life, complex situations and conversations happen all the time. Sometimes every day.
In addition to meditation, diet, exercise, and weekly coaching, there are a couple of other things I do to understand my feelings and emotional state.
- Journaling
- Reflecting
Journaling, and reflecting upon how you feel, is a very important process; especially when we are truly interested in understanding how and why we feel as we do. Some questions I typically ask myself are as follows.
- What is the feeling that I am feeling?
- What is the thought that is driving that feeling?
- Where did that thought come from?
When you understand what you’re feeling, what thought is driving the feeling, and where the thought came from, you can begin to acknowledge the feeling.
When we can acknowledge how we truly feel, we can then release that feeling once we’ve gained true understanding. And, true understanding may mean working on a thought/feeling combination for some time.
Now, I’ve written most of this section with an assumption in mind. That, the work we do to understand how we feel, is needed mostly when we experience “negative” feelings, or emotions.
The emotions and associated feelings that bring us pain, discomfort, worry, and anxiety, for instance.
Why is it important to work on these “negative” emotions and feelings?
Because if we don’t understand how we feel and why we feel as we do, we will regularly give out all of that “negative” emotion to other people. And?
And, then, yes, we are giving out all of our anger, frustration, sadness, or whatever other feeling we have to everyone around us, and we are doing so unintentionally.
If you want to see an example of how this looks, just go to the grocery store and hang out for a while. You will encounter someone that is completely unaware of their emotional state. It won’t take long.
It happens all the time, every day. As was aforementioned, especially in the United States, where there is still, yes even in 2020, stigma about talking about our emotions. Not helpful and extremely unhealthy.
Now, understanding our feelings does not mean that we run out and tell everyone that we meet that we are frustrated, for instance, and here are the reasons why. A paradox? Yes?
Understanding your emotions and why you feel as you do, helps you do the exact opposite.
When we understand why we feel as we do, we can hold our emotions more, and find the right times to talk about them in appropriate ways; meaning healthy and constructive ways. Very important.
In Closing
Alright, though I have more to say on both of the aforementioned topics, for now, that concludes the first part of this second installment in the leadership series. Next?
We will take a look at Leadership Sociology. And, yep, you are correct, Leadership Sociology and Leadership Psychology are connected. They influence each other. A reciprocal relationship, if you like.
For now, remember, leadership psychology as defined here, understanding how we think and feel is an important first step in developing ourselves, yes, as leaders, and even more importantly as human beings.
When we are open to our own development, we can create contexts that are growth-oriented for everyone. It works that way.
Remember, it starts with you, with me, with each of us. Therefore, when we catch ourselves looking outside of ourselves for answers to why we think and feel as we do, we must remember to look within.
Because, my friends, within ourselves is the only place we will find the answers.
Develop. Inspire. Transform. 