Communicating with Emotional Sensitivity

Stop fearing difficult conversations. Master them them with these 21 phrases: I used to run from conflict. Even with the best intentions, I’d freeze, shut down, or over-explain. Avoidance? It cost me trust. Clarity. Connection. I eventually learned: Silence doesn’t protect relationships — presence does. If you want to lead with heart, you have to show up— especially when it’s uncomfortable. 221 ways Emotionally Intelligent leaders handle tough conversations with grace: 1) Ground Yourself ↳ "Let me take a breath before we dive in" ↳ Regulating yourself regulates the room 2) Speak from the 'I' ↳ "I feel..." not "You always..." ↳ Language shapes energy 3) Ask, Don’t Assume ↳ "What’s most important to you here?" ↳ Curiosity over judgment 4) Honor the Human ↳ "I care about you—this matters" ↳ Connection before correction 5) Stay With Discomfort ↳ "This feels hard—and that’s okay" ↳ Growth often feels messy 6) Reflect Instead of React ↳ "Can I take a moment before I respond?" ↳ Response > Reaction 7) Use Silence Strategically ↳ Pause. Let things land. ↳ Space invites truth 8) Call Out Courage ↳ "Thanks for being honest with me" ↳ Vulnerability deserves recognition 9) Keep the Bigger Picture in View ↳ "Let’s remember why we’re here" ↳ Shared purpose realigns 10) Zoom In ↳ "What exactly are we solving?" ↳ Specifics defuse drama 11) Offer Reassurance ↳ "We’ll figure this out together" ↳ Confidence is contagious 12) De-escalate with Empathy ↳ "That makes sense—you’re not alone" ↳ Validation cools the fire 13) Ask for Feedback ↳ "How could I have handled this better?" ↳ Openness invites openness 14) Check for Emotion ↳ "How are you feeling right now?" ↳ Feelings often speak louder than facts 15) Break it Into Steps ↳ "Let’s take this one piece at a time" ↳ Simplicity calms chaos 16) Share What You’re Learning ↳ "This is teaching me a lot" ↳ Humility connects 17) Own the Outcome ↳ "Here’s what I commit to doing" ↳ Integrity builds trust 18) Repeat What Matters ↳ "Just to be clear, you’re saying…" ↳ Listening is leadership 19) Choose the Right Time ↳ "Is now a good time for this talk?" ↳ Timing shapes tone 20) Close With Care ↳ "I appreciate you talking this through" ↳ Endings leave lasting impressions 21) Keep the Door Open ↳ "Let’s keep this dialogue going" ↳ Safety means being available Hard conversations aren’t supposed to be easy. They’re designed to transform us. Approach them with presence (not force). ♻️ Please repost to promote presence over avoidance. 🙂 Follow Marco Franzoni for more.

Communication is tricky—our words pass through layers of emotions, tone, and assumptions before reaching other people's ears. What we say in our heads often comes out differently in conversation....causing havoc! The slightest misstep in tone or choice of words can completely change the meaning of what we’re trying to say. And this can trigger a negative response in the people around us. This is a BIG problem when it comes to organizations and teamwork. According to Gallup and other studies, miscommunication is a huge source of conflict and inefficiency. However, companies don't have to put up with this problem....not if they invest in developing emotional intelligence (EQ) skills. EQ prevents miscommunication-induced conflict in many ways- as speakers and listeners. First, it helps us recognize and manage our own emotions, allowing us to stay calm and composed even in challenging conversations, which reduces the likelihood of reactive, unclear communication. Second, it enhances our ability to empathize with others, enabling us to better understand their perspectives and respond in ways that are more likely to be received positively. One of the things I've noticed in my EQ coaching sessions is that people's communication skills improve when they realize that effective communication is not just about clarity; it's also about empathy. It's about understanding that your message lives in the mind of the listener, and that your job is to make sure it arrives there intact, not distorted by misinterpretation or confusion. Some tips I give my clients: 👉 Next time you are speaking with someone, ask yourself if you are sure that what you said is what was heard? 👉 Take a step back and reflect on how others might be perceiving your words. 👉 Then, decide if you need to clarify, check-in or adapt your approach. This shift in perspective—from thinking about what you're saying to thinking about how it's being received—can transform your interactions and help you build stronger, more meaningful connections 🚀 Image source: https://lnkd.in/e7H6MEfR #communciationskills #communication #emotionalintelligence #miscommunication #learninganddevelopment

Do you ever feel a disconnect in a conversation? That's a signal to try practising emotional intelligence. Before arriving in India, I’d been working closely with a team of German colleagues. We were always direct and transparent with each other. Soon after joining a fast-growing mobile apps company in Delhi, I was discussing possible marketing activities with a colleague. The conversation proceeded along these lines: ‘’How about we organize a customer round table?’’ ‘’It might be difficult.’’ ‘’What do we need to do to make it work?’’ ‘’There’s quite a lot to consider…’’ ’’Is there a budget issue?’’ ‘’It's not that we wouldn't be able to get sign off…’’ It proceeded along these lines for 10 minutes (at least it felt like that). I was asking questions and receiving what I felt were vague, non-committal answers. I was beginning to feel a little frustrated. What precisely was I not grasping? And then, it clicked. ⚡💡 ‘’You think this is a bad idea!?’’ ‘’It’s not that it’s a bad idea….’’ I laughed. Clearly, my new colleague thought it was a bad idea - at least at this stage in the company’s growth. ‘’I need your guidance. If you think it’s a bad idea, can you tell me?’’ We worked closely together for over 7 years. If I hadn’t paused and wondered what was really going on there, I might have allowed my frustration to escalate. It was a lesson in emotionally intelligent self-leadership. But it was also a sharp reminder that though I logically understood cultural differences, I wasn’t tuning in and practicing that awareness in that moment. When I chose to pause, I was able to derive the wisdom from the emotion. If you want to improve your leadership, practice emotional intelligence. 🧠 ❤️ That means taking a pause and asking: 🔦 What is the data in the emotion you are feeling? 🔦 How is it trying to guide you to make better decisions? It only takes 6 Seconds to tune into your emotions and know what you’re feeling. And then you need to do the necessary work of pausing and deciding how best to show up in that situation. Emotional intelligence means being smarter with your feelings. 6th June is Emotional Intelligence Day. How will you use the data in your emotions to make smarter decisions? (Preferably not just today, but every day.) The colleague was Monisha Sahu, a wise, strategic marketer with a fantastic track record of high impact marketing - and a leader with significantly stronger emotional intelligence skills than me. 🙏🏻 #eqleadership #emotionalwisdom #emotionalintelligence #sixseconds #sixsecondsmeai Jayne Morrison Lize Rech  

"𝘠𝘰𝘶'𝘳𝘦 𝘵𝘰𝘰 𝘦𝘮𝘰𝘵𝘪𝘰𝘯𝘢𝘭!" "𝘠𝘰𝘶'𝘳𝘦 𝘵𝘰𝘰 𝘧𝘳𝘪𝘦𝘯𝘥𝘭𝘺 𝘸𝘪𝘵𝘩 𝘵𝘩𝘦 𝘴𝘵𝘢𝘬𝘦𝘩𝘰𝘭𝘥𝘦𝘳𝘴." "𝘠𝘰𝘶 𝘴𝘩𝘰𝘶𝘭𝘥𝘯'𝘵 𝘭𝘦𝘵 𝘰𝘵𝘩𝘦𝘳 𝘱𝘦𝘰𝘱𝘭𝘦'𝘴 𝘸𝘰𝘳𝘥𝘴 𝘢𝘧𝘧𝘦𝘤𝘵 𝘺𝘰𝘶..." These are feedbacks I've used to receive from my bosses at work. At the time, I kinda knew there was a smidgen of truth about them, and my boss wanted me to improve. But there was just 1 problem - 𝘞𝘩𝘢𝘵 𝘸𝘢𝘴 𝘐 𝘴𝘶𝘱𝘱𝘰𝘴𝘦𝘥 𝘵𝘰 𝘥𝘰 𝘸𝘪𝘵𝘩 𝘵𝘩𝘦𝘮? 🤷♂️ Today, having more experience and knowing what I know, I can say objectively that my bosses weren't wrong, but the way the feedback was delivered just weren't helpful. Though it's not quite a character assault, but giving feedback on someone's personality can have the effect of making people feel that something about them is "wrong" or inadequate. Secondly, it creates a dichotomy of what's considered right or wrong, good or bad in the workplace. Emotional = Bad! Rational = Good! But that's not the point actually. Being emotional is neither right nor wrong, and whether it's good or bad really depends on the context of the situation. I never understood this until years later when I was working with another boss. Once, I was pretty riled up by what I deemed as unreasonable bullying from a client, and was about to fire off a strongly worded email. But my boss saw the situation developing, and called me into his room. "Coen, I know you're emotional right now. I am too! But listen, if you communicate emotionally, it will only escalate the client's bad behaviour. Here's what I recommend you do, write the email in the following format: 1) State the facts 2) State what we can't do 3) State our options and invite cooperation Listen, do this first to solve the matter at hand. After that, we can blow off some steam and unpack emotions." What did this boss do well? 1) Acknowledge that people can be emotional. It's a state but not a character flaw. 2) Share WHY being a certain way isn't helpful in the Context. It makes sense and easier to accept. 3) Teach exactly HOW to do it instead. Most problems aren't about the people, but the process. If we get it right, problems can be averted. The next time you have to give feedback to others, bear these points in mind. You can then provide constructive feedback, and also avoid making people feel judged. Make them Strong, Not Wrong! #WholeHearted #TraumaInformed #ConstructiveFeedback

Ever feel a rush of nerves when making small talk… or total fear before presenting to a room full of colleagues? You’re not alone—and you’re not powerless. We know connection is vital to getting ahead. But, it's not easy for so many people. I've spent 20 years working with top performers in every industry. I’ve seen how fear can show up in any social situation—from quick conversations to high-stakes presentations. But with self-awareness and self-regulation, you can learn to stay grounded and lead with clarity, not anxiety. Here’s how to navigate the spectrum: ✅ Small Talk: Notice the tension in your body. Take a breath. Remind yourself: connection, not perfection, is the goal. Be curious, not clever. ✅Group Conversations: Pause before jumping in. Observe the room. Ask thoughtful questions. Managing your emotions here means listening more than proving. ✅ Team Meetings: Anticipate your triggers—interruptions, disagreement, spotlight moments. Name what you feel internally (“I’m tense”) to loosen its grip. Use calm body language to model poise. ✅ Big Presentations: Reframe nerves as energy. Use positive self-talk: “I’m prepared. I’m ready.” Breathe deeply to calm your nervous system. Imagine your success before you speak. ✅ Emotional intelligence doesn’t mean you don’t feel fear—it means you don’t let fear lead. You know how to manage it. You know how to use fear to your advantage. Your power is in your pause, your breath, and your presence. Own the room by owning you first.

💡 The Pre-Meeting Emotional Check-In: A Game-Changer for Leaders 🧠 Neuroscience Insight: Ever walked into a high-stakes meeting feeling stressed, only to realize your tone or body language unintentionally set the wrong vibe? That’s because stress triggers a cortisol spike, increasing heart rate, shortening breath, and leading to emotional hijacking. But here’s the fix—preparing before the meeting can rewire the brain for composure and control. 🔄 A Quick Story: I once coached a leader preparing for a tough conversation with an underperforming employee. Their instinct? “I need to be firm. They need to hear the truth.” But their stress was hijacking their tone—coming off as harsh instead of constructive. ✅ The Shift: A Simple Pre-Meeting Check-In 🔹 Three Words to Embody: Calm, Encouraging, Solution-Oriented 🔹 Mirror Practice: Rehearse a balanced, supportive tone: 💬 “I appreciate your efforts and want to help you succeed. Let’s work on a plan together.” 🔥 The Outcome: Instead of shutting down, the employee engaged in the conversation. The leader communicated with clarity, respect, and vulnerability, turning a difficult discussion into a collaborative problem-solving session. 🚀 CRAVE Leadership in Action: ✔ Communication – Leading with intention and clarity. ✔ Respect – Treating team members as valued contributors. ✔ Vulnerability – Being open to difficult conversations with composure. ✨ Your Turn: Before your next meeting, try this: Write down three words that describe how you want to show up. How does it change your presence? Drop your three words in the comments—I’d love to hear them! ⬇️ #DrAmin #CRAVELeadership #NeuroLeadership #LeadershipDevelopment #CommunicationSkills #ExecutivePresence #EmotionalIntelligence

A senior manager I worked with used to pride himself on keeping emotions out of leadership decisions. Then during a major organizational restructure, his "rational" approach backfired spectacularly. In team meetings, his suppressed anxiety leaked out as sharp criticism. His unprocessed frustration with upper management showed up as dismissiveness toward his team's concerns. His unacknowledged grief about changing relationships manifested as resistance to collaboration. The irony? By ignoring his emotions, they were controlling his leadership more than ever. This experience taught him a crucial lesson about the first capability in our Teams Learning Library: Know & Grow Yourself. Emotional awareness helps leaders make more effective decisions. We introduced him to a simple practice: the Daily Emotional Weather Report. Each morning, he spent five minutes noting his emotions without judgment, just as he'd check the weather forecast. His entries looked like this: "Today I'm feeling anxious (7/10) about the budget presentation and hopeful (6/10) about the new team structure. Also noticing some resentment (4/10) about yesterday's last-minute changes." The transformation was remarkable. Simply naming emotions reduced their hidden influence on his decisions. In a particularly challenging conversation about timeline changes, he was able to acknowledge his frustration without letting it drive his response. He later told me: "Before this practice, emotions felt like disruptions to leadership. Now I realize they're information. When I acknowledge them consciously, they inform my decisions rather than take them over." Research supports this approach: leaders who process emotions regularly make more balanced decisions and connect more authentically with their teams during difficult periods. The practice takes five minutes but creates clarity that lasts all day. When you know your emotional weather, you can dress appropriately for the conditions ahead. 𝗪𝗵𝗮𝘁'𝘀 𝘆𝗼𝘂𝗿 𝗴𝗼-𝘁𝗼 𝘁𝗲𝗰𝗵𝗻𝗶𝗾𝘂𝗲 𝗳𝗼𝗿 𝗺𝗮𝗻𝗮𝗴𝗶𝗻𝗴 𝗲𝗺𝗼𝘁𝗶𝗼𝗻𝘀 𝗱𝘂𝗿𝗶𝗻𝗴 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗶𝗻𝗴 𝘁𝗲𝗮𝗺 𝗺𝗼𝗺𝗲𝗻𝘁𝘀? 𝗦𝗵𝗮𝗿𝗲 𝘆𝗼𝘂𝗿 𝗽𝗿𝗮𝗰𝘁𝗶𝗰𝗲.

𝐖𝐡𝐚𝐭 𝐰𝐨𝐮𝐥𝐝 𝐲𝐨𝐮 𝐬𝐚𝐲 𝐰𝐡𝐞𝐧 𝐈 𝐨𝐟𝐟𝐞𝐫: "𝐄𝐦𝐨𝐭𝐢𝐨𝐧𝐬 𝐚𝐫𝐞 𝐬𝐢𝐦𝐩𝐥𝐲 𝐢𝐧𝐟𝐨𝐫𝐦𝐚𝐭𝐢𝐨𝐧."? This came up in a coaching conversation just this morning. What I offered: The idea that emotions are simply information means understanding that emotions aren't just things we feel—𝘁𝗵𝗲𝘆'𝗿𝗲 𝘀𝗶𝗴𝗻𝗮𝗹𝘀 𝘁𝗵𝗮𝘁 𝗵𝗲𝗹𝗽 𝘂𝘀 𝗶𝗻𝘁𝗲𝗿𝗽𝗿𝗲𝘁 𝗮𝗻𝗱 𝗿𝗲𝘀𝗽𝗼𝗻𝗱 𝘁𝗼 𝗼𝘂𝗿 𝗲𝘅𝗽𝗲𝗿𝗶𝗲𝗻𝗰𝗲𝘀. Instead of seeing emotions as purely reactive or disruptive, we can view them as messages, offering insights into our needs, values, and environment. ➡ When we feel an emotion like anger, for example, it often points to a boundary that has been crossed or a value that’s been challenged. ➡ Sadness might signal a need for connection or an acknowledgment of loss. 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝘀, 𝗶𝗻 𝘁𝗵𝗶𝘀 𝘀𝗲𝗻𝘀𝗲, 𝗮𝗰𝘁 𝗹𝗶𝗸𝗲 𝗮 𝗰𝗼𝗺𝗽𝗮𝘀𝘀, showing us what matters to us and helping us make decisions aligned with our well-being. By approaching emotions this way, we’re less likely to judge or suppress them. Instead, we can pause and ask, “𝙒𝙝𝙖𝙩 𝙞𝙨 𝙩𝙝𝙞𝙨 𝙚𝙢𝙤𝙩𝙞𝙤𝙣 𝙩𝙧𝙮𝙞𝙣𝙜 𝙩𝙤 𝙩𝙚𝙡𝙡 𝙢𝙚?” 𝗜𝗻 𝗮 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗰𝗼𝗻𝘁𝗲𝘅𝘁, 𝗿𝗲𝗰𝗼𝗴𝗻𝗶𝘇𝗶𝗻𝗴 𝗲𝗺𝗼𝘁𝗶𝗼𝗻𝘀 𝗮𝘀 𝗶𝗻𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 𝗰𝗮𝗻 𝗯𝗲 𝗮 𝗽𝗼𝘄𝗲𝗿𝗳𝘂𝗹 𝘁𝗼𝗼𝗹 for decision-making, team dynamics, and fostering a positive work culture. ✅ Leaders who understand and acknowledge their own emotions—and those of their team members—can respond thoughtfully rather than reactively. ✅ This approach enhances emotional intelligence, allowing leaders to address concerns proactively, communicate with empathy, and build trust. ✅ By treating emotions as data points, leaders can better identify areas for improvement, resolve conflicts, and create an environment where employees feel valued, understood, and motivated. This makes it clear that 𝗲𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹 𝗮𝘄𝗮𝗿𝗲𝗻𝗲𝘀𝘀 𝗶𝘀 𝗮 𝗽𝗿𝗮𝗰𝘁𝗶𝗰𝗮𝗹 𝘀𝗸𝗶𝗹𝗹 𝘁𝗵𝗮𝘁 𝘀𝘁𝗿𝗲𝗻𝗴𝘁𝗵𝗲𝗻𝘀 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗲𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲𝗻𝗲𝘀𝘀 and benefits the entire team. This can lead to more constructive responses, clearer communication, and better alignment with our goals and values. Embracing emotions as information also helps reduce the stigma around certain emotions, recognizing them as natural responses that bring valuable guidance.

WHEN TEMPERS FLARE, YOU'RE LOCKED IN A STALEMATE, OR A MULTI MILLION DOLLAR DEAL IS ON THE LINE, EFFECTIVE COMMUNICATION IS THE KEY TO TURNING IT AROUND. The right communication framework fosters understanding, strengthens relationships, and drives powerful results within your team. Both personally and professionally, effective communication is key to successful teamwork, conflict resolution, and collaboration. From construction to finance, from fashion to family offices, my high performance clients master the skills to navigate the toughest conversations and transform them into their biggest breakthroughs. And here’s how you can do it too: 1. FRAME THE POSITIVE INTENTION: Start with shared goals. Establish a shared purpose to align your conversation positively and maintain the focus on optimal outcomes. ➡️”We both want [a positive, uplifting relationship].” “This is about us being [happier, more productive].” A positive start encourages cooperation and a safe space for communication. 2. DESCRIBE THE OBSERVABLE: Present facts without emotional interpretation. Focus on specific events or behaviors rather than feelings. ➡️ “When [specific event] happened, I saw [specific observation].” Stick to observable facts and avoid personal interpretations to keep the conversation neutral. 3. SHARE THE FEELING: Express your emotions without blame. Own your feelings without blaming others, and invite the other person to share theirs. ➡️“We both feel [emotion].” “I feel [emotion] about [situation].” Take ownership of your feelings. Express them without pointing fingers and encourage others to do the same. 4. REQUEST THEIR PERSPECTIVE: Invite input and collaboration. Ask for the other person’s perspective to gain insight into their viewpoint. ➡️“How did you see that?” “What did you observe?” Listen actively and be open to hearing the other person’s thoughts, fostering mutual understanding. 5. MAKE THE ASK WITH BENEFIT EXTENSIONS Propose mutually beneficial solutions: Offer choices that meet both parties' needs. ➡️ “If [action] occurs, we would feel [emotion] and [emotion].” “Here are two options that work for me…” Present two acceptable options to empower the other person to contribute to the solution. 6. WORK TOGETHER TO BUILD A CONSENSUS Collaborate on finding the best solution: Work together to determine the best course of action and express appreciation when a decision is made. ➡️ “I appreciate the thought you’ve put into this. I’m glad we agreed on [decision].” By applying my effective communication framework, you foster open, respectful communication that builds trust, enhances collaboration, and contributes to team success. And the great news is that you can use this both personally and professionally! I’m curious… ~When was a time that you needed this framework in your life? #future #communication #success

I used to think controlling your emotions meant ignoring them. Derek Gaunt taught me something better. He said: “The instant that the participant says ‘disgusted, grossed out, appalled, horrified,’ the minute that they verbalize that, the activity in the hippocampus and the amygdala starts to dissipate.” That hit me. We’re all going to get triggered—especially in high-stress conversations. The difference between someone who stays composed and someone who spirals? It’s what they do after that trigger hits. 🧠 Now, when I feel myself getting upset, I pause and say—just to myself—something like, “He’s starting to piss me off” or “I’m getting irritated.” And almost instantly, I feel the intensity drop. My brain cools off. It gives me just enough space to think clearly and respond better. 📌 Here’s what I took away: → You don’t have to hide your emotions—you just have to label them. → Emotional triggers are human. What matters is how you handle them. → Neuroscience backs this up: fMRI studies show that naming a feeling reduces activity in your brain’s fear centers. → This isn’t theory. It’s a tool I now use in real-life conversations—especially the hard ones. 💡 Why it matters to me: → I feel more in control during high-stakes interactions. → I don’t say things I’ll regret just because I’m triggered. → I’ve become a better listener and a more effective communicator. → And it’s not just about work—this shows up in how I talk to my family, friends, and team. 🧑💼 Your Turn: Have you ever caught yourself spiraling in a tough conversation? ✅ Real-time regulation: How self-labeling can reset your brain in seconds. ✅ Tactical composure: Why emotional awareness is key to influence. ✅ Backed by science: What brain scans tell us about naming your feelings. ✅ Better leadership: How managing yourself improves how you lead others. ✅ Everyday impact: Why I use this even outside of work. 💾 Save this, tag someone who needs to hear this, and watch the full episode with Derek Gaunt of The Black Swan Group here: 🎥 Watch now: https://lnkd.in/e67GUFvh ------------------------------- Hey there! Rolando here. 🤓 Amazon Nerd 👨💼 20+ Years Techpreneur 🌲 Nature Lover 🎥 Content Creator Want more tips and nuggets? Check out my podcast in my profile. If you enjoyed or found this content helpful: 🔗 SHARE it and REPOST with friends and colleagues who might benefit from it.