Art Imitating Life: Succession and the Emotionally Volatile Leader
If you’ve watched even five minutes of HBO’s Succession, you’ve seen Logan Roy detonate in a boardroom. One moment he’s stone-faced; the next he’s tearing into an executive with nuclear precision. The takeaway? Fear may get short-term compliance—but it wrecks long-term commitment.
It’s not just a TV trope. Emotional volatility from leaders erodes trust faster than any poor strategy ever could.
The Real-World Breakdown
In the workplace, emotional mismanagement doesn’t always look like yelling.
It’s the slammed Zoom call.
The passive-aggressive silence after someone disagrees.
The sarcastic response meant to embarrass instead of engage.
And here’s the truth: your team feels every bit of it—even if they never name it out loud.
You’ve got incredible emotional power as a leader. The question is: are you managing it… or are you unleashing it?
What Happens When Leaders Don’t Govern Their Emotions
Let’s be clear: emotional governance doesn’t mean shutting down how you feel. It means leading yourself before leading others.
When you don’t:
- People stop bringing you problems (you’ve become one).
- Feedback dries up (no one wants to trigger you).
- Innovation slows down (emotional safety evaporates).
You may think you’re just “passionate” or “direct.” But your team is quietly calibrating every word, every tone, every mood swing.
Practice This: Name It to Tame It
One of the simplest, most powerful practices for emotional regulation?
Label what you feel before you act on it.
Feelings are facts—but they’re not always truth.
Here’s how to use it:
- Before a meeting, take 60 seconds and name the top 1–2 emotions you’re carrying.
- “I feel frustrated and anxious.”
- Then ask: “Where is this coming from, and does it belong in the room I’m walking into?”
- Write it down. Don’t take it out on someone else.
Naming de-escalates. It gives your brain just enough space to shift from reaction to response.
A Personal Gut-Check
Let’s turn the mirror around.
When was the last time your team experienced your stress before they saw your strategy?
Or your frustration before they heard your feedback?
That’s not judgment. That’s leadership maturity. If you feel something, you get to own it—without making your team carry it.
Do This Now
In your next team meeting, model emotional clarity:
- Say: “Before we jump in, I just want to say—I’ve been a little off this week. There’s a lot happening behind the scenes, and I’m navigating it. But I’m here, and I’m listening.”
- Watch what happens to the tone of the room. It’ll settle. People will engage more. You’ll open a door they didn’t even know was closed.
Call to Action
Start an Emotional Inventory for one week.
Each day, ask yourself:
- What am I feeling?
- Where is it showing up in my behavior?
- Who else might be impacted?
Leadership isn’t about not feeling. It’s about feeling well—and leading from it.
Because if you can’t govern yourself, you’re just a high-functioning liability.
Let’s do better.
