Leadership is more than just numbers, data and facts. Good leadership means inspiring and motivating people and accompanying them on their journey - and this can only be achieved with emotions. In this section, we show you why emotions are so crucial in leadership and how Globe of Emotions® can help you to develop the full potential of your leadership skills.
Leadership is not a rigid concept - it is dynamic, alive and connected to the people you lead. Good leadership is about being authentic, creating genuine connections and providing a space where trust and innovation thrive. But what is often overlooked: Emotions are the key to achieving all of this. They bring depth and effectiveness to any leadership approach. Sounds exciting, doesn't it? Here we have summarized the key benefits of leadership with emotions for you:
Emotions are like the invisible net that holds everything together. They determine how your words and actions are received by your team. When you consciously use emotions in leadership, you reach a whole new level of communication and understanding. Emotions help you to show empathy at the right moments, make decisions authentically and resolve conflicts constructively. In short: emotions make you a powerful leader.
Change is inevitable - whether in companies, teams or on a personal level. But change often means uncertainty and fear. This is precisely where emotions play a crucial role: they help not only to manage change processes, but also to shape them. If we understand and utilize the emotional aspect of change processes, we will be able to take people with us, overcome resistance and see change as an opportunity.
Imagine you have all the leadership techniques down: giving feedback, managing conflicts, formulating visions - and yet you realize that something is missing. This is exactly where our tool comes in: Globe of Emotions®. It shows you how to consciously bring emotions into the dialog in order to take your leadership to a new level. This way, every tool you use is not only understood, but also felt and lived - by you and your team.
The Globe of Emotions® is an innovative tool that allows you to look at your leadership from a completely new perspective. It is like a meta-level that shows you how to integrate emotional intelligence into your leadership work. It helps you to use leadership tools correctly and achieve maximum impact - because every tool only works properly when emotions are consciously included.
Leadership means growth - for you and your team. If you are ready to unleash the full power of your leadership and use emotions as your strongest ally, then let's talk about it. We offer customized seminars and coaching to help you do just that. Get in touch with us - we look forward to accompanying you on your journey!
Send request nowWould you like to know more about emotions in leadership? Then listen to our podcast! We discuss emotions specifically for the area of Leadership and give you helpful insights and tips for using and dealing with emotions.
The podcast is dedicated to the topic of emotions in leadership and offers practical ideas for managers. The experts Christoph Theile and Jochen Peter Breuer shed light on key concepts such as emotional sovereignty, the Globe of Emotions® and psychological safety. They regularly invite inspiring guests to share valuable insights and experiences on these key topics.
The book by Nadja Kahn and Christoph Theile shows that both thinking and feeling belong together. It inspires readers to reflect on situations from everyday (entrepreneurial) life: Are we supposedly just thinking or are we just feeling? How do the two interact in an entrepreneurial environment? Through the exciting story of Maxi van Weller and her two companions Ratio & Emotia, readers are guided from recognizing to understanding to activating all emotions. They learn that reason and emotion need each other and go hand in hand. The story is rounded off with an explanatory technical section in which the Globe of Emotions®a unique system for classifying the seven basic emotions, shows that all emotions have their place in our lives. The book also offers deep insights into the role of emotions in change processes and shows how managers can master emotional change.
For us, emotional Leadership consists of 5 dimensions: Self-leadership, connection and trust, direction, results and culture. This combination enables a leadership style that not only takes emotions into account, but also incorporates them into the Leadership process and generates benefits from them.
Everything starts with self-management. An old German saying goes: "Preach water and drink wine". Managers who act as role models never relinquish this role, not even when they leave the company at the end of the day. But there is much more to self-management. The development of judgment, a work ethic, performance standards and even stress tolerance. In the area of emotions, it is about developing emotional sovereignty, i.e. the ability to control one's emotions and not the other way around, to feel in control of the emotions that arise.
A manager is nothing without his or her team. Sustainable success can only be achieved in a team. Trust leads to psychological security. If this is practiced, a space is created where everything can be said and where the people in a team only talk to each other and no longer about each other. Trust is a delicate plant. Managers who are able to work and shape a team with trust are to be envied. But trust also means hard work - by all members of a team. It is about sustainably building good relationships, feedback, recognition and constructive criticism so that everyone can grow together and everyone feels ready to take on responsibility. Above all, there is basically one term: communication.
Giving direction is once again a central element of leadership. Today, we expect a manager to have a motivating vision in mind, the common thread for the future development of the department, division or even the company. We expect the basic attitude of an entrepreneur and the ability to communicate these thoughts and images effectively and turn them into reality with the team. We expect a high level of initiative that acts proactively and creatively and also anticipates the opportunities and pitfalls that lurk along the way.
Fredmund Malik once expressed this aptly. Being a manager is not a position, a title or a role - it is a profession with a calling. Leadership is therefore an inner attitude. A manager achieves results - with people and with money. This includes a focus on results, quality orientation, performance management, recruiting and a great deal of determination. It is about staying on course and not losing heart when difficulties arise. And again, special communication skills are needed to give constructive feedback, to lead the processes to success, with discipline and ambition.
A manager actively works on shaping the culture of the department, division or company. You cannot determine a culture, you can only live and exemplify it and lead by example. It describes the role model function in its purest form. Through constant trust, you can ensure that employees give their best in the interests of the company. Constant feedback can ensure that employees feel seen and valued for what they are. In this way, the players in a company learn that performance is worthwhile, that everyone has the opportunity to develop according to their strengths and inclinations, and that an open culture of error leads to courage and creativity.
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