Or invalidating

So look at outbursts as giving you three sets of information: emotional data; factual or intellectual data; and motives, values and beliefs.

With your beliefs in check, you’ll be better able to get beyond the emotion and facts to the values the person holds that are being compromised or violated.

If you’re leading a high performing team, you better be ready to deal with uncomfortable, messy, complex emotions.

If there’s a situation you have failed to address because of an emotional team member, spend some time thinking about how you will approach it and then go have the conversation.

There are several myths that often get in a team leader’s way: Myth #1: There is no place for emotion in the workplace.

If you have humans in the workplace, you’re going to have emotions too.

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