Soft Skills & Emotional Intelligence

Conflict is inevitable. Emotional intelligence is the antidote. This “conversation guide” is a blueprint for emotional intelligence in action. ✅ Every step here reflects self-awareness, empathy, impulse control, and respect for others’ perspectives — the core pillars of EQ. ✅ Difficult conversations often go wrong not because of what we say, but how and when we say it. ✅ Mastering these skills turns conflict into collaboration. ✅ You create safety, preserve dignity, and move toward solutions — not stand-offs. Bottom line: 🧠 The emotionally intelligent leader doesn’t avoid hard conversations because they know how to have them well. That’s where trust is built, relationships deepen, and real progress happens. Give it another read, and tell me what you think... HOW TO MASTER DIFFICULT CONVERSATIONS 1️⃣ Timing Matters ❌ Don’t ambush someone when they’re stressed or busy. ✅ “Can we find a time that works for both of us?” 2️⃣ Starting With Empathy, Not Ego ❌ Don’t jump in with blame or judgment. ✅ Begin by acknowledging their perspective and emotions. 3️⃣ Staying Steady, Not Reactive ❌ Don’t snap back or shut down. ✅ “Okay, I hear you. Can you help me understand what happened?” 4️⃣ Tackling It Early ❌ Don’t let negative feelings fester. ✅ Bring up issues when they’re still small. 5️⃣ Creating The Right Setting ❌ Don’t have tough talks in public or around peers. ✅ “Mind if we step aside and talk in private for a minute?” 6️⃣ Focusing On The Issue ❌ Don’t bring up past grudges or performance issues. ✅ Stay on topic and address one concern at a time. 7️⃣ Finding Common Ground ❌ Don’t frame the conversation as “winning” vs. “losing.” ✅ “We both want [X] by [date and time], right?” 8️⃣ Accepting Responsibility ❌ Don’t deflect or minimize your role in the situation. ✅ “I could’ve handled that better — my bad.” 9️⃣ Avoiding Absolutes ❌ Don’t use words like “always,” “never,” or “impossible.” ✅ Recognize nuance and exceptions to patterns. 🔟 Offering Solutions ❌ Don’t just present problems without plans for moving forward. ✅ “Here’s what I think could help... what do you think?” --- ♻️ Repost if this resonates. ➕ Follow Travis Bradberry for more and sign up for my weekly LinkedIn newsletter. Do you want more like this? 👇 📖 My new book, "The New Emotional Intelligence" is now 10% off on Amazon and it's already a bestseller.

I managed teams for 10 years before I learned this important truth: Empathy isn't a "soft skill." It's your most powerful leadership tool. I once had a top performer who was missing deadlines. Instead of asking "Why isn't this done?" I asked "How can I support you?" Turns out, she was dealing with family health issues but was afraid to speak up. That one conversation changed everything. 8 ways I learned to show empathy at work: — Listen without jumping to fix things — Be flexible when life throws curveballs — Make time for non-work conversations — Give praise in public, feedback in private — Create space where no question feels stupid — Support mental health days, not just sick days — Ask how you can help, not why things aren't done — Treat your team like people first, employees second When you lead with empathy, productivity and loyalty naturally follow. You don't have to choose between being human and being successful. The most effective leaders are both. Because at the end of the day, people don't leave bad jobs. They leave environments where they don't feel understood or appreciated. Want to transform your team? Start with empathy. It's the investment that pays the highest returns. ♻️ Agree? Repost to spread the message. Thanks! 📌 Follow Justin Wright for more on emotional intelligence. Want my 99 best cheat sheets? Get them free: BrillianceBrief.com

I was shadowing a coaching client in her leadership meeting when I watched this brilliant woman apologize six times in 30 minutes. 1. “Sorry, this might be off-topic, but..." 2. “I'm could be wrong, but what if we..." 3. “Sorry again, I know we're running short on time..." 4. “I don't want to step on anyone's toes, but..." 5. “This is just my opinion, but..." 6. “Sorry if I'm being too pushy..." Her ideas? They were game-changing. Every single one. Here's what I've learned after decades of coaching women leaders: Women are masterful at reading the room and keeping everyone comfortable. It's a superpower. But when we consistently prioritize others' comfort over our own voice, we rob ourselves, and our teams, of our full contribution. The alternative isn't to become aggressive or dismissive. It's to practice “gracious assertion": • Replace "Sorry to interrupt" with "I'd like to add to that" • Replace "This might be stupid, but..." with "Here's another perspective" • Replace "I hope this makes sense" with "Let me know what questions you have" • Replace "I don't want to step on toes" with "I have a different approach" • Replace "This is just my opinion" with "Based on my experience" • Replace "Sorry if I'm being pushy" with "I feel strongly about this because" But how do you know if you're hitting the right note? Ask yourself these three questions: • Am I stating my needs clearly while respecting others' perspectives? (Assertive) • Am I dismissing others' input or bulldozing through objections? (Aggressive) • Am I hinting at what I want instead of directly asking for it? (Passive-aggressive) You can be considerate AND confident. You can make space for others AND take up space yourself. Your comfort matters too. Your voice matters too. Your ideas matter too. And most importantly, YOU matter. @she.shines.inc #Womenleaders #Confidence #selfadvocacy

73% of employers expect you to negotiate. 55% of professionals don’t. That’s a costly silence. Negotiation isn’t about being difficult. It’s about showing up prepared and knowing your value. Here's how to do it right: 1. Research what’s fair ↳ Know the going rate for your role and level. 2. Know your impact ↳ Have proof of what you’ve led, built, or improved. 3. Define your range ↳ Set your target and your bottom line. 4. Look beyond salary ↳ Include PTO, bonuses, equity, flexibility. 5. Practice out loud ↳ Once is better than never. Confidence shows. Common missteps to avoid: 🚫 Accepting an offer on the spot 🚫 Leading with your lowest number 🚫 Ignoring the full compensation picture Smarter ways to respond: 🗨 “Based on what I bring, let's revisit the package.” 🗨 “What flexibility is there in total compensation?” 🗨 “Thanks. Can I take some time to review this?” Coaching 100s of people into roles they actually love  has taught me: You don’t get what you deserve. You get what you negotiate. Your new boss is expecting it. You just have to be ready. 🔖 Save this for when the offer comes in. 📤 Send it to someone who’s due for a raise. Reshare ♻️ to help someone in your network. And give me a follow for more posts like this. P.S. Looking to grow your salary? Each month, I help a select number of people get 40-80% pay bumps and land fulfilling $200K-$500K roles. DM me "Salary" to learn how.

I was a terrible manager when I first started. I thought leadership was all about doing the work and leading by example. Spoiler: it’s not. Here’s what I’ve learned about becoming the kind of leader your team actually wants to follow (instead of silently resenting): 1. Promote Work-Life Balance I used to think being "the hardest worker in the room" would inspire my team. Instead, it burned them—and me—out. Now, I encourage my team to take breaks, set boundaries, and prioritize their health. If your team is running on empty, so is your leadership. 2. Provide Clear Expectations Early on, I left my team to “figure it out”—thinking autonomy was empowering. But without clear goals, people become uncertain, frustrated, and stressed. Everyone needs to know how to play—and win—their game. 3. Offer Real Support No one wants a "boss." I learned that real leadership means being approachable. Your team won’t thrive if they’re afraid to come to you. 4. Recognize and Appreciate Fair pay isn't a substitute for being present. Recognition fuels motivation. Celebrate your team! 5. Encourage Open Communication In my early days, I didn’t listen enough. I talked at my team, not with them. Now, I create space for open dialogue, where no one fears judgment. I’ve learned that the best leaders listen first, act second. Afterall, telling isn't teaching. 6. Invest in Their Growth Skills compound. Don't underestimate the power of development. I never skip a coaching opportunity—when your people grow, your team levels up. 7. Promote Collaboration Build a culture that rewards teamwork and joint mission wins. Avoid structure that perpetuates scarcity thinking. An aligned team is greater than the sum of its parts. 8. Lead with Empathy At the start, I made decisions without fully considering my team's individual needs—I was too binary. That changed when I saw the impact of leading with empathy. Now, I take time to understand each person’s challenges and strengths because compassion breeds loyalty. 9. Create a Positive Work Environment I thought culture would take care of itself. But culture is shaped by every choice you make as a leader. I learned to focus on building an inclusive, respectful environment where everyone feels heard and valued. 10. Monitor and Address Burnout I was blind to burnout until it hit me—and my team. Now, I watch for early signs of burnout, like decreased productivity or changes in behavior, and take action immediately. It’s not just about saving performance—it’s about saving people. I started as a terrible manager, but I’ve learned that leadership is about more than getting the job done—it's about empowering people to thrive. Your team isn’t looking for a perfect leader; they’re looking for someone who cares enough to lead with intention, empathy, and presence. シ ♻️ Be kind. Smash that repost button. 💬 Which (1-10) resonates the most for you? P.S. DROP A COMMENT & TAG YOUR FAVORITE BOSS!

Make sure you're taking a long-term view while searching for your next role - that's how you build a career, not just land a job! Three pro-moves: 1. Respond with grace to every rejection and use it as an opportunity to reaffirm your interest in the company more broadly. Why: If you make it pretty far through a process (past the hiring manager), the company likes you and sees a strong match. You would likely do well there, even if another candidate wins out for this role. A positive reaction to a rejection helps strengthen the relationship with the team, and let's them know the door is open to the future. Real Life Results: I've seen others share their successes; I can personally tell you I've received 3 offers from places that have previously rejected me, and 2 were when they circled back within a few weeks to months of a rejection, with another opportunity. Ex. "Thank you so much for this update! I'd be lying if I said I wasn't disappointed because COMPANY was truly my top choice, and a place I know I would thrive, but I'm so glad you found a strong match for this opportunity, it's an awesome role and team!! This process has been wonderful and only strengthened my interest in working with COMPANY so I hope you'll keep me in mind for similar opportunities - I'll be keeping my eyes peeled too. Careers are long and I hope we'll have the chance to be colleagues one day!" 2. Take that interview, even if something about the opportunity is less than ideal. Why: Maybe the comp is low, maybe title isn't quite what you wanted. But it's still a chance to learn more and network. If the company is of interest to you, take the chance to learn more. Yes there's an opportunity cost in terms of your time, but it may be worth it to get some networking in. Real Life Results: I've shared before that the initial salary range I was quoted for my job at Zapier was lower than what I would have expected...I continued any way, and fortunately managed to get leveled up which landed me an offer I was happy to accept! In the past, accepting an interview for a job in a location I was not willing to go to also landed me a great opportunity. Ex. There isn't one. Just say yes if there's something appealing - you might decline this opportunity, but open the door to an even better one! 3. Keep in touch with people after networking chats, interviews, etc. Why: Anyone you've met with once is in your network. When you share updates, you keep the lines of communication open. This makes it easier to make an ask in the future, and also keeps you top of mind for them! Real Life Results: This approach has helped me get referrals or connections to hiring managers, some of which have led to offers. Ex. "I know we chatted a few months ago - since our conversation, I completed my certification through PMI, and moved into an agile-focused role in my dept. I'm still interested in opportunities with COMPANY in the future, so certainly keep me in mind in the future!"

On the best teams, people don’t feel pressure to fit in. They feel valued for what makes them stand out. Here are a few ways to create a culture where diverse perspectives are encouraged and celebrated. 🤝 To prevent groupthink and make it easier for everyone to chime in, split into duos for discussions and then do share outs with the larger group. 💬 If you see someone get interrupted, jump in and ask them to continue sharing. This sets a norm of letting people finish their full trains of thought. ✅ Make an “It’s okay to…” list. As a group, write down things teammates should not hesitate to do. Think, "Ask why, and why not" or "Flag a potential problem." And remember: If everyone on your team agrees on everything, all the time, you're probably not coming up with innovative, broadly accessible solutions.

Do you know who the most dangerous people in a company are? Burned-out leaders. ↳ They can't lead effectively. ↳ Their state drags down team morale. ↳ This impacts results, slowly destroying the company. Today, 65% of leaders show burnout symptoms. Their companies are at risk. Their employees could "catch" burnout too. So, what can we do? ⇢ Watch out for signs of burnout, which are often ignored. ⇢ Identify the stage of burnout from these signs. ⇢ Act according to the stage and needs of the burned-out leader. ⇢ Implement preventive measures for the entire team. Here are the 8 stages of burnout we can’t afford to ignore: 1/ Excessive Drive: Pushing too hard for perfection. 2/ Ignoring Self-Care: Regularly skipping meals, exercise, hobbies, and sleep. 3/ Denial of Problems: Ignoring stress signs, convincing yourself everything’s fine. 4/ Withdrawal: Distancing from friends, family, and colleagues. 5/ Behavioral Changes: Irritability, impatience, and quick anger. 6/ Depersonalization: Feeling disconnected from your emotions and body. 7/ Apathy: Constantly feeling empty and purposeless. 8/ Depression: Persistent sadness, hopelessness, and feeling overwhelmed. Burnout hits when your body and mind can't keep up with your demands. Don’t push yourself to do the impossible. Prioritize inner peace over external "efficiency." ♻️ Share this guide with your network to help recognize and prevent the stages of burnout. ☝️ For more valuable content, follow me Victoria Repa.

Conflict gets a bad rap in the workplace. Early in my career, I believed conflict had no place in a healthy workplace. As I progressed, I realized that it was quite the contrary. The lack of conflict isn't a sign of a healthy work culture, rather it is an indication that important debates, discussions and differing viewpoints are being disregarded or suppressed. This insight revealed another key aspect: high-performing teams do not shy away from conflict. They embrace it, leveraging diverse opinions to drive optimal outcomes for customers. What sets these teams apart is their ability to handle conflict constructively. So how can this be achieved? I reached out to my friend Andrea Stone, Leadership Coach and Founder of Stone Leadership, for some tips on effectively managing conflict in the workplace. Here's the valuable guidance she provided: 1. Pause: Take a moment to assess your feelings in the heat of the moment. Be curious about your emotions, resist immediate reactions, and take the time to understand the why behind your feelings. 2. Seek the Other Perspective: Engage genuinely, listen intently, show real interest, and ask pertinent questions. Remember to leave your preconceived judgments at the door. 3. Acknowledge Their Perspective: Express your understanding of their viewpoint. If their arguments have altered your perspective, don't hesitate to share this with them. 4. Express Your Viewpoint: If your opinion remains unswayed, seek permission to explain your perspective and experiences. Remember to speak from your viewpoint using "I" statements. 5. Discuss the Bigger Objective: Identify common grounds and goals. Understand that each person might have a different, bigger picture in mind. This process can be taxing, so prepare beforehand. In prolonged conflict situations, don't hesitate to suggest breaks to refresh and refuel mentally, physically, and emotionally. 6. Know Your Limits: If the issue is of significant importance to you, be aware of your boundaries. For those familiar with negotiation tactics, know your BATNA (Best Alternative to a Negotiated Agreement). 7. Finalize Agreements: Once an agreement has been reached, continue the engagement to agree on responsibilities and timeframes. This ensures clarity on the outcome and commitments made. PS: Approach such situations with curiosity and assume others are trying to do the right thing. 🔁 Useful? I would appreciate a repost. Image Credit: Hari Haralambiev ----- Follow me, tap the (🔔) Omar Halabieh for daily Leadership and Career posts.

One of the toughest tests of your leadership isn't how you handle success. It's how you navigate disagreement. I noticed this in the SEAL Teams and in my work with executives: Those who master difficult conversations outperform their peers not just in team satisfaction, but in decision quality and innovation. The problem? Most of us enter difficult conversations with our nervous system already in a threat state. Our brain literally can't access its best thinking when flooded with stress hormones. Through years of working with high-performing teams, I've developed what I call The Mindful Disagreement Framework. Here's how it works: 1. Pause Before Engaging (10 seconds) When triggered by disagreement, take a deliberate breath. This small reset activates your prefrontal cortex instead of your reactive limbic system. Your brain physically needs this transition to think clearly. 2. Set Psychological Safety (30 seconds) Start with: "I appreciate your perspective and want to understand it better. I also have some different thoughts to share." This simple opener signals respect while creating space for different viewpoints. 3. Lead with Curiosity, Not Certainty (2 minutes) Ask at least three questions before stating your position. This practice significantly increases the quality of solutions because it broadens your understanding before narrowing toward decisions. 4. Name the Shared Purpose (1 minute) "We both want [shared goal]. We're just seeing different paths to get there." This reminds everyone you're on the same team, even with different perspectives. 5. Separate Impact from Intent (30 seconds) "When X happened, I felt Y, because Z. I know that wasn't your intention." This formula transforms accusations into observations. Last month, I used this exact framework in a disagreement. The conversation that could have damaged our relationship instead strengthened it. Not because we ended up agreeing, but because we disagreed respectfully. (It may or may not have been with my kid!) The most valuable disagreements often feel uncomfortable. The goal isn't comfort. It's growth. What difficult conversation are you avoiding right now? Try this framework tomorrow and watch what happens to your leadership influence. ___ Follow me, Jon Macaskill for more leadership focused content. And feel free to repost if someone in your life needs to hear this. 📩 Subscribe to my newsletter here → https://lnkd.in/g9ZFxDJG You'll get FREE access to my 21-Day Mindfulness & Meditation Course packed with real, actionable strategies to lead with clarity, resilience, and purpose.