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- for cues on the persons emotional state

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- for cues to decipher what they "really" want; people don't always communicate what they want directly

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- picking up on certain words/phrases to understand their perspective

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- change can be great, as long as it is communicated effectively

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- need a transitional period to understand new roles/responsibilities and to be effective in new process

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- write down tasks in list form

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- breakdown of days and time; time blocking for tasks

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- forgiving when others don't meet expectations for competing tasks on time

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- direct feedback

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- clear and honest

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- rather have direct communication on opportunities for improvement, but said in a nice/non-aggressive way

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- by understanding the others emotions and then addressing the real, underlying problem

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- reserve emotions to let others vent before advising/correcting/etc.

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- although nice to be, I don't need to be right
- don't need everyone to believe I am right (don't need external validation)

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- confident in personal understanding of the situation and able to let people believe 2+2=6

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- reserving opinion until full situation/perspective is understood

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- I know I'm right when I feel the need to stand up for what I believe and have my opinions heard.

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- have clear paths for improvement
-coaching/mentoring to achieve desired results rather than being left to own devices to figure out

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- need to understand how the change will affect personal role/responsibilities/actions as well as how it will impact others/situation/dynamic/organization as whole

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- chaotic transitions can be difficult

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- focus on resolving issue
- reducing heat/friction
- listening to the other person's frustrations
- respond and not react