In her TED Talk “The gift and power of emotional courage” Susan David introduces us to the term: “Sawubona”.

“Sawubona” is a Zulu greeting meaning “I see you, and by seeing you, I bring you into being.” It reminds us that recognition is not passive. Being seen, by others and by ourselves, is foundational to psychological safety, resilience, and meaningful leadership in complex environments.

Expanding this idea beyond greeting rituals, her talk frames seeing as an active practice. When people are unseen (emotionally or psychologically) rigidity, denial, and disengagement emerge. In workplaces, this appears as false positivity, emotional suppression, or chronic burnout.

Why are rigid emotional responses dangerous in complex workplaces?

Rigid responses to emotion, such as denial, sulking, or forced positivity, are unsustainable in times of change. When things are complex, it requires flexibility. Research shows that being rigid, will amplify stress rather than resolving it. It limits creativity, learning, and adaptive leadership.

Her talk draws a powerful parallel between personal emotional rigidity and societal denial. Just as apartheid relied on denial to survive, individuals and organisations suffer when uncomfortable emotions are ignored rather than understood.

Is forcing positivity actually harmful?

Yes. The “tyranny of positivity” shames people out of normal human emotions like sadness, anger, or grief. Being told to “just stay positive” during hardship is not only unkind, it weakens resilience. More importantly, it stops people from developing the skills needed to navigate reality.

Survey data from over 70,000 people shows that one-third actively judge or suppress so‑called “bad emotions.” This pattern affects families, teams, and leaders. It often unintentionally spreads emotional shame.

What happens when we suppress emotions at work?

When emotions are ignored or pushed aside, they intensify. Psychologists call this amplification. Suppressed emotions don’t disappear ; they will leak into behaviour, decision-making, and relationships.

People may believe they are in control, but internal pain always finds an outlet. Engagement drops, trust slowly disappears, and psychological safety is impacted.

What is emotional agility?

Emotional agility is the ability approach difficult emotions with curiosity, compassion, and courage, while choosing actions aligned with our values. This doesn’t mean you have to feelgood all the time. This is about responding thoughtfully.

For emotional agility you need both acceptance and accuracy. Emotions are data, signals pointing to what we value. They inform us, but they do not dictate our behaviour.

Why does accurately naming emotions matter?

Words matter. Saying “I’m stressed” flattens emotional meaning. Accurately naming emotions, such as disappointment, dread, grief, activates readiness in the brain. It allows people to take the right steps in responding, rather than reactive ones.

Greater emotional intelligence will lead to better self-leadership, clearer decisions, and more values-aligned action.

How does emotional agility improve engagement and performance?

Research highlighted in the Susan’s TED Talk, shows that when people are allowed to feel their emotional truth at work, engagement, creativity, and innovation increase.

More importantly, diversity includes emotional diversity, not just demographic diversity.

When we consider the individual, when people are allowed to be fully human, teams will naturally be more resilient.

How can leaders and HR practise emotional agility daily?

• Notice emotions without becoming them

• Replace “I am angry” with “I’m noticing I’m feeling angry”

• Ask what the emotion is pointing to

• Choose values-connected actions rather than emotional reactions

These practices build psychological safety and sustain performance.

FAQ’s

Why is discomfort necessary for meaningful work?

Discomfort is the price of growth. Unless we feel discomfort, we are not growing and not participating in a meaningful life. No one builds a career, raises a family, or contributes positively without stress, loss, or disappointment.

Are emotions a weakness in leadership?

No. Emotions are information. When approached with agility and a growth mindset, they strengthen leadership judgement and values-based decision-making.

How is emotional agility different from emotional intelligence?

Emotional agility emphasises flexibility, values alignment, and action, not just awareness or regulation.

Source: TED Talk “The gift and power of emotional courage” Susan David

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