Leaders Use Emotional Intelligence to Fix Dumb Rules
In today’s fast-paced business world, outdated and ineffective rules can stifle productivity, demoralize employees, and hinder innovation. Good leaders recognize when policies no longer serve their purpose—and they have the emotional intelligence (EI) to challenge and change them.
In a compelling Inc. article, leadership expert Marcel Schwantes highlights how emotionally intelligent leaders identify and eliminate pointless rules that hold their teams back.
In this blog post, we’ll explore:
- The problem with outdated workplace rules
- How emotional intelligence helps leaders spot ineffective policies
- Strategies to remove or revise dumb rules
- Real-world examples of companies that improved by ditching unnecessary policies
The Problem with Dumb Rules in the Workplace
Every organization has rules—some necessary for compliance, safety, or efficiency. But others exist simply because “that’s how it’s always been done.” These outdated policies can:
- Kill creativity – Restrictive rules discourage employees from thinking outside the box.
- Lower morale – Unnecessary bureaucracy frustrates high performers.
- Slow productivity – Red tape delays decision-making and progress.
A classic example? Rigid attendance policies in an era where remote work has proven effective. Or requiring multiple approval layers for minor expenses, slowing down operations.
Leaders with high emotional intelligence recognize when rules do more harm than good.
How Emotional Intelligence Helps Leaders Spot Useless Rules
Emotional intelligence—the ability to understand and manage emotions in oneself and others—plays a crucial role in leadership. Here’s how EI helps leaders identify and eliminate dumb rules:
1. Self-Awareness: Recognizing Personal Biases
Leaders with high self-awareness question their own assumptions. They ask:
- “Does this rule still make sense?”
- “Am I enforcing this just because it’s familiar?”
Instead of blindly following tradition, they assess whether policies align with current business needs.
2. Empathy: Understanding Employee Frustrations
Empathetic leaders listen to their teams. They notice when employees:
- Complain about unnecessary hurdles
- Find workarounds to bypass inefficient rules
- Seem disengaged due to restrictive policies
By tuning into employee sentiment, they spot rules that need reevaluation.
3. Social Skills: Encouraging Open Feedback
Leaders with strong social skills create a culture where employees feel safe to speak up. They:
- Hold regular check-ins to discuss pain points
- Encourage anonymous feedback on policies
- Act on suggestions rather than dismissing them
This openness helps uncover outdated rules that leadership might not see.
Strategies to Eliminate Dumb Rules
Once a leader identifies a counterproductive rule, how do they remove or revise it? Here are key strategies:
1. Question the “Why” Behind Every Rule
Before enforcing any policy, ask:
- What problem was this rule meant to solve?
- Is that problem still relevant today?
- Does this rule create new problems?
If a rule no longer serves its purpose, it’s time to change it.
2. Test Removing the Rule
Instead of permanently eliminating a policy, try a temporary suspension. For example:
- Allow flexible work hours for a month and measure productivity.
- Remove approval layers for small expenses and track efficiency.
If performance improves or stays the same, the rule may be unnecessary.
3. Involve Employees in Policy Changes
Great leaders collaborate with their teams to redesign rules. They:
- Form focus groups to discuss policy improvements
- Pilot new approaches with employee input
- Continuously refine based on feedback
This ensures policies actually work for the people they affect.
Real-World Examples of Companies That Ditched Dumb Rules
Several successful companies have eliminated outdated policies with great results:
1. Netflix’s No Vacation Policy
Netflix famously allows employees to take unlimited vacation as long as they meet their goals. Instead of tracking days off, they focus on output, not attendance—leading to higher productivity and satisfaction.
2. Google’s “20% Time” (Now Revised)
Google once encouraged employees to spend 20% of their time on passion projects, leading to innovations like Gmail. While the policy has evolved, the principle remains: autonomy fosters creativity.
3. Zappos’ Elimination of Managers
Zappos experimented with a holacracy (no traditional managers) to reduce bureaucracy. Though controversial, it showed how challenging rigid hierarchies can spark innovation.
Lead with Emotional Intelligence, Not Blind Rules
Dumb rules persist when leaders lack the emotional intelligence to question them. The best leaders:
✅ Stay self-aware – Challenge their own assumptions.
✅ Practice empathy – Listen to employee frustrations.
✅ Foster open communication – Encourage feedback on policies.
✅ Test and adapt – Remove or revise rules that don’t work.
By doing so, they create agile, engaged, and high-performing teams.