Coach a capable employee after a public stumble without over-functioning or over-processing the emotion.
Jamal says, "I sounded junior in there." The next hallway line can either create learning or cement the label. What should the director say first so Jamal can learn without turning one tense review into an identity label? Acknowledge the sting, then ask what Jamal wants to do differently in the next executive room. Right. It respects the emotion and moves to GROW Goal without turning the stumble into Jamal's identity. Tell Jamal he was fine and that executives always sound harsher than they mean. Weaker. Reassurance skips Reality and blocks the powerful question that would help Jamal extract usable…
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