-Create a safe space: Encourage open communication and let others know that their feelings are valued. -Listen actively: Pay attention to both the words and the underlying emotions. Ask clarifying questions to ensure understanding. -Validate emotions: Acknowledge and validate the person's feelings, even if you disagree with their perspective. -Seek solutions together: Collaborate to find mutually beneficial solutions that address the underlying concerns. -Follow up: Check in later to see how the situation is progressing and offer continued support

In my experience, when addressing any workplace issue that impacts internal relationships, the first step is identifying the root cause. I specialize in emotional management because, in most cases, challenges in the workplace—even those related to financial performance—often stem from poor individual emotional regulation and stress management. By improving emotional intelligence, teams can communicate more effectively, reduce conflict, enhance overall performance, satisfaction, and loyalty. Team coaching offers a structured solution to build these essential skills, fostering collaboration and resilience.

Best is to start by acknowledging the emotions behind the feedback without reacting impulsively. Take a moment to listen actively, showing empathy and understanding for the person's perspective. Avoid becoming defensive or dismissive, even if the setting is stressful. Instead, validate their feelings and let them know you appreciate their input. If the situation is too chaotic to address immediately, suggest taking a step back to revisit the conversation in a more controlled environment. Stay solution-oriented by focusing on the issue at hand rather than the intensity of the emotions, and work collaboratively to find a resolution. This approach helps diffuse tension while maintaining professionalism and fostering positive communication.

Don't dismiss the emotional feedback. What has driven the feedback being delivered in said way, have you understood the driver behind the individuals emotional response. Not all emotional responses are negative, however, must be balanced. Passion / frustration / not being heard / not feeling valued can all drive emotional responses to a given situation or topic. It may not be the actual topic or situation that sparked the emotional response, but other factors. Keep calm and listen. To reiterate, understand the driver (don't assume) before calmly engaging

Handling emotional feed back at work can be a positive or negative experience. To successfully navigate those situations try these three strategies: 1. Self reflection. Are you emotionally affected by the deadlines and pressure? Will respond from that mindset or are you emotionally sound and can help a coworker and not hinder them. 2. Assess the situation. What do the you or your colleagues need to help lessen the stress? Can you or any other members collaborate together? If so make every effort to help. 3. Find peace. If there is no way that deadlines can be met be thankful with what has been accomplished and acknowledge that. Every lesson learned is building more keys to emotional stability and empowerment. This is essential growth.