Save your tears for the boardroom.

At work, many of us have perfected the art of compartmentalising our emotions – flipping between our “professional persona” and the “real us” like it’s second nature. We’ve been encouraged to maintain an emotional firewall at work: vulnerability treated as a liability, passion used sparingly, authenticity saved for the weekend rather than the weekly meetings. I remember early in my career struggling to answer even the simplest question in a meeting because I was busy self-editing in my head, trying to sound more professional. They had probably only asked how my weekend was. 

So when I say I believe emotion has a real place at work, I know it must sound wild. An emotional creative team? How groundbreaking. But I honestly think it’s the spark. Over the years, I’ve learnt that emotional expression isn’t a distraction from innovation – it’s often the engine behind it. The most interesting, resilient and high-performing teams communicate how they feel. They bring their full emotional self into the room – the joy, the frustration, the enthusiasm and yes, the occasional tears. These are not red flags, but as signs that we really care about the work. 

June 23, 2025

The creative advantage: embedding design thinking into commercial strategy.

Thought Leadership

By Richard Brownlie-Marshall

This feels especially relevant during Men’s Mental Health Month. Men are still taught to be emotional minimalists – to keep problems to themselves and carry their burdens quietly. But the energy it takes to suppress how we feel is enormous. Expression frees us, suppression drains us. It’s the fast-track to burnout. And when people feel safe enough to express themselves, you can feel an entire room breathe a sigh of relief. 

It may be very “Millennial Manager” of me, but I’ve always been very open with my teams. I share honestly so they know it’s a safe space to share back. We work through challenges quicker, learn faster and build a culture of real dialogue. For example, I’ve had team members voice genuine frustration about a campaign direction during a client presentation – it sparked an honest conversation that ultimately transformed the work and led to a far more successful campaign.

And, in my experience, that’s why my teams consistently top the leaderboard in job satisfaction and morale – not because everything is perfect, but because everything is on the table.

I also think emotional expression is a core part of development. Emotional intelligence isn’t innate – it’s practised. Learning to communicate constructively, raise concerns, ask for help and show vulnerability – that’s the training ground for future leaders. And you can’t build those muscles in a culture that asks everyone to fall in line and do as they’re told. I’ve found that vulnerability doesn’t lose respect, it strengthens connection. When I’ve been open about pressure or uncertainty, it’s relatable content. It empowers people to voice their own perspectives, gives autonomy and growth without fearing failure. Conflicts get addressed rather than avoided. Tension dissipates instead of simmering under the surface.


Of course, there’s a balance. I’m not suggesting your office needs to resemble an episode of Selling Sunset. But I do believe in giving yourself permission to bring yourself to the table. Difference is what makes teams brilliant. To be proud of your strengths, honest about the skills you’re still building and open to feedback that helps you grow. So often the things holding us back are simply blind spots and you need authentic connections to bring them into the light.

So this Men’s Mental Health Month, I’m encouraging us all to rethink what strength at work really looks like. Strength isn’t stoicism, it’s emotional fluency. Because when people feel safe enough to be fully themselves, the culture, the work and the wellbeing all rise together. So yes, save your tears for the boardroom – not as a breakdown, but as a breakthrough. A reminder that emotion isn’t the enemy of creativity… it’s the engine that drives our best work.

Thought Leadership (27)