Checking In Without Carrying It All
Lately, I’ve been noticing a growing tension inside organizations.
Staff members feel frustrated when leaders don’t acknowledge major events happening in the world.
When global crises unfold or communities are experiencing pain, employees often wonder:
Why didn’t our manager say anything? Why didn’t leadership acknowledge what’s happening?
But beneath that frustration is another tension we rarely name.
Many leaders are afraid to ask. Not because they don’t care. Because they worry about what might happen if they open the door.
What if someone shares something they don’t know how to respond to?
What if the conversation becomes emotional and they feel responsible for fixing it?
What if acknowledging the moment means they are expected to carry everyone’s pain?
So leaders stay silent.
Not out of indifference.
Out of uncertainty.
Photo Credit: Getty Images
What This Work Continues to Teach Me
That tension reveals a leadership skill we rarely teach.
How to check in on people’s humanity without believing you must carry their emotional burden.
Leaders often believe the moment they ask “How are you doing?” they are taking responsibility for whatever comes next.
But leadership presence is not the same thing as emotional ownership.
You can acknowledge the moment. You can create space for people to be human. Without taking on responsibility for resolving what they’re carrying.
Photo Credit: Andrea Piacquadio on Pexels
The Leadership Truth Beneath It
One of the most important leadership skills right now is learning the difference between acknowledging emotion and absorbing it.
Leaders are not meant to carry the emotional weight of their teams.
But silence also has consequences.
When leaders say nothing during moments of collective disruption, people can interpret that silence as distance or disregard.
The work is not to solve people’s feelings.
The work is to acknowledge the shared humanity in the room.
Sometimes leadership sounds like this: “I know a lot is happening in the world right now. People may be feeling this moment in different ways. Please take care of yourselves and use your support systems.”
It’s not about fixing.
It’s about recognizing.
What I've Come to Believe
I’ve come to believe leaders need permission to hold a more balanced posture.
Photo Credit: G-Stock Studio
Don’t expect employees to operate as if everything is business as usual.
But also don’t expect supervisors to carry the emotional burden of every person they lead.
Leadership in moments of disruption requires something more nuanced.
The ability to:
acknowledge the moment
honor the humanity in the room
encourage people to care for themselves
continue stewarding the work the organization has been trusted to do
This is where practices like anchors and sanctuaries become essential.
Small ways individuals stabilize themselves so they can keep showing up for the communities they serve.
Because even during global disruption, the people who rely on our organizations still depend on us.
For Your Consideration
A gentle leadership reminder:
You don’t have to carry everyone’s emotions to care about their wellbeing.
Sometimes the most powerful thing a leader can do is simply acknowledge the moment and remind people they are not alone.
Not to fix.
Not to absorb.
But to honor the shared humanity in the room.
What is leadership teaching you right now?
In Solidarity,
Dr. Annice E. Fisher
Originally published March 13, 2026 on LinkedIn
