Tips for Improving Workplace Communication with Emotional Intelligence

They call it "soft skills" to make you ignore it. But EQ is your hardest competitive edge. For years, I wondered why my input wasn't valued the same way others' was. Same credentials. Same experience. Different results. Then I realized: I was focused on being impressive instead of being influential. Here's what (actually) builds influence at work 💡 1) Ask what they need before offering what you know ↳ "What's your biggest concern about this?" then tailor your response 2) Create psychological safety before delivering tough news ↳ "I'm bringing this up because I respect our partnership" 3) Use silence as your secret weapon ↳ After making your point, stop talking. Let it land. 4) Address the unspoken concern first ↳ "I know some might think this is too aggressive, but here's why..." 5) Frame feedback as curiosity, not criticism ↳ "I'm curious about your experience with..." 6) Make your boundaries feel like respect, not rejection ↳ "To give this the attention it deserves, I'll need until Friday" 7) End difficult conversations with clarity, not comfort ↳ "Here's what I heard... here's what happens next" Your expertise gets you invited to conversations. Your emotional intelligence makes people listen. Which shift will you try today? -- ♻️ Repost to help your network build influence that lasts 🔔 Follow Dr. Carolyn Frost for EQ strategies that create real impact

A firefighter doesn't fight fire with more fire. We can't resolve conflicts by burning with rage. In today's fast-paced professional landscape, adept conflict resolution isn't just a skill – it's a strategic advantage. Here are some practical ways putting emotional intelligence into practice can defuse conflicts more effectively: Empathy: Understand others' perspectives deeply before reacting. •Acknowledging a colleague's workload pressures before addressing a missed deadline fosters understanding and collaboration. Self-awareness: Recognize your emotions and their impact on others. •Taking a pause to reflect on your frustration during a heated discussion can prevent escalation and promote constructive dialogue. Active listening: Engage fully with others' viewpoints without judgment. •Paraphrasing a coworker's concerns demonstrates respect and validates their feelings, paving the way for mutual understanding. Adaptability: Flexibility in adjusting your approach. •Adapting communication styles to accommodate introverted team members ensures all voices are heard and valued. Assertiveness: Communicate your needs and boundaries effectively while respecting others'. •Clearly expressing discomfort with a colleague's behavior maintains professionalism and prevents recurring conflicts. Patience: Practice tolerance during conflicts to seek long-term solutions over quick fixes. •Enduring a challenging project partnership with a new team member can lead to valuable learning experiences and strengthened relationships. Problem-solving: Approach conflicts as opportunities for growth and innovation. •Collaborating with conflicting parties to identify root causes and brainstorm solutions fosters a culture of continuous improvement. Forgiveness: Let go of past grievances to move forward positively. •Extending forgiveness for past mistakes cultivates trust and enables teams to focus on shared goals. In the complex landscape of professional relationships, mastering conflict resolution through Emotional Intelligence isn't just a skill – it's a game-changer. Foster collaboration Elevate your effectiveness Transform workplace dynamics How has Emotional Intelligence influenced your conflict resolution strategies? Share your insights below and let's continue the conversation!

One of our favorite phrases here at GiANT is to “Fight for the highest possible good in the lives of those you lead.” Deep down, this phrase means to care for others. One of the highest forms of relational intelligence is understanding how to care well for others. Care is being concerned for someone and desiring to do something for their good. Care can be expressed in many different ways, from simple acts of kindness and consideration to more complex forms of support. Many of us already know this… we know people need to be cared for. But caring is a misunderstood concept for many. The disconnect often happens when we discuss “how” to care well for someone. We speak up and challenge others when we should be giving more support. Or, we try to solve the problem right away when all the other person wants is for us to sit there, be present, and listen. So today, I want to walk through 7 different ways you can use the power of relational intelligence to communicate effectively with others and care well for them. 1. Listen actively Give the person your full attention and focus on what they say. Show that you are interested in their thoughts and feelings by maintaining eye contact and using verbal and nonverbal cues to show that you are engaged.      2. Show empathy Try to put yourself in the other person’s shoes and imagine how they might feel. Use phrases like “I understand” or “That sounds tough” to convey that you are there for them.   3. Validate their feelings Acknowledge the other person’s emotions. You can say things like, “I can see why you would feel that way,” or “It’s okay to be upset.”   4. Avoid judgment Avoid making assumptions or passing judgment on the other person. Instead, focus on understanding their perspective and providing support.   5. Be respectful Treat the other person with respect and kindness. Avoid interrupting them, using a condescending tone, or dismissing their feelings.   6. Ask open-ended questions This type of question encourages others to share their thoughts and feelings more. This can help them feel heard and understood. 7. Offer support Let the other person know you are there for them and willing to help however you can. You can offer practical support like running errands, or emotional support like listening and offering encouragement. You can learn to care, even if it is not something you find comes naturally. Sometimes care is a simple act of kindness and not trying to solve the problem being presented. Who knew?! Ultimately, care is about being present and attentive to the needs of others and taking action to help them feel safe, supported, and valued. People want to be cared for because it fulfills a basic human need for social connection, love, and support. We are social creatures who thrive on positive interactions, and feeling cared for is one way to fulfill this need. When we care, we help others, and in the process, help ourselves. That’s all for today. Thanks for reading!

If your team lacks empathy in the workplace, it's crucial to address this issue promptly to foster a more supportive and understanding environment. Here are some steps you can take: Lead by Example: Demonstrate empathy in your own actions and interactions with team members. Your behavior can set the tone for how others should engage with each other. Promote Open Communication: Encourage team members to express their thoughts and feelings openly. Create a safe space where people feel comfortable sharing their experiences and concerns without fear of judgment. Provide Training and Education: Offer training sessions or workshops focused on empathy and emotional intelligence. These can help team members develop a better understanding of how to recognize and respond to others' emotions effectively. Encourage Perspective-Taking: Encourage team members to consider things from others' points of view. This can help build empathy by fostering a deeper understanding of different perspectives and experiences. Set Clear Expectations: Clearly communicate the importance of empathy in the workplace and outline specific behaviors that demonstrate empathy. Reinforce these expectations regularly. Recognize and Reward Empathetic Behavior: Acknowledge and praise individuals who demonstrate empathy in their interactions with others. Positive reinforcement can encourage others to follow suit. Address Issues Promptly: If you observe instances of insensitivity or lack of empathy, address them promptly and directly. Provide constructive feedback and guidance on how to improve. Encourage Team Bonding Activities: Foster a sense of camaraderie among team members through team-building activities and social events. Building strong relationships can naturally increase empathy and understanding within the team. Seek Feedback: Regularly solicit feedback from team members about the team dynamics and areas for improvement. This can help you identify any ongoing issues related to empathy and address them proactively. Lead Empathy-Building Exercises: Organize activities or exercises specifically designed to cultivate empathy among team members, such as role-playing scenarios or group discussions on empathy-related topics.

EMOTIONAL IQ > This week before you respond to an email, phone call, or not so pleasant situation, be careful on being so reactionary. When you receive an unpleasant email, it’s always a good practice when you write an email response, to NOT hit send. Come back to it. You will often read the email and say to yourself, what was I thinking responding like this. You can then send a much calmer and more appropriate response later. Or when you receive an unpleasant voicemail, do not respond with a phone call right away. Give yourself time to collect your thoughts and then respond later when you can have a much calmer and intelligent conversation. We need to be giving greater emphasis to the importance of how we respond to the emotion’s communication can trigger. A step back can be one of the most helpful decisions you can make. It is always good to hit pause since it helps you compose your thoughts and brings you into the present moment. For interactions with people, just hold off and listen. There’s no rule that you have to say anything immediately. Notice the thoughts that go through your mind and simply observe them without attachment. Where possible don’t feel you need to respond immediately as it can be very important to give yourself time. In other words, WAIT before responding to work out what needs to be considered most in making important decisions. This does not show weakness but can be an important opportunity for working out what needs to be given priority in decision-making which is not always what our emotions can trigger in us. Embrace a 10 second rule. Whenever the temperature in a conversation starts to go up, pause for 10 seconds before you respond. That's it--just stop and wait. In almost every situation where a conversation is getting out of hand, the 10-second rule can help diffuse your emotions and refocus on the people and your purpose. You'll be surprised how much time 10 seconds really is in terms of giving you a chance to collect your emotions and your thoughts. You might be even more surprised to discover how effective it is at getting a conversation back on track. The ability to not react when provoked is a superpower. It saves energy, lives, and preserves relationships. Afterall, showing your emotions in an email or during a conversation is like bleeding in front of a shark. It’s not going to turn out well for you. Your ability to communicate effectively is your most critical skill. More so as a manager or leader…your ability to produce results as a leader is constrained directly by your ability to communicate with your team, peers, and superiors. You cannot see your reflection in boiling water. Similarly, you cannot see the truth in a state of anger. When the waters calm, clarity comes. Cheers! JR

I’ve led hundreds of people in the last 13 years and the biggest lesson I learned about leadership: The best leaders lead with empathy. 5 bullet-proof ways to become a more empathetic leader: 𝟭. 𝗦𝗲𝘁 𝘂𝗽 '𝗢𝗳𝗳𝗶𝗰𝗲 𝗛𝗼𝘂𝗿𝘀' 𝗳𝗼𝗿 𝗢𝗽𝗲𝗻 𝗗𝗶𝗮𝗹𝗼𝗴𝘂𝗲 Do you really know your employees? Carve out 30-60 minutes each week for them to share concerns, ideas, or personal matters. No agendas. No judgment. No pressure. Face time and open communication build trust - the glue that holds teams together during difficult times. Trust and belonging drive the extra mile, not obligation. 𝟮. 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝗚𝗿𝗼𝘄𝘁𝗵 𝗥𝗲𝘁𝗿𝗲𝗮𝘁𝘀 Offer retreats for self-reflection and relationship building. Loyalty and motivation come from emotion and meaning, not corporate wellness jargon. Get outdoors and play. Connect with one another. A sense of togetherness is rocket fuel for your company. Oh, and it’s also a lot of fun. 𝟯. 𝗥𝗲𝘃𝗲𝗿𝘀𝗲-𝗠𝗲𝗻𝘁𝗼𝗿𝗶𝗻𝗴 𝗣𝗿𝗼𝗴𝗿𝗮𝗺 We always hear about the importance of mentorship. But how open are you to learning from a junior? Match leaders with junior employees for regular check-ins. Ask them for their ideas, and give them the license to offer solutions and create. Sometimes, fresh perspectives are just what you need to turbocharge your growth. Don’t just tick the box. The future of your business lies in the front lines. 𝟰. 𝗘𝗺𝗼𝘁𝗶𝗼𝗻𝗮𝗹 𝗖𝗵𝗲𝗰𝗸-𝗜𝗻𝘀 Start meetings by quickly sharing recent life events, feelings, or personal goals. Listening lifts morale in minutes. See who they are beyond the role. Your employees aren’t robots. Understanding their motivations and emotions will take your culture to the next level. At the end of the day, we’re all people with lives and dreams outside of work. 𝟱. 𝗜𝗺𝗽𝗮𝗰𝘁 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘁𝗶𝗼𝗻 𝗦𝘆𝘀𝘁𝗲𝗺 Highlight people’s contributions beyond hitting their monthly sales targets or milestones. Show you care beyond a line item. Recognition makes contributions tangible. Send those firmwide emails, shout out your culture carriers, and plant those golden seeds of motivation. A little appreciation goes a long way. If you want to learn about AI, Agency growth, leadership and more, follow me so you never miss a post!

Here is a tip for building better relationships, both at work and in life. When someone shares some bit of good news or something they are excited about, our instinct is to relate. Let's say I'm on the phone with a customer and he says: "I just got back from Dallas, I picked up a new truck." My instinct will be to relate: "Really? I just flew through Dallas the other day!" The problem is, I think I am relating, but I'm actually just turning the conversation back to myself. So here is a better response: "No way, that's fantastic. What kind of truck did you find?" If they say "An F-150" I don't say, "That's what I have!" because, again, that is only turning the spotlight back on me. Instead, I should ask more questions. Be excited for them. Ask them to send me a picture of their new ride. If I do this, it moves the conversation and the relationship forward because the focus is on them, not me. Here's a simple framework you can use to strengthen your relationships, build more rapport, and keep you out of conversational cul-de-sacs: When someone shares something they are excited about 1. Ask questions 2. Express your enthusiasm 3. Keep the spotlight on them Expressing genuine interest and enthusiasm for someone else's win is relationship-building rocket fuel. This is as true for customers and coworkers as it is for spouses and kids. Better to be interested than to be interesting. Have a great weekend 😎 #betterdirtworld

I once coached a duo - both dynamic in their technical skills - who each wanted a collaborative, communicative, supportive relationship... but each one felt they were being disrespected by the other. I'm guessing each of us has been in a similar situation. We feel disgruntled, frustrated, disrespected, taken for granted... and it's easy to put all the blame on the other person. And truthfully, it belongs there... but only half of it. The other half lands directly in our lap, and that's the part we can act on. Because the only person we can control is ourself. Here are three ideas you can use to help heal a broken relationship: 1. Seek first to understand the other person. Ask yourself, "What might they be seeing (or know) that I don't see (or know) to make them think or act this way?" Come up with a list of at least three things. (Pro tip: If you're able to listen with an open-mind [and without retort], ask the other person a series of questions like "Help me understand how you got to this conclusion.") 2. Understand yourself. Pay attention to the words or actions that trigger you, then ask yourself why that word or action upsets you. When I've done this, I've realized I'm usually triggered by something that is completely on my end and has nothing to do with the other person, which allows me to be less defensive with that person. 3. Take perspective. After you've gone through YOUR feelings and why YOU are upset, turn the page and write down what the other person might say about you. How would they describe working with you? How might they be interpreting your actions? These are some ways we can move past just self-awareness and into self-management, which is an important piece of emotional intelligence. What do you do to help you get out of your own head? HR Soul Consulting #SoulifyYourHR #Respect #Workplace #RelationshipManagement #EmotionalIntelligence #Trust

How to level up your communication so you can build stronger relationships with your team and key decision-makers: The short answer? Be aware of your tone of voice. The way you communicate matters! Your tone of voice can instill a sense of friendliness and good intentions in the people you meet... OR it can erase those feelings, create a sense of unease, and erode their trust in you. For example, I've worked with a few people that always sound confrontational, even when they're talking about fun or erroneous topics. This tone of voice puts folks on edge because they feel like they're being called out, even when the person who sounds confrontational isn't talking about them. Basically, we all need to be aware of the way we're sounding to others. When talking, ask yourself, "What tone/attitude am I conveying right now?" Remember, "People will forget what you said, people will forget what you did, but people will never forget how you made them feel." - Maya Angelou Your tone of voice determines how others perceive your emotional state and therefore how they should react. I do my best to keep this in mind with every person I communicate with and follow what Dale Carnegie preaches in "How to Win Friends and Influence People." I smile, ask questions, and genuinely engage with others. Am I perfect at this? F**k no. I definitely don't always get it right, but I do my best to always be friendly and smile, even when having tough conversations. If I'm having a bad/off day, I usually start the conversation explaining the reason for my blah-ness. This provides context for the person I'm talking with so they know it's not them. This helps me build great relationships with basically everyone I work with, which is absolutely crucial at any job/work engagement. I believe the relationships we cultivate are equally, if not more important than the skillset we build. At the end of the day, do you want to be known as a happy, genuine, and curious person who is fun to work with? Or known as something less positive? The way you communicate with others is a big determining factor in that distinction. #Communication #Relationships #ToneOfVoice

Your EQ shows up before your IQ does. Many leaders get this backwards. I used to think being the smartest person in the room was my job. Now I realize that's never a good sign. What does it look like for leaders to nail it? DO: Pause before you respond. Count to three and take a deep breath before speaking in tense moments. It saved me more times than I can count. DON'T: Assume you know what someone meant. I once spent days fuming over an email that I completely misread. The sender was actually agreeing with me. DO: Name your emotions out loud. "I'm feeling frustrated because I want us to succeed" hits differently than just being snappy. DON'T: Act in anger. I've seen more careers derailed by angry emails or texts sent at 11 PM than by any performance issue. DO: Ask "What am I missing?" when you feel defensive. This question has turned more conflicts into conversations than any other phrase I know. DON'T: Try to logic your way out of someone else's emotions. When people are upset, they need to feel heard before they can think clearly. Emotional intelligence isn't about being "nice" all the time. It's about being aware enough to choose your response instead of being hijacked by your reaction. The leader who can read the room, recognize and manage their triggers, and help others feel safe to speak up? That's the leader people follow. 💭 Your turn: What's one emotional intelligence lesson you learned the hard way? Share it below so others can learn from your experience. 📌 Follow me (Jennifer Turnage) for more real talk about the soft skills that drive hard results. ♻️ If this resonates, please repost it. Someone in your network might need this reminder that being emotionally smart is just as important as being book smart.