Great leaders view conflict as a positive. They value the art of passionately debating, challenging each person’s perspectives and assumptions, and wrestling with all the angles of a difficult situation. 

Great leaders don’t view conflict as personal, it doesn’t involve judging one another’s ideas and it doesn’t leave a lingering resentment of others, or negative energy. 

How about you? How do you view conflict at work?

Having good communication habits doesn’t mean we never experience conflict, or become angry; it means having the tools, inner resources, and self-assured energy to navigate tough situations skillfully when they arise. 

This post, and the script for delivering constructive feedback within it, is here to help you show up with increased confidence, trust, ease, and wisdom during your next difficult employee feedback session.

If you’re looking to show up to work with increased confidence, trust, ease, and wisdom during your next challenging conversation, try these 4 practices for shifting your team dynamic and communicating better at the office: Be Mindful Of Your Judgments And Interpretations, Increase Your Capacity For Discomfort, Cultivate The Quality Of Your Presence, and Remember Your Values. 

This post is here to offer you some conscious and intentional communications training to help build your EQ muscles. Try this exercise to help you prepare for and lean into your next difficult conversation with a goal of mutual understanding and connection.

When confronted by a difficult conversation, frustrating email, or challenging personality at work how do you respond? Are you calm, present, and regulated, or do you tend to lose control and rule with an iron fist?

If the switch from reacting emotionally to staying present and balanced is harder for you, you aren’t alone. Don’t be discouraged if you need some help working through your default programming, it’s likely had a hold of you since childhood.

Do you invite your team to challenge the way things have always been done at your organization?

Great leaders don’t get locked into the “that’s the way things are done around here” syndrome. Instead, they give their employees the autonomy to solve their own problems, freeing up space to do their own big work, while also empowering their team to grow and develop into the most impactful version of themselves.