Technique 5.25 False Beliefs about Emotions Checklist

A way to identify unhelpful emotional assumptions.

Instructions:
Read each belief.

Tick ‘✔’ if you (or your team) hold it often, ‘?’ if sometimes, and ‘✖’ if rarely/never.
Then review the “Reframe” column to update the belief.

False Belief	✔ / ? / ✖	Reality-Based Reframe
1. Emotions are unprofessional at work.		Emotions are natural and provide essential information for decision-making, engagement, and wellbeing.
2. Strong leaders don’t show emotions.		Authentic, appropriately expressed emotion builds trust and credibility.
3. Negative emotions should be avoided or suppressed.		“Negative” emotions reveal needs, concerns, and risks—valuable data during change.
4. If I feel something strongly, it must be true.		Emotions are signals, not facts; explore them before acting.
5. Talking about emotions will make things worse.		Naming emotions reduces intensity and improves clarity and cooperation.
6. Everyone experiences emotions the same way.		Emotional triggers vary widely; therefore, assume diversity, ask rather than guess.
7. Emotions distract from logical decision-making.		Emotions complement logic—they help evaluate impact and priorities.
8. People should “get over” their feelings during change.		People need time to process loss, uncertainty, and new expectations.
9. Showing emotions means losing control.		You can express emotions and remain responsible for your behaviour.
10. My emotions don’t influence others.		Emotional contagion is real—your tone can significantly affect team energy and climate.

(main source: Hugo Alberts et al, 2025)