Leadership Coaching Conversations
Part 1: When People Vent
If you lead people, this situation will come up.
Someone comes to you upset about a colleague or someone else in the business.
They’re frustrated. They’re venting. They’re telling you what’s “not fair”, what keeps happening, and why it’s wrong.
In that moment, it can feel like you’re being invited to agree with their interpretation of what’s going on. And often, leaders do this without realising it, because they’re trying to help the person feel heard.
The problem is, agreeing with the story is not the best response in this moment. When we validate the story too quickly, we often lock the person into their interpretation and miss what’s actually driving the reaction.
This resource is designed to help you navigate these conversations more effectively.
What this guide helps you do
This practical guide walks you through how to:
- Acknowledge emotion without buying into the story
- Slow the conversation down without shutting them down.
- Help people move from venting into clarity.
- Respond in a way that creates space for something more constructive to come through.
It offers a simple framework with example scripts you can use in the moment, without sounding strategic or performative.
What’s included
Inside this guide, you’ll find:
- A clear framework for holding emotionally charged conversations.
- Example language you can adapt to your own style.
- Guidance on tone, not just wording.
- Common traps to avoid when people vent.
- How to balance empathy with accountability when action is required.
This is not about fixing people or managing emotions away. It’s about directing conversations in a way that helps the individual understand what’s hidden beneath their emotional response.
Who this is for
This resource is for:
- Team leaders and people managers.
- Leaders without a formal title who people naturally come to.
- Anyone who wants to handle difficult conversations with more confidence and clarity.
If you want to support people without reinforcing blame, shutting them down, or taking on more than is yours to carry, this guide will give you a clear place to start.
A note on how to use this
You don’t need to memorise this or follow it word-for-word. Think of it as something you come back to, reflect on, and adapt to your own voice and context.
These conversations are rarely neat. This guide is about helping you stay steady and get a constructive outcome.
