Recognise emotions

A

RECOGNISE EMOTIONS

SOLUTION

3.Surprise

4. Anxiety

5. Dismissiveness

6. Confusion

7. Fear

8. Disgust

9.Embarrassed

10.Frustration

1.Anger

2.Sadness

B

C

D

e

F

G

h

i

j

How to Overcome:

• Stay Calm and Professional: Acknowledge your discomfort privately, but approach the situation with professionalism.
• Keep the Conversation Private: If the feedback is sensitive, make sure to give it in a private, one-on-one setting.
• Example: Instead of avoiding the issue out of embarrassment, say, "I know this is a bit awkward, but it's important we address it to avoid misunderstandings in the future."

Why It Happens: You may feel embarrassed if the feedback involves a sensitive or awkward topic.

Embarrassed

How to Overcome:

• Pause Before Speaking: Don’t give feedback in the heat of the moment. Take a deep breath or walk away for a moment to cool down.
• Reframe Your Thinking: Focus on the long-term goals of the conversation. Remind yourself that the purpose of feedback is to improve, not vent your anger.
• Use Neutral Language: Keep your tone and words calm. Avoid blame or aggressive language like "You always..." or "You never..."
• Example: Instead of saying, "You're always late, and it's really annoying," reframe it to, "I’ve noticed you’ve been late recently. Let’s talk about how we can address this."

Why It Happens: You may feel angry when someone's behavior or performance is frustrating or consistently poor.

Anger

How to Overcome:

• Take Time to Process: Avoid giving immediate feedback if you're shocked. Take a moment to understand the situation and gather facts before responding.
• Ask Clarifying Questions: Before reacting emotionally, ask the other person about their reasoning to get a clearer understanding of the situation.
• Example: If you're surprised by poor performance, instead of reacting with "I can’t believe this happened!" say, "This was unexpected. Could you walk me through what led to this outcome?"

Why It Happens: Surprise might arise when someone’s performance or behavior is drastically different from your expectations.

Surprise

How to Overcome:

• Acknowledge the Behavior Calmly: Without reacting emotionally, recognize the disrespect. Say something like, "It seems that you're not taking this conversation seriously, and I’d like to understand why."
• Stay Composed and Professional: Avoid reacting defensively. By keeping a composed and professional tone, you signal that the conversation is important and not to be taken lightly.
• Reiterate the Importance of the Feedback: Remind them that the purpose of feedback is to help improve performance or behavior and that it’s crucial for both parties to engage respectfully and productively.
• Set Clear Expectations: If the dismissive behavior continues, establish clear boundaries for the conversation. Let them know that respectful dialogue is a non-negotiable part of the feedback process.
• Example: Instead of saying, "You’re being disrespectful," say, "I’m noticing that your response suggests you may not see the value in this conversation. However, it’s important that we address this constructively."

Why It Happens: Dismissiveness may surface when the person feels defensive, uncomfortable, or unwilling to accept the feedback. It can also be a way to downplay the seriousness of the feedback, express disagreement, or assert a lack of respect for the feedback giver.

Dismissiveness

How to Overcome:

• Ask Questions First: Instead of giving feedback right away, ask questions to clarify the situation. Understand before judging.
• Don’t Rush to Criticism: Be patient and gather all relevant information before giving feedback. This will help you avoid assumptions.
• Example: "I’m not entirely clear on why this outcome happened. Could you help me understand your thought process?"

Why It Happens: You might feel confused if you're not clear about the person’s actions or performance.

Confusion

How to Overcome:

• Focus on Positives and Solutions: Shift the feedback to a constructive angle by emphasizing growth and improvement.
• Acknowledge Emotions Without Dwelling: Recognize your own feelings without letting them dominate the conversation.
• Example: Instead of "I’m really sad you didn’t meet the goal," try, "I know this was a challenging project, and although the result wasn’t as expected, let's work on how we can improve next time."

Why It Happens: Sadness can occur if you feel disappointed with someone’s performance or a failed effort.

Sadness

How to Overcome:

• Stay Professional and Objective: Focus on the specific behavior rather than expressing emotional disgust.
• Address the Issue, Not the Person: Keep the feedback centered on actions, not personal judgments.
• Example: Instead of saying, "What you did is horrible," say, "The action you took is problematic because it goes against our values. Let’s discuss how we can address this."

Why It Happens: Disgust might arise when someone’s actions or behavior are ethically questionable or deeply disappointing.

Disgust

How to Overcome:

• Stay Solution-Oriented: Focus on finding solutions instead of dwelling on what went wrong repeatedly. Offer clear steps for improvement rather than venting frustration.
• Avoid Blame: Instead of expressing disappointment or exasperation, keep the conversation constructive. Blaming can shut down communication.
• Break It Down: If you're frustrated by a repeated problem, break the feedback into manageable steps. Tackle the issues one at a time to avoid overwhelming both you and the recipient.
• Example: Instead of saying, "This keeps happening, and I’m really tired of it," try, "I’ve noticed this issue has come up a few times. Let’s discuss what’s blocking progress and find ways to fix it going forward."

Why It Happens: You may feel frustrated if you've given feedback before and haven’t seen improvement, or if the same mistakes keep happening.

Frustration

How to Overcome:

• Practice Assertiveness: Remind yourself that constructive feedback, when given respectfully, is essential for growth.
• Use "I" Statements: Reduce the likelihood of conflict by focusing on your own feelings and observations. Avoid "You" statements that could sound accusatory.
• Focus on Growth: Keep the conversation forward-looking and focused on improvement rather than fear of conflict.
• Example: "I’m concerned about how this affects our goals, and I’d like to find a way to improve it together."

Why It Happens: You might feel afraid of conflict, backlash, or damaging a relationship while giving feedback.

Fear

How to Overcome:

• Prepare in Advance: Plan what you want to say, keeping the feedback clear, specific, and constructive. Practice it if necessary.
• Stay Focused on the Purpose: Remind yourself that feedback is meant to help, not hurt. Keep the conversation solution-oriented.
• Use Empathy: Approach the feedback from a place of understanding and care. Frame it as support rather than criticism.
• Example: Instead of saying, "I’m not sure how to say this, but…," calmly say, "I have some thoughts on how we can improve this, and I’d like to discuss them."

Why It Happens: You might feel anxious when giving feedback if you're worried about how the other person will react or if the situation is sensitive.

Anxiety

1 - A

2 - B

3 - C

4 - D

5 - E

6 - F

7 - G

8 - H

9 - I

10 - J