Increase cognitive and emotional agility by applying specific communication tools to regulate reactions and sustain professionalism during high-stress or emotionally charged situations. Demonstrate composure and clarity when mediating conflict, coaching leaders, or facilitating sensitive employee conversations, ensuring empathy and accountability remain balanced. Accurately recognize and interpret emotional and behavioral cues to strengthen feedback delivery, influence outcomes, and rebuild trust after misalignment. Apply emotional intelligence frameworks to create psychologically safe environments that foster collaboration, transparency, and inclusion. Utilize precision language and mindset tools to prevent escalation, guide discussions toward solutions, and sustain progress under pressure. Coach others using interpersonal awareness strategies that promote accountability, motivation, and improved self-management. Integrate personal “toolbelt” resources (visual bookmarks, reframing methods, and self-management practices) into daily HR operations for lasting behavioral change. Model ethical practice and emotional discipline in decision-making, ensuring fairness, trust, and respect in complex workplace dynamics. Enhance leadership presence and communication influence through intentional listening, curiosity, and purposeful word choice aligned with organizational culture. These objectives map to SHRM’s Behavioral Competencies: Leadership & Navigation: Influencing without authority and guiding cultural tone through communication and composure. Relationship Management: Building trust, mediating conflict, and fostering accountability in emotionally complex situations. Communication: Demonstrating precision, empathy, and awareness in language and delivery. Ethical Practice: Acting with fairness and emotional regulation under stress. Learning & Development: Modeling and teaching interpersonal and emotional intelligence for organizational impact.

By the end of this session, participants will be able to: 1. Demonstrate emotional and cognitive regulation to maintain professionalism during sensitive or fast-moving conversations. 2. Apply the F.E.A.R. tool to navigate defensiveness, conflict, and emotionally charged employee interactions. 3. Use Listening Modes to more accurately interpret employee concerns and reduce miscommunication. 4. Strengthen relationship management skills by guiding conversations with empathy, clarity, and accountability. 5. Model ethical communication by slowing impulsive reactions and ensuring fair, respectful dialogue. 6. Improve organizational effectiveness by reducing escalation, increasing clarity, and fostering psychological safety.

By the end of this program, participants will be able to: • Apply emotional-regulation strategies to maintain professionalism in challenging interactions. • Identify emotional triggers and use cognitive tools to reduce reactivity and worry. • Hold healthy boundaries while balancing empathy and accountability. • Use precise language and self-management techniques to guide conversations toward clarity and trust. • Strengthen Relationship Management and Communication competencies by reading emotional cues more accurately. • Model Ethical Practice through self-regulation, emotional discipline, and unbiased decision-making.

By the end of this program, HR professionals will be able to: 1. Explain how judgment forms cognitively and emotionally and describe its impact on fairness, consistency, and employee trust. 2. Recognize personal judgment triggers using the Inner Voice framework to improve neutrality in employee relations conversations. 3. Apply the JJJ Tool to reduce assumptions, increase objectivity, and navigate sensitive or high-stakes HR discussions. 4. Use the Wheel of Emotions to distinguish emotional responses from judgment-based reactions and communicate with greater clarity and professionalism. 5. Demonstrate non-judgmental inquiry and de-escalation techniques that support psychological safety and ethical HR practice. 6. Create a plan to integrate judgment-awareness skills into HR decision-making, documentation, coaching, and conflict resolution.

By the end of this program, HR professionals will be able to: 1. Identify personal behavioral habits (“ITs”) that influence communication, relationships, and perception in the workplace. 2. Apply the Swiss Army Life Tool to increase self-awareness and behavioral adaptability. 3. Use the IT Naming Map to describe specific stress-based reactive patterns. 4. Interrupt IT-driven behaviors to improve clarity, neutrality, and psychological safety. 5. Create a personal development plan to replace reactive habits with more effective professional behaviors.