News
November 26, 2025
Staff are losing their jobs but it’s the CEO who needs comforting. What gives?
While modern leadership guides extol the virtues of vulnerability and authenticity, there’s still a time and a place for tears, says Dr Kirstin Ferguson.
**Staff are losing their jobs but it’s the CEO who needs comforting. What gives?**
In the face of company-wide layoffs, the sight of a CEO needing comfort might seem jarring, even inappropriate. While vulnerability and authenticity are increasingly valued in modern leadership, experts caution that there's a delicate balance to strike, particularly when dealing with significant organizational upheaval.
The situation highlights a growing debate about the appropriate expression of emotions in the workplace, especially at the highest levels. Dr. Kirstin Ferguson, a leadership expert, weighs in on this complex issue, suggesting that while vulnerability is a strength, timing and context are crucial.
“Modern leadership guides often encourage leaders to show their human side,” Dr. Ferguson explains. “However, there’s a time and a place for tears, especially when those tears might overshadow the very real pain and anxiety being experienced by employees facing job losses.”
The discomfort many feel when witnessing a CEO’s emotional display during layoffs stems from a perceived power imbalance. Employees are likely grappling with financial insecurity, career uncertainty, and the emotional toll of losing their jobs. In such circumstances, a leader's focus should be on providing support, clarity, and demonstrating empathy for those impacted.
The optics of a CEO requiring comfort while staff are losing their livelihoods can easily be interpreted as self-serving, even if that isn't the intention. It can create the impression that the leader is more concerned with their own emotional distress than with the plight of their employees.
Dr. Ferguson emphasizes that leadership during times of crisis requires a careful calibration of empathy and strength. While acknowledging the emotional burden that leaders bear, she suggests that their primary responsibility is to provide stability and guidance, and to ensure that affected employees are treated with respect and dignity throughout the process.
The key takeaway is not that leaders should suppress their emotions entirely, but rather that they must be mindful of the impact their actions have on their team, particularly during challenging times. True leadership, especially during layoffs, involves prioritizing the needs and concerns of employees and demonstrating unwavering support during a period of significant transition and uncertainty.
In the face of company-wide layoffs, the sight of a CEO needing comfort might seem jarring, even inappropriate. While vulnerability and authenticity are increasingly valued in modern leadership, experts caution that there's a delicate balance to strike, particularly when dealing with significant organizational upheaval.
The situation highlights a growing debate about the appropriate expression of emotions in the workplace, especially at the highest levels. Dr. Kirstin Ferguson, a leadership expert, weighs in on this complex issue, suggesting that while vulnerability is a strength, timing and context are crucial.
“Modern leadership guides often encourage leaders to show their human side,” Dr. Ferguson explains. “However, there’s a time and a place for tears, especially when those tears might overshadow the very real pain and anxiety being experienced by employees facing job losses.”
The discomfort many feel when witnessing a CEO’s emotional display during layoffs stems from a perceived power imbalance. Employees are likely grappling with financial insecurity, career uncertainty, and the emotional toll of losing their jobs. In such circumstances, a leader's focus should be on providing support, clarity, and demonstrating empathy for those impacted.
The optics of a CEO requiring comfort while staff are losing their livelihoods can easily be interpreted as self-serving, even if that isn't the intention. It can create the impression that the leader is more concerned with their own emotional distress than with the plight of their employees.
Dr. Ferguson emphasizes that leadership during times of crisis requires a careful calibration of empathy and strength. While acknowledging the emotional burden that leaders bear, she suggests that their primary responsibility is to provide stability and guidance, and to ensure that affected employees are treated with respect and dignity throughout the process.
The key takeaway is not that leaders should suppress their emotions entirely, but rather that they must be mindful of the impact their actions have on their team, particularly during challenging times. True leadership, especially during layoffs, involves prioritizing the needs and concerns of employees and demonstrating unwavering support during a period of significant transition and uncertainty.
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Business