While we all strive to maintain professionalism at work, it's important to recognise that we are not just employees, but human beings with emotions. The old adage of “checking your feelings at the door” simply isn't realistic. More often than not, emotions from our personal lives are present in our work, and vice versa.

It can be all too easy to avoid discussing emotions in the workplace, but by not paying attention to emotions, we end up instead having our attention drawn to the behaviours that come from those emotions. Addressing emotional literacy within your organisation isn't just about preventing workplace conflicts; it's about fostering a culture of understanding and empathy that can lead to a more cohesive and supportive environment.

This point was eloquently highlighted by keynote speaker Katie Leveson at last week's HR Network Conference & Exhibition, where she used a memorable example from Disney's Frozen. The film follows Elsa’s journey as she embraces what she first thought were flaws, only to realise they are in fact her superpower and what makes her unique. In a pivotal moment in the film, she rejects the "conceal, don't feel" mantra that was imposed on her throughout her childhood. Instead, she chooses to "let it go," fully embracing her emotions and accepting her true self. This serves as a powerful reminder of the strength found in acknowledging and leveraging our emotions rather than suppressing them.

In reality, at work, it’s not about letting it all go! Implementing emotional literacy in the workplace does not mean delving into the intimate details of everyone’s personal lives or engaging in lengthy, complex emotional dialogues. Rather, it’s about creating spaces for simple, respectful acknowledgements of how we are feeling.

For instance, at Firefly, we start each meeting with a straightforward exercise: a two-word check-in from each team member describing their current emotional state. This could range from "stressed and frustrated," perhaps due to a morning traffic mishap, to "excited and energised" from a productive start to the day. We don’t share the stories or context, we just acknowledge what’s here for us at the start of the meeting and again at the end. This also allows us to adjust our meetings to accommodate how team members are feeling at that time.

This understanding can significantly influence team dynamics and efficiency by preventing miscommunications and minimising potential conflicts arising from hidden emotions. It also helps to build vulnerability-based trust. By providing space for individuals to acknowledge and express their emotions, we enhance our ability to navigate and manage workplace relationships more effectively. And we don’t even need to sing the song from Frozen - although we can if we want to!