How to Handle Anger in Climate Conversations

Navigating difficult conversations…we know the terrain well in supply chain and sustainability —complex stakeholder relationships, competing priorities, and tough tradeoffs that demand honest dialogue. The first quarter of 2025 has been challenging for some clients and colleagues. Behind every successful initiative lies countless challenging conversations.I wanted to share this list that captures what I've learned (often the hard way) about handling challenging discussions: 1. Lead with empathy - acknowledge feelings before diving into issues 2. Stay calm - pause and breathe when tensions rise. Cooler heads prevail. 3. Prepare but remain flexible - rigid scripts rarely survive contact with reality 4. Ask genuine questions - "help me understand your perspective" 5. Give authentic appreciation - recognize effort before suggesting changes 6. Own your emotions - acknowledge feelings without manipulation 7. Respect others' viewpoints - validation doesn't require agreement. You can disagree and still find a happy path. 8. Be specific - vague criticisms like "you always" rarely help 9. Collaborate on solutions - problem-dumping without brainstorming fixes nothing 10. Set clear boundaries - know what you can and cannot commit to 11. Listen actively - not just waiting for your turn to speak. Read this again… 12. Apologize sincerely when needed - take responsibility, not half-measures. Accountability helps build trust. 13. End with concrete next steps - clarity prevents misunderstandings. Playing back throughout tough conversations with key points and actions shows active listening and understanding. 14. Reflect afterward - what worked? what could improve? In my experience leading global teams, the conversations I've handled poorly weren't failures of strategy—they were failures of approach and understanding context. For example, a recent negotiation with a supplier facing severe capacity constraints could have deteriorated into finger-pointing. Instead, by focusing on understanding their challenges first (point #4) and collaborating on creative solutions (point #9), we found a path forward and workable compromise. Staying calm helped too ;) What's your experience? Which of these principles has been most valuable in your leadership journey? Or is there a 15th point you'd add to this list? ___________ 👍🏽 Like this? ♻️ Repost to help someone ✅ Follow me Sheri R. Hinish 🔔 Click my name → Hit the bell → See my posts. #SupplyChain #leadership #sustainability

Making People feel Heard Active listening is promoted widely these days - rightly so. And, how can you go beyond active listening when you need to handle challenging situations. When someone is very angry (especially at you 😊), it becomes challenging to tackle the issue. Recently a colleague was very upset with me for doing (or actually not doing) a task he was expecting me to to do. My gut reaction was to give a snarky reply. Then I suddenly remembered a mantra shared by my mentor. We often tend to go into solution mode and offer our way of resolving the problem. In my experience, frequently, others do not expect you to provide a solution. They just need to feel heard. This is the process I followed: 1.     I imagined the person was in a plastic bubble and his words did not impact me. Had I got triggered and responded angrily, this technique would not have worked. 2. Asked him how he felt and what his thoughts were on the issue. I empathized with his condition. 3. Paraphrased his words, while prefacing with “My understanding is” and re-used some of his words. I also added my perception of his feelings of anger and being upset. Subtly tried to use similar body gestures and pace of voice, without appearing to mimic him. 4. Asked him “Have I expressed you correctly”? If he had agreed, we would have had a common understanding. But when he said “Not really”, I went to the next step. 5. Repeated step 2 of asking him how he really felt and his thoughts on the matter and listened much more attentively. I paraphrased my response again. He felt I had expressed his feelings well. I would have continued this process till he agreed with my interpretation of his thoughts and feelings. By them, the core issue was clear, and my colleague felt himself being heard and was in a position to discuss the issue calmly and logically. In other cases, I have found that the issue has already been resolved at this stage. Being present with the other person and feeling heard is a great gift you can give to others. What technique do you use to handle such situations? Do share in the comments below. #CareerCoach #LifeCoach #Leadership

I recently took a deposition where the defense lawyer was very upset (for some unknown reason) and was hell-bent on letting everyone know it. I'm sure we've all been in a scenario like this, where we have to deal with someone giving off bad energy. Dealing with someone who is visibly agitated or aggressive can be a daunting task. The key to managing situations like these lies in a strategic approach that calms the storm without escalating the conflict. Here's how to handle it: 👇 First and foremost, it's critical not to interrupt. Picture the person as a balloon filled to the brim with air—that air represents their anger. By interrupting, you seal the balloon, trapping the anger inside. Instead, let them speak until they've let all their 'air' out, allowing them to deflate naturally. This act of listening can be a powerful tool, as it often diffuses the immediate intensity of their emotions. After they've expressed themselves, gently ask them to explain the situation again. The phrase "Can you please tell me that again?" works wonders. By the time they've finished their initial venting, the 'balloon' is deflated, and they are typically unable to reinflate it with the same level of anger. This results in a more composed recounting of events. The third tactic involves steering the conversation with questions of fact. Queries that start with 'what,' 'why,' or 'where' nudge the person from their emotional state into a more logical one. Asking something like "When did this happen?" forces them to think about the details rather than their emotions, helping them to cool down. Implementing these strategies isn't just about weathering a verbal onslaught; it's about guiding the conversation to a place of understanding and resolution. By letting the person deflate, encouraging a calmer second explanation, and asking fact-focused questions, you can transition from simply handling a hot head to fostering a dialogue that resolves the underlying issues. This approach not only deescalates the immediate situation but also cultivates a blueprint for resolving future conflicts effectively. #interpersonalcommunication #communication #collaboration #relationshipbuilding