The point here is to stay positive. You want to exude a sense of emotional maturity and that you have a firm handle on your emotions.

Avoid negative words or situational examples that come across as negative. Avoid singling out anyone in particular when framing your example. Stay general in your example and remain positive.

"I try to be ever vigilant in enhancing communication. So, it frustrates me when someone's vulnerabilities, for whatever reason, results in assumptions, dissent, or a communication breakdown between staff and management. Let's say an employee had a bad fight with their spouse on their way to work or some other issue in their lives has caused them to experience unhappiness. Being pulled into too many directions, that unhappiness ends up projected at work. Whenever I identify this, I try to redirect it and help in any way that I can. I want our work environment, our team environment, to feel like an escape from those external pressures. It's frustrating, it's a part of life, and sometimes a part of the job."

"It frustrates me when micro-breaks aren't being used. I encourage my team to take micro-breaks, and more often than not, I feel like I'm pulling teeth trying to get them to take them. That's one reason I love the model of bringing your pet to work. It's good to have a stress reliever that proves as an incentive to take a micro-break. It's proven to enhance productivity and prevent burnout. So, it's frustrating for me that employees everywhere struggle so hard to do something that not only is good for them, but it's also something they want."