They encourage you to apply this information to whatever gender role you identify with. One insight that they surfaced is that research on emotion at work is largely based on binary male and female gender roles, which don’t represent many people. They share their own perspective, and also intentionally spoke with people of different races, ages, and genders when doing research in order to point people to more in-depth resources and amplify the voices of those who have various backgrounds. As white females sitting in a place of racial privilege, Liz and Mollie recognize they have a specific lived experience relative to their identities, as we all do. When writing their book, Liz and Mollie set out to cover a wide range of experiences and identities, but acknowledge their work isn’t all inclusive because everyone brings a different context and lived experience to their own work, including gender identity, cultural norms, and more. In this Creative Confidence Podcast conversation, Liz and Mollie share their perspective on the role of emotions at work, outline a framework for making better decisions by tapping into our emotions, and explain how to move from emotional intelligence to emotional agility.Įmotions in context: It looks different for everyone And that begins with letting yourself feel and identifying the emotion,” says Liz. “All good things start when we acknowledge what we’re feeling. So instead of trying to suppress emotion at work, the authors say we need to know how to express emotion in a way that’s beneficial to ourselves and others. Even if it feels uncomfortable to share our emotions at work, Liz Fosslien and Mollie West Duffy, authors of the Wall Street Journal bestselling book No Hard Feelings, argue embracing our emotions makes us better at our jobs.

Liz fosslien no hard feelings