The Science of Emotions: Why Emotional Intelligence is the Key to Workplace Resilience 

When I think of science, research, or high-stakes business environments, I often imagine cold logic and data-driven decisions. It feels like emotionless execution. But what if emotions, which are often seen as obstacles, are actually catalysts for innovation, collaboration, and resilience? 

Ilona Stengel’s TED Talk, The Role of Human Emotions in Science and Research, reminds us that even in the most technical fields, emotional intelligence is not a luxury, it’s a necessity. 

As a Stress Management and Emotional Resilience Coach, I see this every day in the workplaces I support. Emotions are always in the room, whether they’re named or not. When coaching leaders in this space, I’ve noticed that when we embrace emotional intelligence, especially in times of stress, change, or uncertainty, we unlock a deeper level of performance and well-being. 

This perfectly mirrors what I teach in leadership workshops.  When leaders can recognise their own emotions & triggers, or that of others, they can build trust, rapport and support a resilient work environment.   

The Science-Backed Power of Emotional Engagement 

Ilona tells the story of her research team working on OLED technology. Even after the company announced the project’s termination, her team’s productivity skyrocketed. Why? Because they were emotionally invested. 

They weren’t just completing tasks—they were dedicated, empowered, and felt a deep sense of belonging. 

These three pillars—Dedication, Empowerment, and Belonging—form the foundation of emotionally resilient teams.

Emotions at Work: Why Suppression Doesn’t Work 

Ilona was told repeatedly: “Don’t take it to heart. You can work on something else.” But her emotional connection to the project was what fuelled her growth and innovation. Suppressing feelings may reduce discomfort in the short-term.  However, I’ve seen clients who’ve allowed those suppressed feelings to fester for too long, and it’s left them feeling disconnected. They come to me seeking meaning and purpose, feeling rudderless and de-motivated. 

In leadership, the same is true. When we numb out or “power through” without acknowledging emotional undercurrents, we miss critical opportunities to connect, adapt, and lead authentically. 

As a leadership and workplace coach, I equip leaders and teams with the tools to: 

• Understand emotional triggers and manage stress proactively 

• Build emotionally intelligent communication skills 

• Create cultures of belonging, even during change or restructuring 

• Channel emotional energy into innovation and solution-focused thinking 

Emotional Intelligence: The Future of High-Performing Workplaces 

Whether you’re managing a scientific research team, running a rural business, or leading a government department, emotional intelligence is your superpower. 

Just like Mr. Spock eventually realised that logic and emotion complement one another, the modern workplace is waking up to the same truth. Emotions fuel motivation. This drive innovation. When cultivated with intention, it create teams that don’t just survive stress, they thrive through it.

Ready to build a more emotionally resilient workplace? 

I work with business leaders, managers, and teams to develop practical, evidence-based emotional intelligence strategies that reduce stress and improve communication. If your workplace is navigating change, high pressure, or burnout—let’s talk. 

Because science shows us: it’s not just what we think that drives success—it’s also how we feel. 

TL;DR – Emotional Intelligence in the Workplace 

✅ Do: 

• Acknowledge and embrace emotions – Emotional investment fuels creativity and commitment. 

• Foster team belonging – Connection to purpose and people boosts performance. 

• Empower your team – Autonomy and trust encourage ownership and innovation. 

• Communicate with emotional intelligence – Practice active listening, empathy, and clear expression. 

• Turn stress into strategy – Use emotional triggers as cues for meaningful change. 

❌ Don’t: 

• Ignore or suppress emotions – It leads to disengagement, burnout, and missed opportunities. 

• Rely only on logic – Facts alone can’t motivate teams through uncertainty. 

• Micromanage under pressure – Control kills innovation and trust. 

• Dismiss emotional responses as weakness – Emotions are data, not drama. 

• Avoid difficult conversations – Lean into discomfort to build stronger communication.