Introduction:

1. Humans Are Not Rational Beings

1. The 98 Percent Rule We like to think we are logical creatures who occasionally have feelings. The truth is that humans are 98 percent emotional and only 2 percent rational. The rationality myth tricks us into believing our prefrontal cortex is always in charge. In reality, our emotional systems drive almost every decision we make throughout the day. If you lead based only on that 2 percent, you are missing the vast majority of what motivates your people.
2. Understanding Affective Realism Our brains create reality based on how we feel in any given moment. This means that your logic is often just a post-hoc justification for an underlying emotional state. If you ignore this biological fact, you are falling for the rationality myth. You must acknowledge the feeling before the logic can even begin to matter to your team. Leaders who master this realize that feelings are the foundation of all thought.
3. The Cartesian Error in Business Our modern corporate culture has a strong bias against emotions. We were taught that being professional means being clinical, detached, and purely logical. This is a core part of the rationality myth that sets leaders up for consistent failure. True leadership requires engaging with the heart as much as the head. When you deny emotion, you deny the very thing that makes your team human.
4. Decision Making Blindness Neuroscience shows that people with emotional brain damage cannot make even simple choices. They have all the logic in the world but no feeling for which option is better or worse. This proves the rationality myth is scientifically incorrect and practically dangerous. Logic needs emotion to assign value to different outcomes in a business environment. Without that emotional value, your team will remain stuck in analysis paralysis.
5. The Illusion of Control Leaders love logic because it feels predictable and safe. It gives a sensory-rich illusion of control over complex human systems and unpredictable markets. Unfortunately, this is a major symptom of the rationality myth. Real control comes from understanding the emotional currents of your team. Once you stop trying to "logic" people out of their feelings, you gain actual influence.

2. The Brain Prioritizes Survival Over Reason

1. The Amygdala Hijack When a team member feels threatened or criticized, their emotional brain takes over instantly. Logic is physically inaccessible during these moments of high stress or fear. The rationality myth suggests we can just talk someone through a crisis using facts. In reality, the brain has shut down the reasoning centers to prioritize immediate survival. You cannot argue with a brain that is in fight or flight mode.
2. Safety Before Strategy A brain that does not feel safe cannot be creative or collaborative. Leaders who push logic while their team is anxious are fighting against biology. This is why the rationality myth is so destructive to innovation and problem solving. You must establish emotional safety before any logical strategy can be implemented. If the "threat" is not addressed, the best plan in the world will fail.
3. The Myth of Objectivity There is no such thing as a truly objective perspective in a leadership role. Every observation we make is filtered through our current emotional affect and past experiences. The rationality myth tells us we can be "fair" by being "logical," but this is a fallacy. True fairness comes from acknowledging the subjective emotional experience of every person involved. When you admit your own subjectivity, you actually become more effective.
4. Processing Speed Gaps The emotional brain processes information significantly faster than the rational brain. By the time a leader presents a logical argument, the team has already had an emotional reaction. Following the rationality myth means you are always five steps behind the actual energy of the room. You have to learn to read the emotional "affect" before you speak. This allows you to address the root cause of issues before they escalate.
5. Cognitive Load Limitations Stress reduces the amount of "bandwidth" the rational brain has available for complex tasks. When you ignore the emotional stress of your team, you are effectively lowering their IQ. The rationality myth assumes that people can just "power through" using willpower and reason. Biology tells a different story about how energy is distributed in the brain. Supporting your team's emotional health is the best way to maximize their logical output.

3. Logic Fails to De-escalate Conflict

1. The Fire of Reason Trying to use logic to calm an angry person is like trying to put out a fire with gasoline. When someone is lashing out, they are operating from a place of deep emotional need. The rationality myth suggests that pointing out their "irrationality" will make them stop. In practice, this only makes them feel unheard and even more defensive. You must meet them where they are emotionally to bring the temperature down.
2. Validation Over Explanation In a conflict, people do not want an explanation of why they are wrong. They want to know that you understand how they feel and why it matters. The rationality myth forces leaders into "fix-it" mode far too early in the conversation. By jumping to logic, you bypass the necessary step of emotional validation. Validation is the only tool that can actually switch the rational brain back on.
3. The Power of Affect Labeling The most effective way to handle a heated situation is to label the other person's emotions. This is a counterintuitive strategy that flies in the face of the rationality myth. When you say "You are feeling frustrated," it actually calms the amygdala in the other person's brain. This is a physiological response that logic alone cannot trigger. Labeling emotions is the bridge that leads back to rational discussion.
4. Avoiding the "Why" Trap Asking someone "why" they are upset is a logical question that usually fails. It forces an emotional person to try to justify their feelings with reason, which they cannot do effectively. The rationality myth leads us to believe that understanding the "why" is the first step to a solution. In reality, the first step is acknowledging the "what" of their current emotional state. Focus on the feeling first and the facts will follow later.
5. Listening to Emotions, Not Words People in conflict often say things they do not mean because they are overwhelmed. If you respond to their literal words with logic, the conflict will only grow. The rationality myth blinds you to the underlying message being sent through tone and body language. You have to listen for the emotion behind the words to find the resolution. When you address the feeling, the words often change on their own.

4. Rationality Destroys Psychological Safety

1. The Silence of Logic When a leader is hyper-rational, team members often stop sharing their concerns or mistakes. They fear that their emotional or "unproven" worries will be dismissed as illogical. This is a direct consequence of the rationality myth in a corporate setting. Without the freedom to be "irrational," people simply stop communicating. This silence is the first sign that your team's psychological safety is crumbling.
2. Dismissiveness as a Weapon "Don't be so emotional" is a common phrase used by leaders who subscribe to the rationality myth. While it sounds logical, it is actually a form of emotional dismissiveness that creates deep resentment. When you dismiss a feeling, you are dismissing the person experiencing it. This kills trust and ensures that the person will not come to you with problems in the future. Respecting emotions is the only way to maintain a safe environment.
3. The Need for Vulnerability Logic is a shield that many leaders use to avoid being vulnerable with their teams. The rationality myth suggests that showing emotion is a sign of weakness or lack of professionalism. On the contrary, vulnerability is the foundation of trust and psychological safety. When a leader admits they are stressed or worried, it gives the team permission to be human. This human connection is what actually drives winning results.
4. Modeling Emotional Regulation A leader's most important job is to model how to handle difficult emotions in a healthy way. If you pretend you don't have emotions because of the rationality myth, your team won't learn how to manage theirs. They will see your "rationality" as a cold lack of empathy rather than a strength. By being open about your emotional process, you teach the team how to stay regulated. This creates a culture of stability rather than one of suppressed tension.
5. Building a Culture of Belonging Belonging is an emotional state, not a logical conclusion based on a contract. You cannot "logic" someone into feeling like they are a valued part of a team. The rationality myth fails to recognize that people need to feel a heart-level connection to their work. When you prioritize empathy, you create a space where people truly want to give their best. That sense of belonging is what prevents quiet quitting and high turnover.

5. The Myth Prevents Genuine Connection

1. The Barrier of "I-Statements" Traditional leadership training often teaches "I-statements" to avoid conflict. "I feel frustrated when you are late" is a logical way to express a grievance. However, the rationality myth ignores that this still keeps the focus on the leader's needs. Genuine connection happens when you use "you-statements" to reflect the other person's experience. Shifting the focus away from your logic and onto their feeling is transformative.
2. Empathy is a Skill, Not a Feeling Many leaders think empathy is just about "feeling bad" for someone else. This misunderstanding is part of why the rationality myth persists in business. Empathy is actually a high-level cognitive skill that requires deliberate practice and training. It is the ability to accurately reflect another person's emotional reality back to them. When you treat empathy as a hard skill, it becomes an essential part of your leadership toolkit.
3. The Trap of Professional Distance The rationality myth tells us to keep a "professional distance" to remain objective and fair. In reality, this distance often manifests as coldness and a lack of authentic connection. Your team doesn't need a robot; they need a leader who understands their daily struggles. Connection is the currency of influence in the modern workforce. Without that connection, your logical directives will fall on deaf ears.
4. Authenticity Over Authority In the age of Gen Z and remote work, authority based solely on logic or title is fading. People follow leaders who are authentic and emotionally present. The rationality myth suggests that "being right" is enough to earn respect and loyalty. Today, being "real" is far more important than being right in every logical debate. Authenticity builds a bridge that logic simply cannot construct.
5. The Future of Leadership The leaders of the future will be those who can navigate the complex emotional landscape of their organizations. The rationality myth is a relic of an industrial age that no longer exists. Success now depends on collaboration, creativity, and emotional competency. By letting go of the myth, you open the door to a new level of performance. Leadership is a human endeavor that must be practiced with both the heart and the mind.

Final Thoughts