 In today’s fast paced business climate, it’s possible to ignore some important communication practices like interpersonal openness. This is a willingness to engage others in a respectful and curious manner. It involves being receptive to different perspectives, ideas, and experiences, plus genuinely valuing the contributions of others. Let me tell you a story to illustrate its importance.
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 We’ve all had the experience of a sudden upset. Something unexpectedly goes wrong, and our brains are hard-wired to react. Our minds and bodies can quickly shift from a neutral or positive state to a negative one. We can become frustrated, angry, and anxious. We can experience our hearts racing and feel a knot in our stomach. Our thoughts and perceptions can become distorted making it difficult to think clearly and make rational decisions. Our self-talk turns negative, and we can become defensive and withdrawn.
 I learned the importance of listening when I studied improv in High School. Aside from the famous phrase called “yes, and” improv taught me the importance of listening, not just to the words, but the meaning of what others were saying. Today, as a coach and consultant, I find listening essential to building trust and being of service.
 Research has shown precise use of language is necessary to achieve and sustain high performance and workplace satisfaction. The unique vocabulary of an organization is like glue. It bonds people together and enhances accountability, feedback, and collaboration.
 I learned early in my career how important it is to have meaningful work. I read the book Man’s Search for Meaning by Dr. Viktor Frankl which he wrote based on his experiences surviving the holocaust. He recognized that meaning was central to the lives of all people and devoted the remainder of his life to helping others discover theirs.
 Every business or professional service firm needs a purpose beyond making money. This is also true of individuals. A purpose acts as a guiding compass. Research by the London School of Economics demonstrates that these purpose statements drive employee engagement, innovation, brand loyalty, and long-term growth.
 Feedback is essential to help people at every age to learn, grow, and develop their personal and professional skills. Below are some insights for managers that will help you make a difference and avoid defensive reactions when giving feedback. But first, let me tell you a quick story.
 Emotional regulation is a complex process that involves using a variety of skills and strategies to control and manage our feelings. We do this all day long, but not always as effectively as we could. Insufficient emotional regulation often leads to enhanced stress and conflicts in the workplace.
 Living in Southern California right now is of course extremely stressful. So many have lost their homes to the wildfires. So many others are evacuated, are on high alert, and or are supporting their loved ones. Watching television with its constant images of burned-out houses and distraught families is only exacerbating the stress.
 While past-based performance assessments can be useful to summarize accomplishments, point out strengths, and identify developmental areas, my own experience and published research demonstrates that forward-looking performance discussions are often more valuable for both parties. These conversations focus more on the future than the past, while still acknowledging previous accomplishments; they also strengthen the bonds of trust and mutual support. They are collaborative discussions, and agreements are created to focus on the associate’s most important developmental needs and aspirations.
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