Improving Collaboration by Understanding Emotions

The secret ingredient for getting my teams “unstuck” during tricky challenges is… pausing to name and discuss our emotions. 😮 Sounds ludicrous, right? Tech leaders are supposed to lead with logic and data, not emotion. But here’s why it works: Nine times out of ten when an outcome isn’t moving forward, it’s because an important but uncomfortable conversation hasn’t taken place. —Are we sure this is the right investment? —Is this a good use of our time? —Why wasn’t I asked to help ideate on this project? These are all questions that never would have surfaced without an emotional check-in. I get it: No one wants to sound critical. But the risk is spending hours beating around the bush instead of getting to the root of the problem. 👉 Here’s how it works in practice: My team was building out an R&D pipeline for the upcoming quarter. We were stuck and couldn’t move forward. I noticed the team wasn’t responding well to any suggested approach. So I asked each person in the room to name an emotion they were feeling. The words “ignored” and “overwhelmed” were shared, and that completely opened up the discussion. We were able to have a much more honest conversation about how different members of the team wanted to spend their time differently. It turned out certain leaders wanted to be more directly engaged with ideation while others felt we should delegate the work. Within minutes of this emotional check-in exercise, we aligned on a new model that allowed leaders to tailor their engagement, participate in the ideation process if they chose, or empower their teams with the right resources. 💡Emotional insights can absolutely drive better innovation and collaboration. I use this exercise often with the goal of “getting comfortable with the uncomfortable” to uncover hidden pain points. I encourage other leaders to try it — I’d love to hear how it works for you!

The Empathy Edge: 8 Ways to Maintain Emotional Connection in a Remote World In a digital age where screens replace face-to-face interactions, empathy is the bridge that keeps teams human. Here are eight strategies to nurture emotional intelligence and foster trust, even through a monitor: 1. Send “How can I support you?” instead of “What’s the status?” ↳ Reframing demands as offers shifts the dynamic from surveillance to collaboration, reducing defensiveness and building trust. 2. Start every meeting with: “How are you really doing?” ↳ A simple check-in sets a tone of care and reminds everyone that people come before tasks. 3. Celebrate the “invisible” work publicly ↳ Highlighting silent efforts boosts morale and reinforces the value of each team member’s contribution. 4. Turn cameras ON during conflict ↳ Body language builds empathy faster than words alone, helping to de-escalate tension and foster understanding. 5. Create a “No Judgment” virtual zone ↳ A safe space for sharing struggles encourages vulnerability, strengthens bonds, and sparks innovative solutions. 6. Replace emails with “human” video chats ↳ Cameras humanize interactions, turning pixels into people and creating moments of genuine connection. 7. End every call with clarity + gratitude ↳ Closing with “Thank you for your time. Here’s our next-step plan.” combines appreciation with structure, leaving everyone feeling valued and aligned. 8. Send one unsent message this week ↳ A simple note of recognition—like “I noticed how you [specific action]. Thank you.”—can have an outsized impact on morale and engagement. Remote work doesn’t have to mean robotic work. By intentionally weaving empathy into digital habits, you build teams that feel seen, heard, and valued—no office required. 📌 Which of these strategies will you try first? Share below! ♻️ Repost to lead the empathy revolution in remote work! Follow Natan Mohart for more science-backed soft skills.

Misunderstandings happen more often than they should. Why? Because we often forget a key principle in communication: UNDERSTAND OTHERS BEFORE SEEKING TO BE UNDERSTOOD. This simple change can transform our interactions, leading to stronger relationships, better collaboration, and the ability to tap into diverse perspectives. When we feel truly heard and understood at work, we're more likely to do our best and share our unique insights. If this idea is so important, why don’t we use it more often? Here are a few reasons: (a) Time Pressure: In an environment where our calendars look like heavily-stacked pancakes, we're focused on meeting deadlines and getting results. This urgency can lead us to make quick decisions instead of taking the time to listen and understand. (b) Ego and Self-Interest: We often prioritize our own opinions, driven by the need to prove our competence or authority. This focus on advancing our own agendas can make us overlook the value of understanding others. (c) Lack of Awareness or Skills: Many people aren't aware of their listening habits or how their communication style impacts others. Plus, active listening and empathy are skills that require practice and intention. (d) Emotional Barriers: Stress, anxiety, or frustration can create barriers to understanding. When overwhelmed by these emotions, it can be hard to empathize with others or listen effectively. (e) Cognitive Biases: Biases like confirmation bias can prevent us from considering other viewpoints objectively, making understanding difficult. Here's the good news! We can overcome these barriers and build better habits. Here are three tips to do just that: 1.    Practice Active Listening: Truly listen to others without thinking about your response. Focus on what is being said, ask questions, and reflect on the information to gain deeper insights. 2.    Ask Questions to Understand: Instead of assuming you know what others are thinking, ask open-ended questions to invite them to share their thoughts and feelings. This encourages a deeper understanding of their perspectives and builds trust. 3.    Encourage Open Dialogue: Create spaces where team members feel comfortable sharing their thoughts and ideas. Be vulnerable. Encourage diverse perspectives and value each person's contribution. By seeking to understand first, we strengthen collaboration and ensure everyone feels valued and motivated to do their best. #understanding #relationships #collaboration #energy #humanbehavior #workplace #leadership #teamwork #skills #listening #empathy #dialogue

I've been in countless tense team moments where emotions threatened to derail everything. The physiological response is real—racing heart, flushed face, mind suddenly blank. What I've learned is that our brains literally work differently when emotions take over. The amygdala (the ancient survival center) floods our system with stress hormones, and suddenly our prefrontal cortex—where all our thoughtful leadership skills live—goes offline. My most effective technique for these moments is incredibly simple yet powerful: 𝗡𝗮𝗺𝗲 𝗮𝗻𝗱 𝗻𝗼𝗿𝗺𝗮𝗹𝗶𝘇𝗲 𝘁𝗵𝗲 𝗲𝗺𝗼𝘁𝗶𝗼𝗻. When I notice tension rising (in myself or others), I might say: "I'm noticing I'm feeling defensive right now, and need a moment to gather my thoughts." "It seems like emotions are running high. Let's pause and take a deep breath together." This isn't about suppressing feelings—it's about acknowledging them so they don't control the conversation. Neuroscience confirms that simply naming emotions reduces their intensity. Most importantly, this practice models what emotional intelligence looks like in action, showing your team that emotions aren't something to fear or avoid, but natural responses we can work with constructively. What's your go-to technique for managing emotions during challenging team moments? Share your practice. P.S. If you’re a leader, I recommend checking out my free upcoming challenge: The Resilient Leader: 28 Days to Thrive in Uncertainty  https://lnkd.in/gxBnKQ8n #EmotionalIntelligence #TeamDynamics #DifficultConversations #LeadershipSkills #WorkplaceWellness