Tips for Building Relationships with Challenging Team Members

Stop fearing difficult conversations. Master them them with these 21 phrases: I used to run from conflict. Even with the best intentions, I’d freeze, shut down, or over-explain. Avoidance? It cost me trust. Clarity. Connection. I eventually learned: Silence doesn’t protect relationships — presence does. If you want to lead with heart, you have to show up— especially when it’s uncomfortable. 221 ways Emotionally Intelligent leaders handle tough conversations with grace: 1) Ground Yourself ↳ "Let me take a breath before we dive in" ↳ Regulating yourself regulates the room 2) Speak from the 'I' ↳ "I feel..." not "You always..." ↳ Language shapes energy 3) Ask, Don’t Assume ↳ "What’s most important to you here?" ↳ Curiosity over judgment 4) Honor the Human ↳ "I care about you—this matters" ↳ Connection before correction 5) Stay With Discomfort ↳ "This feels hard—and that’s okay" ↳ Growth often feels messy 6) Reflect Instead of React ↳ "Can I take a moment before I respond?" ↳ Response > Reaction 7) Use Silence Strategically ↳ Pause. Let things land. ↳ Space invites truth 8) Call Out Courage ↳ "Thanks for being honest with me" ↳ Vulnerability deserves recognition 9) Keep the Bigger Picture in View ↳ "Let’s remember why we’re here" ↳ Shared purpose realigns 10) Zoom In ↳ "What exactly are we solving?" ↳ Specifics defuse drama 11) Offer Reassurance ↳ "We’ll figure this out together" ↳ Confidence is contagious 12) De-escalate with Empathy ↳ "That makes sense—you’re not alone" ↳ Validation cools the fire 13) Ask for Feedback ↳ "How could I have handled this better?" ↳ Openness invites openness 14) Check for Emotion ↳ "How are you feeling right now?" ↳ Feelings often speak louder than facts 15) Break it Into Steps ↳ "Let’s take this one piece at a time" ↳ Simplicity calms chaos 16) Share What You’re Learning ↳ "This is teaching me a lot" ↳ Humility connects 17) Own the Outcome ↳ "Here’s what I commit to doing" ↳ Integrity builds trust 18) Repeat What Matters ↳ "Just to be clear, you’re saying…" ↳ Listening is leadership 19) Choose the Right Time ↳ "Is now a good time for this talk?" ↳ Timing shapes tone 20) Close With Care ↳ "I appreciate you talking this through" ↳ Endings leave lasting impressions 21) Keep the Door Open ↳ "Let’s keep this dialogue going" ↳ Safety means being available Hard conversations aren’t supposed to be easy. They’re designed to transform us. Approach them with presence (not force). ♻️ Please repost to promote presence over avoidance. 🙂 Follow Marco Franzoni for more.

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

How to Deal with Difficult Coworkers 👇 I've worked with some challenging people in my career... and honestly? Each one took a big toll on me. Sometimes it was a client... Sometimes a coworker... And sometimes my manager. Toxic work environments can be out of our control - you just can't predict who you'll work with, no matter how much you research a job in advance. But with the right approach, you CAN improve your situation. ➡️ DON'T PLAY THE VICTIM — EVEN IF YOU ARE ONE Your job is to make your manager's life easier — not harder. Complaining without a solution shows poor leadership and signals you can't solve problems independently. Take responsibility and start solving the problem yourself. This mindset shift alone can dramatically change outcomes. ➡️ NOTHING WILL CHANGE UNLESS YOU DO SOMETHING The other person may not even know there's a problem, or they don't have enough reason to change. Speak up in a private, non-combative way: "I work best when..." or "It's challenging for me when..." Attack the problem, not the person. One conversation can transform a relationship that's been difficult for months. ➡️ GIVE DIRECT BUT RESPECTFUL FEEDBACK Pick a 1:1, a check-in, or ask for a meeting. Keep it calm, constructive, and focused on collaboration. You're not confronting — you're informing and improving. Frame it as a joint effort to create a better working relationship. ➡️ PROTECT YOUR REPUTATION If the situation might impact your image, notify your manager. Let them know you're working on it and will update them. This protects you from having your reputation damaged if the wrong story gets out. It shows maturity and leadership under pressure. ➡️ STAY PROFESSIONAL — ALWAYS Matching disrespect with disrespect only fuels the fire. They'll use your reaction as ammunition to continue their behavior or claim you're being unprofessional. Don't stoop to their level. Stay calm, stay sharp. When they go low, you go high. ➡️ BE THE CHANGE YOU WANT TO SEE When you feel mistreated, take notes on what specifically bothers you. Use it to guide how you will treat others someday when you're in a position of authority. Great leaders don't repeat bad management — they learn from it. Managing people is genuinely hard - balancing praise with constructive feedback takes skill. ➡️ DON'T FIX IT FOR OTHERS — HELP THEM FIX IT THEMSELVES If someone comes to you with a coworker problem, listen. But instead of solving it for them, empower them to act. Teach them how to handle it — that's true leadership. As the saying goes, give someone a fish and you feed them for a day; teach them to fish and you feed them for a lifetime. === Sometimes, despite your best efforts, there's no fixing a toxic environment. Know when it's time to move departments or jobs. I'm a big believer that who you work with matters as much as what you do. What strategies have worked for you when dealing with difficult coworkers? Drop your thoughts below 👇