You're Not Being Kind—You're Being "not so brave".

"Did she just call me a coward?" Sorta, kinda . But before we get into that....

I hope these emails are helping you. Soak them up as 2026 will look different for me and for you! So, let's discuss the hard stuff, but in a way that is crystalized and easy to understand and implement today. Like I say...no fluff, no theory. So let's begin.

Silence Isn't Neutral—It's Corrosive

You know the conversation I'm talking about.

The feedback you haven't delivered. The expectation you haven't clarified. The conflict you're hoping will resolve itself.

You're waiting for the right time. The right words. The right moment when it won't feel so uncomfortable.

Here's the truth: There is no right time. And while you're waiting, the problem is getting worse.

Here is a recap of day 1 - 6

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Day 1 Challenge | Name it to Tame it: Notice the first emotion you feel today. Name it. Delay your response for 10 seconds. Then choose your next move intentionally and with clarity. (If you need more than 10 seconds, please take the pause.)

Day 2 Challenge | Own Your Triggers: Identify one trigger that keeps getting the best of you. Write down the story you attach to it… and rewrite it.

Day 3 Challenge | Watch your words: Today's Challenge: Before your next high-stakes conversation, pause and ask yourself: What exactly needs to be said here? Then say it—clean, direct, and fully aligned.

Day 4 Challenge | Impact Gap: Close One Impact Gap: Pick one interaction today—a meeting, a check-in, a piece of feedback and focus entirely on how it's landing, not just what you're saying.

Day 5 Challenge | You're not stuck: Catch Yourself in One Habit That Keeps Repeating and Choose the Opposite Action

Day 6 Challenge | Regulate Early, Not After the Blowup: Track Your Emotional Cues Today and Intervene Early

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Here we are at Day 7!

What is that conversation you're avoiding? It's not sitting quietly in the background. It's actively eroding trust, creating confusion, and costing you credibility every single day you don't have it.

Silence isn't neutral. It's a choice. And it's almost always the wrong one.

What Happens While You Wait

You tell yourself you're being strategic. Patient. Thoughtful.

But here's what's actually happening:

The gap between expectation and reality is widening. They think they're doing fine. You think they're underperforming. Every day that gap grows, the feedback gets harder to hear and the resentment gets harder to hide.

The team is filling in the blanks—badly. When you don't address the tension, people create their own narrative. And it's rarely accurate and never flattering. Silence creates speculation, and speculation kills trust faster than hard truth ever will.

You're managing around the problem instead of solving it. You're adjusting workloads. Reassigning projects. Avoiding certain people or topics. Every workaround you create costs you time, energy, and credibility.

The relationship is deteriorating. That person you're avoiding? They feel it. They notice the distance, the shift in your tone, the way you're suddenly "too busy" to connect. By the time you finally have the conversation, they're already braced for impact.

Why You're Really Avoiding It

Let's be honest about what's actually stopping you.

It's not about timing. It's about discomfort.

You don't want to hurt their feelings. You don't want to deal with their reaction. You don't want the awkwardness, the defensiveness, the potential conflict.

So you wait. And tell yourself you're being considerate when really, you're being conflict-avoidant.

But here's what you need to understand: Avoiding the conversation doesn't protect the relationship. It destroys it slowly.

The kindest thing you can do is tell the truth—early, clearly, and directly. Because the longer you wait, the more it feels like ambush and the less it feels like care.

Today's Challenge: Have the Conversation You've Been Avoiding

Not next week. Not when things calm down. Today.

Step 1: Name the conversation you're avoiding. Be specific. Not "I need to talk to Sarah about her attitude." Instead: "I need to tell Sarah that her dismissive tone in team meetings is undermining her credibility and I need it to change."

Step 2: Get clear on your intent. Why does this conversation matter? What outcome are you trying to create? If your intent is to vent frustration or prove a point, you're not ready. If your intent is to solve the problem and strengthen the relationship, you are.

Step 3: Schedule it! Now! Open your calendar and put 30 minutes on the books for today or tomorrow morning. The longer you delay after deciding, the more you'll talk yourself out of it.

Step 4: Use this framework:

• Observation: "I've noticed [specific behavior/pattern]."

• Impact: "Here's how that's affecting [the team/project/outcome]."

• Expectation: "Going forward, I need [specific change]."

• Support: "What do you need from me to make that happen?"

Example: "I've noticed you've been missing the Monday deadlines for the past three weeks. It's creating bottlenecks for the rest of the team and putting us behind schedule. Going forward, I need those deadlines met or a heads-up 24 hours in advance if something's going to be late. What do you need from me to make that happen?"

No blame. No drama. No avoidance. Just clear expectations and a path forward.

Step 5: Stay in the conversation even when it's uncomfortable. They might get defensive. Emotional. Silent. That's okay. Don't rush to fill the space or soften the message. Let the discomfort exist.

If they push back, stay curious: "Help me understand what's getting in the way." If they shut down, name it: "You've gone quiet, what are you thinking?"

The goal isn't comfort. The goal is resolution.

Why This Matters

Leaders who avoid hard conversations don't avoid conflict, they just delay it until it's a crisis.

Every day you don't have the conversation, you're choosing silence over trust. Comfort over clarity. Your relief over their growth.

Your team already knows something's wrong. They feel the tension. They see you managing around the issue. They're just waiting for you to be honest about it.

The conversation you're avoiding isn't going to get easier next week. The words aren't going to magically appear. The discomfort isn't going to disappear.

But your credibility will if you keep waiting.

One hard conversation builds more trust than six months of avoidance ever will.

Reflection Question:

What are you protecting by staying silent and what is it costing you?

Is it costing you respect? Performance? Alignment? The relationship you're trying so hard to preserve? What would change if you prioritized clarity over comfort?

Tomorrow: We're shifting focus to your energy management because you can't lead effectively if you're running on empty.

With gratitude and impact,

Nicole F. Smith, CEO/Founder, JMS Creative Leadership Solutions

Creator of the EQ Impact® Framework

P.S. The right time is now. The right words are honest ones. The right move is having the conversation today.

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Before You Go — A Quick Note

If you’re thinking about bringing EQ Impact® into your organization or want to work with me directly…

My 2026 calendar is already filling up.

I want to see you and your organization win. So here’s my commitment: I’m offering a limited-time discount to organizations and individuals who secure their 2026 slot now. If you’re serious about elevating your leaders, this is your moment. Claim it before it’s gone.

Now is the time to connect.

Let’s talk about your goals, your people, and the emotional stamina your organization needs to thrive.

Book Nicole Now!

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Thank you for being part of this journey with me. This isn’t just my story — it’s ours.

Together, we’re building leaders, including yourself, to lead with courage, compassion, and emotional brilliance.

Want to set up some time? Let's talk: Click here!

Leaders choose to work with me and my team because we don’t just talk strategy. We build emotionally intelligent leaders who lead with clarity, presence, and purpose.

You're receiving this email because you’re not interested in performing leadership. You’re here to practice it.

You booked a call, joined an event, or signed up because something in you said, it’s time to lead differently. You’re ready to create a life and business rooted in who you are—not in outdated rules or titles that never fit. And we’re here to help you do exactly that—with emotional intelligence at the center.