22/08/2026
When Intelligence, Education and Status Are Not Enough.
💔 I came across a deeply disturbing story today about the alleged murder of a young woman, reportedly at the hands of her husband—a highly educated former academic.
The details of this tragedy are heartbreaking. A life has been lost. A family has been shattered. Parents, relatives and loved ones are left trying to understand something that may never fully make sense.
But there is something important we must reflect upon:
Education does not automatically create emotional intelligence.
Professional success does not guarantee psychological stability.
A senior position does not necessarily mean someone knows how to manage anger, rejection, insecurity or relationships.
As a Life, Relationship, Leadership Coach and therapist, I strongly believe that we need to start taking emotional and psychological wellbeing more seriously—not only inside families, but also inside workplaces and organizations.
We spend enormous amounts of time assessing people for:
▪️ Qualifications
▪️ Technical competence
▪️ Experience
▪️ Performance
▪️ Leadership ability
▪️ KPIs and targets
But how often do we seriously assess:
▪️ Emotional regulation?
▪️ Anger management?
▪️ Interpersonal behaviour?
▪️ Conflict resolution?
▪️ Empathy?
▪️ Patterns of aggression or intimidation?
▪️ Ability to handle rejection, stress and failure?
▪️ Respectful behaviour towards colleagues and family?
Perhaps it is time for organizations to rethink what “performance” and “leadership” really mean. ⚖️
Organizations cannot diagnose every personal problem—but they can create better systems.
🏢 Companies, universities and institutions should consider embedding appropriate mechanisms within their HR and assessment systems, such as:
✔️ Regular wellbeing and psychosocial check-ins
✔️ Confidential access to counselling and professional support
✔️ 360-degree behavioural feedback, especially for people in leadership positions
✔️ Training in emotional intelligence, anger and conflict management
✔️ Safe and confidential reporting mechanisms for harassment, intimidation or threatening behaviour
✔️ Clear intervention and referral pathways when serious behavioural concerns emerge
✔️ A workplace culture where asking for help is seen as strength—not weakness
And perhaps most importantly:
We must stop assuming that a person is emotionally healthy simply because they are educated, successful, respected or professionally accomplished.**
The same applies to relationships. ❤️
If you are constantly afraid of someone's anger, walking on eggshells, being controlled, threatened, isolated, humiliated or intimidated—**do not ignore those signs.**
Love should not require you to live in fear.
And if you are struggling with uncontrollable anger, jealousy, obsessive thoughts, aggression or violent impulses, **seeking professional help is not weakness. It may be one of the most responsible decisions you ever make.**
As leaders, parents, spouses, colleagues and friends, we need to become better at noticing when someone is struggling—and equally important, we need systems where people can safely seek help before a crisis becomes irreversible.
⚠️ One tragedy cannot be used to explain every case of violence. Nor should we casually diagnose people based on social media stories. But every such tragedy should force us to ask difficult questions:
Are we paying enough attention to emotional health?
Are we teaching people how to manage conflict and rejection?
Are our organizations evaluating behaviour as seriously as they evaluate performance?
Are we creating environments where people can ask for help before they reach a breaking point?
Because sometimes the most dangerous problems are not visible on a CV, a designation, a degree—or even behind a confident smile.
🌱 We need to raise not only successful people, but emotionally responsible human beings.
My deepest condolences to the family of the victim. 🕊️
May we learn to recognize warning signs, seek help without shame, and build families and workplaces where emotional wellbeing is treated as seriously as professional performance.
