Building a safe space in your 1:1s is essential for trust, engagement, and growth—especially in a finance team, where deadlines, accuracy, and cross-departmental pressures can add extra stress. In this unit, you’ll learn how to make team members feel heard, respond with empathy, and guide conversations toward solutions—skills that transform routine check-ins into powerful moments of connection.

Active listening is more than just hearing words; it’s about showing genuine attention and care. When a team member shares a concern—such as feeling pressure during month-end close or stress over audit preparation—pause, listen fully, and reflect back what you’ve heard. This helps them feel understood and valued. For example, if someone says they’re overwhelmed by last-minute data requests from other departments, you might respond with: "It sounds like the constant last-minute requests are making it hard to manage your workload, and I can see why that would feel stressful." This is far more supportive than a dismissive "Everyone’s under pressure at month-end, just push through." Validating feelings doesn’t mean you have to agree, but it does mean you acknowledge their experience.

Empathy bridges the gap between listening and action. When you respond empathetically, you show that you care about your team member’s experience, not just the outcome. If someone is frustrated by unclear expectations from other departments, a response like "I can understand how not having clear or timely information from other teams would be frustrating. That would make it hard for anyone to meet tight deadlines." demonstrates understanding. Once you’ve validated and empathized, gently guide the conversation toward solutions.

To help you put these skills into practice, try using the L.E.A.P. framework in your 1:1s:

• Listen: Give your full attention and avoid interrupting.
• Empathize: Acknowledge and validate their feelings.
• Ask: Invite them to share more or suggest possible solutions.
• Partner: Collaborate on next steps or actions together. This simple structure can help you stay focused and intentional during challenging conversations.

Here’s a realistic example of how these skills come together in a finance manager’s 1:1 conversation:

• Jessica: Hi Natalie, I noticed you seemed a bit quieter in our last few meetings. Is everything okay?
• Natalie: Honestly, I’ve been feeling pretty overwhelmed with the new reporting deadlines and all the last-minute data requests from sales. It’s been tough to keep up.
• Jessica: Thanks for sharing that with me. It sounds like the pace and the unexpected requests have been a lot, and I can see why you’d feel stretched.
• Natalie: Yeah, I just don’t want to let the team down, but it’s hard to stay on top of everything.
• Jessica: I get it. Not having enough time to do your best work—especially with shifting priorities—can be really frustrating. Let’s talk through what’s in our control—maybe we can adjust some priorities or find ways to make things more manageable together.

In this exchange, Jessica demonstrates active listening by noticing a change, validates Natalie’s feelings, responds with empathy, and then invites him to collaborate on solutions. Notice how she avoids dismissing his concerns and instead creates space for honest dialogue.