Emotional Intelligence in Communication

Your brain is wired to avoid conflict at all costs. Avoiding hard conversations doesn’t eliminate problems-it multiplies them. I’ve worked with countless first-time managers, VPs, and even senior executives who freeze when it’s time to: - Give tough feedback - Address poor performance - Set firm boundaries - Have that uncomfortable talk with an underperforming team member Why does this happen? Because biologically, your brain still thinks conflict = danger.  When faced with confrontation, your amygdala (the fear center of your brain) hijacks your response system. - Heart rate spikes. - Hands get clammy. - Your brain perceives the conversation as a threat, triggering fight, flight, or freeze.  This is why so many leaders either: - Overreact (aggressive, defensive, emotional outbursts) - Shut down (avoid the issue, sugarcoat, delay tough calls) The result? - Performance issues linger. - Low accountability erodes culture. - Leaders lose credibility. The best organizations-the ones that scale, retain top talent, and build elite teams-don’t just train leaders on strategy. They train them on emotional regulation and communication.  How Elite Leaders Stay Calm & In Control During Tough Talks  1. Hack Your Nervous System with Tactical Breathing Your breath controls your physiology. Try box breathing (4-4-4-4): Inhale 4 sec → Hold 4 sec → Exhale 4 sec → Hold 4 sec. Navy SEALs use this under combat stress—it works in boardrooms too.  2. Reframe the Conversation in Your Mind Instead of “This is going to be a brutal conversation,” say “This is an opportunity to align expectations and help someone grow.” Shift from confrontation → collaboration.  3. Use Nonverbal Cues to De-Escalate Lower your tone. Slow down your speech. Maintain open body language. People mirror your energy—if you stay calm, they will too.  4. Replace “Softening” Phrases with Direct, Clear Statements - “I feel like maybe there’s a small issue with your performance…” ✅ “Here’s what I’ve observed, and here’s what needs to change.” Clarity is kindness. Sugarcoating only confuses people.  Why This Matters for Companies Investing in Leadership Training - 85% of employees say poor leadership communication causes workplace stress. (Forbes) - 69% of managers say they’re uncomfortable communicating with employees. (HBR) - Companies with emotionally intelligent leadership see 34% higher retention rates. (Case Study Group at Cornell) If your company isn’t training leaders on handling tough conversations, you’re losing talent, productivity, and trust. Want to build a leadership culture where tough conversations drive growth instead of fear? Let’s talk. #LeadershipTraining #ExecutiveCoaching #CommunicationSkills #LeadershipDevelopment #CultureOfAccountability #EmotionalIntelligence #HighPerformanceTeams

"You completely missed the mark. This isn't what I asked for." Getting harsh feedback can feel like a career crisis. I know it's a punch in the gut. Often followed by the knee-jerk reaction to defend yourself. I used to do it too, until I observed a colleague. She carefully nodded, took some notes. And then said, "Thank you." Compared to my defensive body language and "yes buts," she was a model of grace under pressure. I set out to borrow her ninja moves and I added some of my own. Here they are: 1️⃣ The Shhh... Rule ❌ Immediate emotional reactions ✅ Say "thank you," and sit on it for now 💡Why? ↳ It gives your emotions time to cool down ↳ Once calm, you can objectively process the info 2️⃣ Take Careful Notes ❌ Relying on memory ✅ Write down what you heard word for word 💡Why? ↳ Shows you're taking it seriously ↳ Helps you spot patterns over time 3️⃣ Ask the Right Question ❌ "Why are you criticizing me?" ✅ "What would you like to see instead?" 💡Why? ↳ Clarifies feedback and creates action items ↳ Shows you're solution-focused 4️⃣The Mirror Technique ❌ Guessing their meaning ✅ Reflect back: "What I'm hearing is..." 💡Why? ↳ Catches misunderstandings early ↳ Shows you're actively listening 5️⃣ The Thoughtful Follow-Up ❌ Avoidance ✅ Schedule a check-in 2-3 weeks later 💡Why? ↳ Demonstrates accountability ↳ Builds trust and strengthens the relationship 6️⃣ The Documentation Log ❌ Treat each feedback session as isolated ✅ Keep a feedback journal 💡Why? ↳ Spot recurring themes ↳ Some bosses say they gave feedback and didn't 7️⃣ The Reframe ❌ Taking feedback as personal attacks ✅ Ask yourself: "If my best friend got this feedback..." 💡Why? ↳ Creates emotional distance ↳ Leads to better solutions Most people give feedback because they want you to do better. They're investing their time in your growth. Do you have a tip for handling tough feedback? Share it in the comments👇 ♻️Repost to share with others who are supporting job hunters. 🔔Follow @Sarah Baker Andrus for more career insights.

I used to think that making my point loud and clear was the way to go. But I’ve learned that real communication isn’t about being right—it’s about being curious. Instead of saying, ‘You never listen to me,’ try: ‘Can we talk about how we’re approaching this?’ Instead of, ‘You’re not being fair,’ try: ‘Help me understand why you feel that way.’ Next time you feel tension rising, pause and ask yourself: Am I trying to win, or am I trying to understand? That shift changes everything. #Communication #Leadership #EmotionalIntelligence

🔄 The Post-Meeting Emotional Debrief: A Leadership Growth Hack 🧠 Neuroscience Insight: Ever left a meeting feeling unheard, undervalued, or frustrated? Our brains are wired to react emotionally first—triggering stress responses that, if unchecked, can impact how we lead. But here’s the good news: Reflection rewires the brain for emotional intelligence and self-regulation. 📖 A Quick Story: A leader I worked with kept getting interrupted in meetings. Each time, frustration built, leading to disengagement and resentment. Instead of addressing the issue, they walked away thinking, “They don’t respect my input.” 🚀 Here’s the shift: I introduced them to a simple Post-Meeting Emotional Debrief: 🔹 What emotion did I experience? Frustration, feeling dismissed. 🔹 How did I handle it? I withdrew instead of speaking up. 🔹 What will I do differently next time? Use a respectful but firm phrase like, “I’d love to finish my thought before we move on.” 🔥 New Mindset: Instead of assuming bad intent, the leader reframed interruptions as a chance to improve communication dynamics. Over time, this exercise helped them develop composure and confidence—two essentials in high-impact leadership. 💡 CRAVE Leadership in Action: ✔ Empathy – Understanding behaviors rather than assuming intent. ✔ Authenticity – Assertiveness without losing professionalism. ✔ Respect – Balancing self-expression with composure. ✨ Your Turn: Think back to your last meeting. What emotion did you walk away with? What will you do differently next time? Drop a comment below—I’d love to hear your insights! ⬇️ #DrAmin #CRAVELeadership #NeuroLeadership #EmotionalIntelligence #LeadershipDevelopment #CommunicationSkills #SelfAwareness

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’ve been leading #remote teams for 17+ years, and I know firsthand that building strong bonds within the team doesn’t happen as organically as it might in an office. Remote work makes fostering meaningful connections more challenging—it just does. Stevie Case and I discussed this challenge on my podcast, and here’s what we’ve found works: 𝗙𝗼𝘀𝘁𝗲𝗿 𝗮 𝗰𝘂𝗹𝘁𝘂𝗿𝗲 𝗼𝗳 𝘁𝗿𝘂𝘀𝘁 𝗮𝗻𝗱 𝗼𝗽𝗲𝗻𝗻𝗲𝘀𝘀. Build an environment where people feel comfortable sharing ideas, feedback, and wins. At SalesRoads, for example, we create opportunities for team intros to encourage connection across departments and recognize individual contributions in creative ways. 𝗦𝗽𝗮𝗿𝗸 𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻 𝗮𝗻𝗱 𝗲𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁. Be intentional about creating moments of connection—virtual game days, where the team hangs out and has fun together, or Slack channels like our “Water Cooler,” where people share updates, hobbies, and non-work-related moments. These small efforts help foster a sense of belonging. 𝗕𝗿𝗶𝗱𝗴𝗲 𝘁𝗵𝗲 𝗱𝗶𝘀𝘁𝗮𝗻𝗰𝗲. Steve also pointed out the importance of in-person retreats or offsite. If it's not feasible, focus on consistent virtual touchpoints to keep the team connected. For instance, I have a virtual lunch with every new hire. Just 30 minutes to get to know them and make them feel welcome. Since the key to feeling connected to work lies in feeling connected to the people you work with, it’s on us to intentionally create space for collaboration, trust, and engagement. What have you found works best for building bonds in a remote team? You can find the episode here ⟶ Sell Like A Leader Podcast #salesteam

If you want to be a world-class leader, you need to be a world-class listener. 5 tips to be a better listener: — Active listening is the fastest way you can make all your employees feel heard. When someone feels heard, they’re empowered to: - Trust more - Perform better - Communicate openly We know most founders (guilty here) talk WAY more than we listen. We’re used to giving directions, selling, raising funds, coaching, etc. But that creates a professional divergence on what we actually need to focus on. Now let’s get to the good stuff… — 1. Avoid interrupting Interrupting makes people feel undervalued and can disrupt their train of thought. Let the other person finish their points before you jump in and tell them what you think. Don’t listen just to see what to answer ;) — 2. Ask open-ended questions This encourages people to share more information and express their thoughts and feelings more deeply. 3 questions that are guaranteed to make people open up: “What makes you say that?” “Can you tell me more about that?” “What would YOU do in my situation?” We tend to bias people asking closed q’s like: “would you do A or B”? — 3. Pay full attention There’s no greater way to show someone respect than this. Keep eye contact, remove distractions, and nod & smile when appropriate. And whatever you do, DON’T check your emails or messages. I did it so many times 10 years ago. I hated that burnt-out version of myself. — 4. Listen with your eyes Think active listening is all ears? UCLA research shows that 70-90% of communication is NON-verbal. Body language is crucial in how we convey and interpret messages. Look out for: - Hand gestures - Facial expressions - Posture (closed or open arms/shoulders) Subtly emulate these to build trust. — 5. Relay what you heard This helps make sure you have understood the other person correctly. Repeat back what they said in your own words. “So what you’re saying is…” They’ll correct you if you’re wrong. They’ll feel understood if you’re precise. — As you can see it doesn’t take much extra effort to be engaged and empower others through active listening. The real effort comes for us to shut down the “Problem-Solving Mind” and ACTUALLY listen, without thinking of what to answer. Start implementing this with your team and watch how much their morale is boosted. Got value out of this? Repost ♻️ to share to your network and follow Ignacio Carcavallo for more like this!

I was Wrong about Influence. Early in my career, I believed influence in a decision-making meeting was the direct outcome of a strong artifact presented and the ensuing discussion. However, with more leadership experience, I have come to realize that while these are important, there is something far more important at play. Influence, for a given decision, largely happens outside of and before decision-making meetings. Here's my 3 step approach you can follow to maximize your influence: (#3 is often missed yet most important) 1. Obsess over Knowing your Audience Why: Understanding your audience in-depth allows you to tailor your communication, approach and positioning. How: ↳ Research their backgrounds, how they think, what their goals are etc. ↳ Attend other meetings where they are present to learn about their priorities, how they think and what questions they ask. Take note of the topics that energize them or cause concern. ↳ Engage with others who frequently interact with them to gain additional insights. Ask about their preferences, hot buttons, and any subtle cues that could be useful in understanding their perspective. 2. Tailor your Communication Why: This ensures that your message is not just heard but also understood and valued. How: ↳ Seek inspiration from existing artifacts and pickup queues on terminologies, context and background on the give topic. ↳ Reflect on their goals and priorities, and integrate these elements into your communication. For instance, if they prioritize efficiency, highlight how your proposal enhances productivity. ↳Ask yourself "So what?" or "Why should they care" as a litmus test for relatability of your proposal. 3. Pre-socialize for support Why: It allows you to refine your approach, address potential objections, and build a coalition of support (ahead of and during the meeting). How: ↳ Schedule informal discussions or small group meetings with key stakeholders or their team members to discuss your idea(s). A casual coffee or a brief virtual call can be effective. Lead with curiosity vs. an intent to respond. ↳ Ask targeted questions to gather feedback and gauge reactions to your ideas. Examples: What are your initial thoughts on this draft proposal? What challenges do you foresee with this approach? How does this align with our current priorities? ↳ Acknowledge, incorporate and highlight the insights from these pre-meetings into the main meeting, treating them as an integral part of the decision-making process. What would you add? PS: BONUS - Following these steps also expands your understanding of the business and your internal network - both of which make you more effective. --- Follow me, tap the (🔔) Omar Halabieh for daily Leadership and Career posts.

I could feel her energy as soon as I entered the room. And it wasn't good. The meeting followed the agenda and was pleasant on the surface. Still, her energy was off. We were just about to wrap when I brought it up. “I could be off base but I’m sensing frustration. Does that track?” “Yes” she said definitively. And out it came. Underneath the "everything is fine facade," there were circumstances causing frustration. We addressed it together and moved forward. It takes courage to acknowledge emotions, feelings and even more courage to work through them together. As leaders, we can be so busy it’s tempting to plow forward. Growing in emotional intelligence is important work to lead successful teams and deliver results. Here’s my strategy: Acknowledge the uncomfortable. Check in to see if it tracks. Ask open ended questions. Listen. Empathize. Listen more. Move forward together. According to Forbes, the research indicates that emotional intelligence is the number one leadership skill for 2024, noting "If there's one thing that all of the most effective leaders and high-performing professionals have in common, and that anyone moving into 2024 needs to prioritize on their professional development radar, it's possessing high levels of EQ (emotional intelligence)." I'd argue it's the top leadership skill, always. Just think about the cost when leaders struggle with EQ. Employee retention tanks, goals are unmet and low morale derails results. Now imagine if all your senior leaders had strategies for understanding the needs of others and creating an environment of empathy where everyone thrives. Productivity and profit are the byproducts of high performing leaders. Take care of your people and they will take care of the rest. #leadershipdevelopment #executivecoaching #emotionalintelligence

Remote work challenge: How do you build a connected culture when teams are miles apart? At Bunny Studio we’ve discovered that intentional connection is the foundation of our remote culture. This means consistently reinforcing our values while creating spaces where every team member feels seen and valued. Four initiatives that have transformed our remote culture: 🔸 Weekly Town Halls where teams showcase their impact, creating visibility across departments. 🔸 Digital Recognition through our dedicated Slack “kudos” channel, celebrating wins both big and small. 🔸 Random Coffee Connections via Donut, pairing colleagues for 15-minute conversations that break down silos. 🔸 Strategic Bonding Events that pull us away from routines to build genuine connections. Beyond these programs, we’ve learned two critical lessons: 1. Hiring people who thrive in collaborative environments is non-negotiable. 2. Avoiding rigid specialization prevents isolation and encourages cross-functional thinking. The strongest organizational cultures aren’t imposed from above—they’re co-created by everyone. In a remote environment, this co-creation requires deliberate, consistent effort. 🤝 What’s working in your remote culture? I’d love to hear your strategies.