Leading from the Heart: Why Emotional Awareness in Leadership Matters

When I first encountered Brene Brown’s article, “Leading from Hurt Versus Leading from Heart,” I felt an immediate connection. As a leadership coach and mentor, I’ve seen the difference it makes when leaders bring emotional awareness into their roles.

Today, let’s explore how leading from the heart—rather than from hurt—can transform your leadership and your team.

Emotional Awareness in Leadership: A Must, Not a Maybe

Emotional awareness in leadership isn’t a luxury—it’s essential. Brown’s insights reveal that when we lead from our own wounds—our frustrations, fears, and unprocessed pain—our leadership suffers. We become reactive, defensive, and disconnected from those we’re meant to inspire.

The overwhelming majority of top performers have high emotional intelligence (EQ). Emotional awareness sits at the core of EQ. Without it, even the most technically skilled leader will struggle to create a resilient, thriving team.

Practical ways to build emotional awareness in leadership include:

  • Regular self-reflection: Journaling your emotional responses to daily leadership challenges.
  • Seeking feedback: Invite trusted colleagues to share how they experience your leadership presence.
  • Practicing mindfulness: A few minutes of stillness can reveal what’s really going on in your heart.

Vulnerability in Leadership: The Secret to Real Connection

Brene Brown’s research also shines a light on the power of vulnerability in leadership. Vulnerability isn’t about oversharing or emotional outbursts. It’s about being real—admitting when you’re unsure, asking for help, and being open to other perspectives.

In my own leadership journey, I’ve found that vulnerability is the birthplace of trust. When I let my team see that I don’t have all the answers, they feel more willing to speak up and share their ideas. The result? More innovation, more loyalty, and less burnout.

Here’s what vulnerability in leadership looks like:

  • Saying “I don’t know” instead of pretending you have all the answers.
  • Asking team members for their input and really listening to them.
  • Owning mistakes rather than hiding them.

When leaders show up like this, it creates a ripple effect—people feel safe to bring their whole selves to work.

Moving Forward as Heart-Centered Leaders

Leading from the heart doesn’t mean ignoring the tough stuff. It means meeting challenges with curiosity instead of defensiveness. It means being willing to get uncomfortable for the sake of real progress.

I encourage you to make space to consider: Where are you leading from hurt? And how can you shift towards leading from the heart

Questions Worth Asking

  • What does leading from the heart look like in your current role?
  • When have you let unprocessed hurt cloud your decisions?
  • How can you build more emotional awareness into your leadership practice?
  • What support do you need to practice vulnerability more consistently?

Dig deeper and read Brene’s article: “Leading from Hurt Versus Leading from Heart”

And, if you’re ready to lead from the heart and want to explore this further, let’s connect. There’s no quick fix—but there’s always a path forward.