A sensitive person could feel criticized even without being criticized. A sensitive employee, in addition, would cringe, cry mutely and develop uncalled for antagonism on mere approach, as a stronger reaction, fearing job insecurity. Human sensitivities are essentially a plus in progressive interpersonal transactions, when within the limits of sensibility. It is this limitation that differentiates innate sensitiveness and inculcated sensitivities. The former characterizes a person, whereas the latter defines a personality in toto. This is where, the term 'Emotional' gets wrongly thrown in, as an opinion. It is essentially negative by implication, is a shortcoming and not a faculty and has no place in constructiveness of interaction. A communication displays rationality and discretion(at least it should) as against anticipated antagonism and/or cerebral stupor due to emotionality, as in a quarrel or an argument. Thus emotionality is 'Confused Sensitivity Reaction' and your present blog actually begins with and refers to problem solving in the case of an emotional employee, who could get worked up even before a dialogue begins, as you have rightly observed and described. Therefore, if your thrust is towards emotional character of an employee, preparing a 'Written Doc(ument)' might help, provided it is not ignored by the respondent. However, in a confrontation, if you do desire an effective change in the employee's perception and mean speedy business in the face of tantrums, what is also necessary, when 'Face to Face' with the subject, is keeping ready a 'Hidden Doc(tor)' for medical emergency.

In the context of the foregoing, I would like to request you to write for the readers' benefit, supplementary blogs on employees endowed with due sensitivities(the do-gooders) as well as the insensitive ones(the blockers). You will appreciate that these two catagories of humans, constitute the primary chunk of operatives in Organizations with only sprinklings of the emotional type(the psychos). If undesirable emotional characters among employees had not been sprinklings as contended by me, you would not have felt the need for, 'Thinking aside', to classify them as problem cases and suggest remedies by way of your present blog. Assuming for the moment that a do-gooder is not a problem but a promoter of the interests of an organization, the insensitive blocker being an island, a zombi, is certainly another problem and can harm others as against the self-damaging, nervous, emotional element of this blog.