Before any difficult conversation in HR or leadership, there is a step thatis often overlooked: clarifying your own internal position toward the otherperson.This is not a “soft skill” or optional preparation. It often determineswhether a conversation becomes clear and constructive—or confused andemotionally distorted.In most workplace relationships, perceptions are mixed. We rarely deal withpurely positive or negative impressions. Instead, appreciation and frustration,competence and tension, often coexist at the same time.The problem is not this complexity. The problem is when it remainsunstructured.Without internal clarity, conversations tend to become inconsistent: mixedmessages, unclear priorities, and fluctuating tone. And the other person isleft unsure what truly matters.Clear communication starts before speaking. It starts with how clearly weorganize what we already think and feel.#communication #hr #leadership #psychologyofcommunication #management#feedback

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“What did the council decide on item 42?” — answered with the speaker and the moment.

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