1.2 Analyse how own emotions affect behaviour and the impact this has on others

This guide will help you answer 1.2 Analyse how own emotions affect behaviour and the impact this has on others.

Your emotions influence your actions, decisions, and relationships at work. Each feeling—anger, excitement, frustration, stress—can lead to different behaviours. As a manager or leader, the way you handle and express emotions shapes the atmosphere in your team. People watch your reactions and often mirror your attitude.

Recognising your emotional state helps you avoid negative patterns. For example, if you feel under pressure and snap at a colleague, they may feel disrespected or demotivated. Emotional reactions can be subtle, like sighing or speaking in a sharp tone. These small actions add up and affect team morale.

Self-Awareness

Self-awareness means paying attention to your feelings in real time. This is a key step in understanding how your emotions affect your actions. It lets you make conscious choices about your behaviour, rather than reacting impulsively.

You can build self-awareness by:

• Taking a moment to pause and reflect before responding
• Noticing physical signs of emotions, such as tense shoulders
• Keeping a journal of your emotional triggers

Simple self-checks during the day let you spot changing moods. You might notice a rising sense of irritation during staff meetings. If you can name this emotion, you are less likely to let it guide your behaviour unconsciously.

How Emotional Responses Influence Leadership

Leaders have a powerful effect on the workplace. Your emotional state can set a positive or negative tone for the entire team. If you approach problems calmly, staff are likely to feel more secure. If anger or frustration is your first reaction, colleagues might become anxious or defensive.

Emotional reactions from leaders can influence:

• Decision-making: Stress may lead you to rush decisions or ignore important details.
• Communication: Clear and kind communication boosts trust; a harsh tone can reduce confidence.
• Conflict resolution: Staying neutral and level-headed helps solve disagreements more fairly.
• Motivation: Enthusiasm can inspire staff, whereas negativity tends to lower morale.

Your colleagues look to you for cues. How you handle stress or disappointment shows staff what is acceptable. Uncontrolled emotional outbursts can damage your authority and trustworthiness.

Emotional Contagion: Feelings Spread

Emotional contagion describes how emotions pass from one person to another. This can happen through words, facial expressions, and body language. If you are positive, solutions-focused, and approachable, your team is likely to reflect these attitudes.

For example, walking into the office with a tense posture and closed-off tone can spread anxiety. If you smile and speak with warmth, you create security and optimism. Even small gestures, like listening with genuine interest, make a difference.

Examples of How Emotions Affect Behaviour

Scenario 1: Feeling Overwhelmed

If you are feeling overwhelmed by workload and express this through impatience, staff might avoid bringing you concerns. This can lead to missed problems, mistakes, or low morale.

Scenario 2: Expressing Appreciation

When you feel grateful for your team’s hard work and express it openly, staff feel valued. They are more likely to go the extra mile and support each other.

Scenario 3: Handling Disappointment

If you show visible disappointment at a staff member’s error but address the issue with support and guidance, it maintains their confidence. Criticising harshly or withdrawing emotionally could make them anxious about future mistakes.

Scenario 4: Reacting in Conflict

Becoming defensive in a disagreement can escalate tensions. Responding calmly and seeking to understand can de-escalate the situation and set an example for the team.

Emotional Intelligence

Emotional intelligence means recognising your own emotions, understanding how they affect your behaviour, and managing feelings in yourself and others. It is built on four main areas:

• Self-awareness: Noticing your feelings as they happen.
• Self-management: Finding ways to control or redirect your emotions positively.
• Social awareness: Understanding other people’s feelings and perspectives.
• Relationship management: Handling interactions in a constructive way.

Managers with higher emotional intelligence are better at supporting staff, building trust, and leading strong teams.

Impact on Others

Your emotions can help your team flourish or do the opposite. The way you behave sets the tone for how others act and feel. Here are some common effects:

Staff Reactions

• Positive emotions—like excitement or encouragement—boost creativity and motivation.
• Negative emotions—like anger or frustration—can create stress, lower morale, and increase staff turnover.
• Staff may adapt their behaviour to please you, hiding problems if they fear your reaction.
• Calm and clear communication builds trust, while poor emotional control causes confusion and uncertainty.

Team Culture

A leader who manages their emotions well helps create a culture of openness and respect. Staff are more likely to voice concerns, share ideas, and support each other. A lack of emotional control can lead to mistrust, poor communication, and a fear of speaking out.

Organisational Outcomes

Consistent, positive emotional management leads to:

• Higher staff retention
• Better teamwork
• Reduced conflict
• Improved care standards
• A safer, more supportive work environment

Emotional outbursts, frequent negativity, or ongoing stress in leaders can result in high turnover, increased absence, and poorer outcomes for people using services.

Strategies to Manage Your Emotions

It is not about hiding emotions, but managing them wisely. Strategies include:

• Pause before responding, especially in challenging situations.
• Practise breathing techniques or mindfulness to remain calm.
• Step away for a moment if you feel overwhelmed.
• Talk to a trusted colleague, mentor, or coach outside the emotional moment.
• Reflect on what triggers your strongest emotional responses.
• Prepare for common triggers by developing calming routines.
• Seek feedback from others about your emotional responses.

When you notice strong feelings arising, take note of the situation, your reactions, and the impact on others. This helps you spot patterns and plan change.

Communication and Emotional Impact

How you communicate is shaped by your emotions. Raised voices, clipped responses, or avoidance send strong messages, sometimes unintentionally. Active listening and open body language, even under pressure, send messages of respect.

Tips for managing emotional impact:

• Use a calm and measured tone, even during difficult conversations.
• Take responsibility for your feelings. Use “I feel…” statements rather than blaming others.
• Be consistent. Sudden swings in mood unsettle staff.
• Offer support and positive feedback as often as you set boundaries or correct errors.

Supporting Staff Through Emotional Leadership

Anyone in a leadership role has extra responsibility for how their emotions affect staff well-being. This is especially true in adult care, where staff often handle demanding situations themselves.

Some effective practices:

• Model self-care and healthy emotional habits. Staff will see what is acceptable.
• Encourage regular check-ins, giving staff the chance to share feelings.
• Share coping strategies and gently encourage others to use them.
• Recognise and celebrate team resilience after difficult events.

Awareness of your own emotional needs does not make you weak. Acknowledging them shows authenticity and builds trust with your team.

Balancing Authenticity and Professionalism

Staff appreciate leaders who show genuine emotion, such as honest concern or gratitude. However, it is important to keep boundaries. Intense displays of emotion—anger, tears, sarcasm—can make others feel unsafe or uncomfortable.

Strike a balance by:

• Being honest about challenges while remaining solutions-focused.
• Admitting to mistakes or tough days without losing professionalism.
• Staying supportive, even when disappointed or stressed.

By being authentic and professional, you come across as trustworthy and approachable.

Learning from Feedback

Ask staff and peers how your moods affect them. This might feel uncomfortable, but honest feedback is key to growth. You may not realise when your behaviour causes stress or discomfort.

Ways to gather feedback:

• Ask direct questions in supervision: “Did my response help you?”
• Use anonymous surveys for staff to comment freely.
• Reflect on formal or informal complaints to spot patterns.

Take feedback seriously and act on it as part of your personal development.

Recognising the Impact on Care Recipients

Your emotional state shapes the wider culture, including care given to service users. Staff affected by negative emotional leadership may have less patience or empathy to give, which impacts care quality. Positive emotional leadership creates an environment where people feel valued and supported.

People using services can sense staff mood and tension. A calm, optimistic environment leads to better outcomes for everyone.

Dealing with Stress and Emotional Burnout

Managers often feel the weight of responsibility. Accumulated stress without regular relief can lead to burnout—feeling exhausted, cynical, or detached. This can spill over into all areas of leadership.

Prevent burnout by:

• Setting healthy boundaries for work and rest.
• Using support networks and supervision.
• Delegating when possible to manage workload.
• Practising self-care routinely—exercise, sleep, nutrition.

Burnout affects your emotions and, in turn, your behaviour and relationships.

Building Emotional Skills for Ongoing Improvement

Continual growth in emotional skills pays off at all levels of leadership. Maintain a commitment to self-reflection and learning. Try formal emotional intelligence training or coaching sessions. Join peer support groups to talk about common challenges and solutions.

Keep notes on your strengths and areas for improvement. Share learning with your team so you grow together.

Final Thoughts

Your emotions are powerful—they guide your actions and send messages to those around you. As a leader, your emotional responses create either trust or anxiety, open doors to communication or close them. Developing self-awareness, managing your responses, and encouraging feedback all lead to a supportive, effective workplace. Your team and the people you support rely on your emotional consistency and honesty. This forms the core of excellent leadership in adult care.