And if it is, what’s the mood you’re spreading?

I have a clear memory of a people leader who shared that when she knew she was in a bad mood, she’d hide herself in a meeting room.

She stayed put until she had managed to move on from those emotions and generate more uplifting energy. Only then would she emerge to face her team.

She knew instinctively that exposing her team to her grumpy, disgruntled energy would create an atmosphere of anxiety and gloom.

She knew that emotions are contagious.

Moods Create Environments

Who hasn’t said to a colleague at some stage, ‘’ I wouldn’t speak to the boss right now – they’re in a foul mood.’’

If your team is saying that about you, how does that impact their ability to be at their best?

They may steer clear of coming to you with an idea for a product tweak, a problem with the supply chain, or an opportunity for a new client meeting.

Why? Because they may be anticipating a wealth of unhelpful responses: A sharp, destructive critique, a sarcastic comment, a curt dismissal or stonewalling – an impenetrable façade.

And the mood people experience influence the behaviours they choose – and over time, that creates the environment.

Why Create a Bad Mood When You Can Create a Good Mood?

Because it’s easier.

We’re Wired that Way

We are wired to notice the negative in an environment. We are wary of threats. A single critical comment carries more emotional weight than many positive comments. So we are alert to negative signals – and act on them.

Speed of Impact

Linked to our wiring, a sigh, a frustrated tone of voice or a frowning expression can trigger a bad mood.

But positive moods need consistency. We trust over time, but we distrust immediately.

Contagion

One bad mood in a team can overwhelm the positivity of all the other team members put together. And if that person is a leader, that’s a major atmosphere pollutant.

And that’s why Satya Nadella, in taking over the role CEO at Microsoft, invested extensive and consistent effort to create a culture of empathy, collaboration and a growth mindset.

The mood starts at the top.

And every leader plays a part in cascading it or stopping its flow.

Which Mood Do You Choose?

It’s your choice as to the type of mood you create.* You can choose to stay with an emotion, a feeling, a mood – or shift it.

That’s easy to say. Who hasn’t griped about a colleague who messed up a client presentation, a promotion that seemed unfair or a change in a project focus?

It’s recognizing this and making a conscious choice that matters.

The power is in the pause.

Can you take a breath and choose? Because emotions drive people. Either towards something or someone, or away from them.

The question: Which of your moods will best support you and your team to move in the direction that brings out the collective best?

The request: Remember – it’s your mood, so it’s your choice.

What’s the Difference Between Emotions – Feelings – Moods?

If you’re wondering what the difference is between emotions, feelings and moods, it’s a question of time.

Emotions are fleeting. They arise and dissipate within six seconds (unless you keep refuelling them).

Feelings last longer. You may be thinking about other times they’ve arisen. Over time, you may notice them shift ang create other emotions and feelings. Anger may turn to resentment or guilt… or vice versa.

Moods linger. They are states and they can remain with you for hours or days. People may recognize you as being in a permanent ‘mood’.