How to Resolve Workplace Communication Issues

Over the past 5 years I learned how to make confrontation a conversation. For years, I avoided confrontation. It was uncomfortable, and I wanted to be liked. I was very immature in my thinking. So, I’d ignore the tough topics, let things slide, and convince myself that keeping the peace was worth more than speaking up. But here’s the truth: that mindset held me back, both personally and professionally. When I stopped avoiding confrontation, I started seeing massive growth. Here’s why addressing confrontation is smart and GOOD for business: 🟢 Prevents Miscommunication: Avoiding confrontation can cause misunderstandings to fester. When you address things head-on, you clear the air and ensure everyone’s on the same page. 🟢 Fosters Trust: People appreciate honesty. Even if the conversation is difficult, addressing issues with integrity shows you respect both yourself and your colleagues. 🟢 Drives Progress: Problems don’t disappear when we ignore them. In fact, they often get bigger. By addressing them directly, we create opportunities for real solutions and growth. Now, let’s talk about how to do this tactfully. Cause the HOW is huge when it comes to this. When I talk about confrontation, I don’t mean a heated debate so you have to be thoughtful in your approach. Here are 5 ways to turn confrontation into a productive conversation in the workplace: 1️⃣ Start with Empathy: Understand the other person’s point of view first. Approach the conversation with curiosity, not blame. 2️⃣ Focus on the Issue, Not the Person: Address behaviors or outcomes, not character flaws. Keep it solution-focused. 3️⃣ Use "I" Statements: Own your feelings. For example, “I feel frustrated when…” vs. “You always…” 4️⃣ Stay Calm & Collected: Keep your emotions in check. If needed, take a breather before speaking. 5️⃣ Offer Solutions: Confrontation without a path forward is just complaining. Be ready to suggest ways to move forward. Other things to consider are the when, where and with whom. Try to time the conversation well and determine the best medium. Maybe Slack isn’t the best mechanism for this type of conversation. Lastly, think about who’s in the room. Think about whether or not this should be a private conversation or if it’s better suited for and with a group. Next time you’re facing confrontation, remember: it’s not about winning, it’s about growing. Don’t shy away from these conversations—they’ll make you, your team, and your business stronger.

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

𝗦𝘁𝗿𝘂𝗴𝗴𝗹𝗶𝗻𝗴 𝘄𝗶𝘁𝗵 𝗧𝗼𝘂𝗴𝗵 𝗖𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀 𝗮𝘁 𝗪𝗼𝗿𝗸? Avoiding difficult conversations can damage your leadership and hurt your team’s performance. If you’re not addressing issues, you’re allowing problems to grow. ✅ Are you ignoring tough conversations and hoping the problem will go away? ✅ Do workplace conflicts keep piling up, leaving you more stressed? ✅ Is your leadership credibility at risk because you don’t know how to manage tough talks? If your answer is yes to any of these, you’re not alone! 𝗥𝗲𝘀𝗲𝗮𝗿𝗰𝗵 𝘀𝗵𝗼𝘄𝘀: 𝟲𝟱% of workplace conflicts remain unresolved because of avoidance (Stanford University). 𝟰𝟬% of employees who avoid conflict feel disengaged (Gallup). 𝟲𝟬% of managers believe avoiding conflict leads to lower productivity (HBR). 𝗖𝗮𝘀𝗲 𝗦𝘁𝘂𝗱𝘆: 𝗝𝗼𝗵𝗻’𝘀 𝗦𝘁𝗼𝗿𝘆 John, a team leader in a software company, avoided discussing delays with a colleague. He hoped the problem would fix itself, but it only got worse. 𝗛𝗲𝗿𝗲’𝘀 𝗵𝗼𝘄 𝘁𝗵𝗶𝗻𝗴𝘀 𝘀𝗽𝗶𝗿𝗮𝗹𝗲𝗱: • The project suffered constant delays. • His team lost trust in his leadership. • John became stressed and doubted his own abilities. • Tension within the team led to poor performance. John reached out for coaching, and we worked together to fix the problem. 𝗛𝗲𝗿𝗲’𝘀 𝗵𝗼𝘄 𝘄𝗲 𝘁𝘂𝗿𝗻𝗲𝗱 𝗶𝘁 𝗮𝗿𝗼𝘂𝗻𝗱: 𝟱 𝗞𝗲𝘆 𝗔𝗿𝗲𝗮𝘀 𝗪𝗲 𝗪𝗼𝗿𝗸𝗲𝗱 𝗢𝗻 • Emotional intelligence. • Conflict resolution skills. • Leadership assertiveness. • Strategic decision-making. • Effective communication. 𝟱 𝗦𝘁𝗲𝗽𝘀 𝘁𝗼 𝗠𝗮𝘀𝘁𝗲𝗿𝗶𝗻𝗴 𝗗𝗶𝗳𝗳𝗶𝗰𝘂𝗹𝘁 𝗖𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀 𝗨𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱𝗶𝗻𝗴 𝘁𝗵𝗲 𝗿𝗼𝗼𝘁 𝗰𝗮𝘂𝘀𝗲: John recognized his fear of rejection was holding him back. 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹 𝗿𝗲𝗴𝘂𝗹𝗮𝘁𝗶𝗼𝗻: John learned to stay calm during conversations by using breathing techniques. 𝗔𝗰𝘁𝗶𝘃𝗲 𝗹𝗶𝘀𝘁𝗲𝗻𝗶𝗻𝗴: He let his colleague speak first, building trust and empathy. 𝗙𝗿𝗮𝗺𝗶𝗻𝗴 𝗰𝗼𝗻𝘀𝘁𝗿𝘂𝗰𝘁𝗶𝘃𝗲𝗹𝘆: John focused on team goals instead of blame, asking, “How can we solve this together?” 𝗦𝗲𝘁𝘁𝗶𝗻𝗴 𝗰𝗹𝗲𝗮𝗿 𝗮𝗰𝘁𝗶𝗼𝗻 𝘀𝘁𝗲𝗽𝘀: John and his colleague agreed on deadlines and weekly check-ins to stay on track. 𝗧𝗵𝗲 𝗥𝗲𝘀𝘂𝗹𝘁𝘀 John confronted the issue head-on, restoring trust in his leadership and improving team communication. The project was completed on time, and John earned recognition for his strong leadership skills. 𝗗𝗼’𝘀 𝗮𝗻𝗱 𝗗𝗼𝗻’𝘁𝘀 ✅ Do address issues early. ✅ Do listen with empathy. ✅ Do stay calm and focused. ❌ Don’t avoid tough conversations. ❌ Don’t let fear stop you from acting. 𝗔𝗿𝗲 𝘆𝗼𝘂 𝗿𝗲𝗮𝗱𝘆 𝘁𝗼 𝗳𝗮𝗰𝗲 𝘆𝗼𝘂𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗰𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀 𝗵𝗲𝗮𝗱-𝗼𝗻? 𝗣.𝗦. Let’s work together to unlock your leadership potential! 𝗗𝗿𝗼𝗽 𝗺𝗲 𝗮 𝗺𝗲𝘀𝘀𝗮𝗴𝗲, and let's create a customized solution just for you. #peakimpactmentorship #leadership #success #interviewtips #communication

If they don’t feel heard, They don’t hear you. Communication Isn’t Just What You Say It’s What They Hear. This week, I sat in on a tough conversation. Two team members. One supervisor. One employee. Both frustrated. Both defensive. Both feeling misunderstood. I stepped in to mediate. But it became clear, neither side was truly receiving the other’s message. We reached an impasse. And ultimately, made the call to separate them onto different teams. Here’s what it taught me: ➡️ Half of communication is sending the message. ➡️ The other half, receiving it, often gets overlooked. Words matter. Tone matters. Context matters. But perception matters most; how your message lands. If your team hears criticism instead of coaching… If your tone sounds condescending instead of supportive… If your intent feels like blame instead of belief… The message fails. And when the message fails, trust fractures. 🧠 Harvard research shows poor communication is the #1 reason relationships break down personally and professionally. So how do you get it right, especially in hard conversations? Here’s what I’ve learned as a leader: 🔹 Start with intention. Lead with why the conversation matters; growth, not punishment. 🔹 Acknowledge their value. Affirm their strengths before addressing gaps. People stay open when they feel seen. 🔹 Ask, don’t assume. “What’s your take on this?” opens more doors than “Here’s what’s wrong.” 🔹 Check for understanding. Say: “How did that land with you?” Not: “Got it?” Feedback is a two-way street. 🔹 Stay calm, not cold. Regulate your tone. The delivery determines if the message feels safe or sharp. Because you can’t build a high-performing team if people walk away feeling torn down. The best teams aren’t built on perfect alignment. They’re built on consistent communication. Comment Below: What’s your go-to strategy for giving tough feedback with care? ♻ Repost if you've ever had to fix what poor communication broke. 📩 Subscribe to my leadership newsletter, Beyond the Title, for more insights on leadership that actually works.

"What's wrong?" 🤔 For years, I thought I was a supportive leader when I'd ask, "What's wrong?" during a 1:1 with someone who seemed off. I strive to foster team environments where people feel psychologically safe to share their ideas, opinions, and disagreements with each other (and me). I wanted to create a space where my teammates could be honest about their challenges. But here's what I learned after too many years of asking, "What's wrong?" That question can backfire. ⚠️ When you ask 'What's wrong?' you're implying there's a problem that needs to be fixed. This can make the person feel like they are the problem. What starts as an attempt to show support can turn into an unwanted examination of their behavior or mood. Plus, you might be picking up on something that isn't actually negative at all. I've found that this question often makes people defensive or uncomfortable, even when that wasn't my intention. So, instead, I've learned a subtle but important shift in my communication with people. 👉 Instead of asking: "What's wrong?" I ask, "What's on your mind?" 🤔 That tiny reframe does two things: 1️⃣ It opens the door to whatever they want to share—without making it about me diagnosing the issue or applying negativity to something that might not be there. 2️⃣ It normalizes the idea that it's okay to have a lot going on and that you don't need everything "fixed." Sometimes people just need someone to listen. I've found that this approach consistently helps people feel more seen, more comfortable sharing challenges, and more empowered to solve them collaboratively. This mindset shift has helped me not only in the workplace but also as a parent and partner. I realized I really didn't like it when my husband assumed my energy meant something was "wrong." When we started asking, "What's up?" instead, it made a world of difference. 💡 So try it. Start a conversation with "What's on your mind?" and see where it takes you. You might be surprised by how much you can learn—and how much trust you can build—with just a few words. What communication tricks have you learned over the years to create a more supportive culture and psychologically safe spaces for your teams?