Repeat the heart, not the wording. Swap sentence structure, keep their intent, and add tentative language like “It sounds like…” or “Are you saying…?” This shows humility and room for correction. When people can fine-tune your reflection, they feel ownership and relief rather than cornered agreement.
Lead with the emotion you heard, then confirm details. For example, “You’re frustrated about the delay, and the missing data makes deadlines feel impossible.” Prioritizing feelings reduces defensiveness, opening space to solve specifics. When calm returns, accuracy improves, and collaboration reignites with more realistic plans and better mutual accountability.
End reflections with a question that lets them steer: “Did I get that right?” or “What did I miss?” This micro-signal protects against overconfidence, reduces misinterpretation, and models partnership. People feel respected when you validate their authority over their own experience and invite clarification before deciding anything consequential.