Emotions Science Simplified: The Power of Strategic Emotion at Work Why We Express Emotions and What It Means for Leadership

Welcome back to Emotions Science Simplified! This time, we’re diving into a fascinating review by Deanna Geddes and Dirk Lindebaum that unpacks the why behind strategic emotion expression at work. While we know emotions shape workplace culture, this research explores how and why people use emotions strategically, and what that means for leadership.

The Big Idea: What Is Strategic Emotion Expression?

Strategic emotion expression is the deliberate use of emotions to achieve a goal in a workplace setting. It’s not just about what emotions we show, but why we choose to display them in a certain way. Whether it’s a leader expressing confidence to motivate a team, an employee showing frustration to highlight an issue, or a customer service rep smiling through a difficult interaction. These choices shape workplace relationships, performance, and culture.

Why This Matters

Most research on workplace emotions focuses on which emotions people express anger, joy, fear, etc. But the reason behind emotional expression is just as important. The why determines:

• The impact of emotion on others – Does it inspire, manipulate, or create conflict?
• Who benefits – The individual, the team, or the organisation?
• Whether it’s healthy or harmful – Does it build trust or create emotional strain?
• Understanding why people express emotions strategically at work helps leaders and organisations create healthier, more effective workplaces.

Three Levels of Strategic Emotion Expression

The study breaks down emotional expression into three key levels:

1. Personal & Interpersonal Motives

• Expressing emotion to gain support or build relationships.
• Example: A colleague shares frustration about workload to encourage teamwork and support.

2. Organisational Display Rules

• Workplace norms (and emotional culture) influence how emotions should be expressed.
• Example: Customer service employees are expected to be friendly, even when dealing with difficult customers.

3. Societal & Cultural Expectations

• Social norms shape which emotions are acceptable.
• Example: In some cultures, leaders are expected to stay composed, while in others, passionate expressions are seen as inspiring.

Key Findings

• Emotions are strategic tools – People use emotions intentionally to navigate challenges, build relationships, and achieve goals.
• Context matters – The same emotion can mean different things depending on workplace norms and culture.
• Emotional labour is real – Constantly managing emotions (e.g., always showing enthusiasm, even when stressed) can be exhausting.

Practical Takeaways for Leaders & Teams

• Encourage emotional authenticity – While some emotional regulation is necessary, leaders should create environments where people feel safe expressing genuine emotions.
• Understand emotional norms in your organisation – Are people rewarded for being open about challenges, or expected to ‘put on a brave face’? Align expectations with a healthy emotional culture.
• Recognise emotional labour – Roles that require constant emotional control (like customer service or leadership positions) can lead to burnout. Support employees by acknowledging this hidden work.
• Use emotions strategically – Leaders who express emotions intentionally (like showing vulnerability to build trust or enthusiasm to drive motivation) can shape workplace culture in powerful ways.

A Key Quote from the Research

“The why, not the emotion itself, defines workplace behaviour.”

Read the Research

Click here to access the full research paper (behind paywall): Emotion in strategic management: A review and future research agenda »

Want to learn more? Stay tuned for the next edition of Emotions Science Simplified, where we’ll explore how emotional norms differ across industries and what that means for leadership.