The Leadership Advantage of Being a “Crier”

I want to explore an idea that might surprise you: people who cry easily often make exceptional leaders.

Have you ever been told you’re too emotional?
Do you tear up during heartfelt conversations, at work stress, or even during a touching TV commercial?

If so, you’ve probably internalised the message that crying is a sign of weakness, especially in leadership. But emerging research in neuroscience, leadership psychology, and emotional intelligence says the opposite: people who cry easily often possess traits that make them exceptional leaders.

And no, this isn’t soft, fluffy sentimentality. This is science.

The Research: Why Emotional Leaders Excel

A growing body of evidence shows that empathy, emotional intelligence, and emotional responsiveness, the traits that often correlate with crying easily are powerful leadership strengths.

1. Empathy Drives Better Leadership Outcomes

A recent systematic review of 42 peer-reviewed studies found that empathetic leaders consistently improve interpersonal relationships, team cohesion, organisational culture, and overall performance.
Source: Springer, Empathy in Leadership (2024)

Empathetic leaders can read emotional cues, respond to people’s needs, and create psychological safety, one of the top predictors of high-performing teams.

2. Emotional Intelligence = Leadership Effectiveness

Research published in Quality & Quantity (2025) found that leaders with high emotional intelligence (EI) were more effective communicators, better decision makers, and better at motivating and engaging their teams.

EI includes:

• Emotional awareness
• Empathy
• Emotion regulation
• Social awareness

These are the same capabilities often demonstrated by people who “feel deeply.”

3. Emotionally Sensitive Leaders Create More Innovative Workplaces

A study in the Journal of Leadership & Organizational Studies showed that empathetic leadership improves employee performance, satisfaction, and innovation.
Employees working under empathetic leaders feel safer sharing ideas and taking risks with the foundation of innovation.

So What Does Crying Have to Do With This?

Crying is often a physiological reaction to empathy, overwhelm, connection, or deep emotional resonance. People who cry easily tend to have:

• Heightened emotional attunement
• Stronger empathic response systems
• Increased social awareness
• A deeper connection with others’ feelings

In other words, they’re wired for leadership connections, something many traditional leaders lack.

The Leadership Advantage of “Criers”

1. They read the room better.

Sensitive leaders detect emotional undercurrents others miss frustration, burnout, disengagement, or interpersonal tension.

2. They build trust more quickly.

Showing emotion signals authenticity. People trust leaders who feel human, not robotic.

3. They create psychological safety.

When leaders acknowledge emotion, they give permission for the team to speak freely, share concerns, and admit mistakes, the cornerstone of high-performing teams.

4. They lead with humanity, not ego.

Criers often show compassion, humility, and perspective qualities that inspire loyalty and reduce toxic workplace dynamics.

But What If You Don’t Want to Cry in Every Meeting?

Good news: you don’t have to.
And even better news: being emotional doesn’t mean being out of control.

Here are some ways to harness your emotional strength without losing your cool or being taken advantage of.

How to Tap Into Your Emotional Leadership Superpower

1. Name Your Emotions Before They Name You

Research in affect labelling (UCLA) shows that simply naming your emotion reduces its intensity.
Try:

• “I’m feeling overwhelmed.”
• “I’m moved by what you said.”
• “I need a minute to process.”

This keeps you composed while still honouring your emotional truth.

2. Choose When and Where to Be Vulnerable

Emotion is a tool not a floodgate.
You don’t have to share everything in real time.

Try:

• Taking a breath before responding
• Scheduling an offline 1:1 to express concern
• Using a moment of emotion to build connection but not derail the conversation

3. Set Clear Boundaries

Being empathetic does not mean being a doormat.
You can be caring and assertive.

Boundary scripts help:

• “I care about your experience, and here’s what we need to focus on now.”
• “I hear you, and this is the limit I can work within.”

4. Build Emotional Recovery Rituals

Crying or feeling deeply can be draining.
Protect your energy with:

• Walks
• Deep breaths
• Music
• Debriefs
• Journaling
• Venting with a trusted colleague

Leadership requires emotional stamina, and rituals help sustain it.

5. Reframe Your Sensitivity as a Strength, Not a Flaw

You don’t need to “toughen up.”
You need to own the value you bring: empathy, attunement, connection, humanity.

These are rare leadership traits.
And research shows they’re becoming the most valuable ones in the modern workplace.

So What?

If you’re someone who cries easily, feels deeply, or has been called “too emotional,” here’s the truth:

You are not too much.
You are exactly what modern leadership needs.

Let your empathy lead with boundaries, with awareness, with intention.
Because your ability to feel is not a liability.
It’s your superpower.

Written By Emily Jaksch