How to Thrive as a Highly Sensitive Person at Work: Insights from Heather Dominick

If you’ve ever felt like the world’s volume is turned up just a little too high for you, you may be part of the 20% of the population born as a highly sensitive person (HSP). Heather Dominick, founder of Business Miracles, has dedicated her work to helping HSPs understand their unique nervous system wiring and teaching them how to thrive rather than simply cope.

What It Really Means to Be an HSP

The term highly sensitive person was coined by Dr. Elaine Aron in the 1990s, backed by research showing that some people are neurologically wired to process sensory information more deeply. This doesn’t mean you’re “fragile” or “overly emotional.” Instead, your brain and body take in more stimulation from sights, sounds, smells, and emotions than most, which can be both a strength and a challenge.

An extroverted highly sensitive person might love being around people, yet still need more recovery time after a big event. Without understanding this trait, many HSPs push themselves until they hit burnout, trying to operate like the other 80% of the population.

Shadows vs. Strengths

Heather’s research identifies “shadows,” which are untrained nervous system responses and “strengths” that emerge when an HSP learns to work with their sensitivity.

Common Shadows include: 

• Overwhelm -  not just a long to-do list, but full-body shutdown: foggy thinking, inability to make decisions, even physical symptoms like shortness of breath.

• Over-responsibility -  feeling responsible for other people’s emotions.

• Over-protection -  avoiding situations for fear they might overwhelm you.

  
  

Top Strengths:

• Deep empathy and intuition.

• Exceptional listening and observation skills.

• Creativity and innovative problem-solving.

  
  

The difference between these two states is training. That’s where Heather’s work focuses –shifting coping mechanisms (like pushing until burnout or hiding from challenges) into proactive nervous system management.

Leading as an HSP or Leading HSPs

Far from a liability, a trained HSP can be an extraordinary leader. They can see patterns, anticipate team needs, and connect deeply with clients. But leaders who manage HSPs, whether they are highly sensitive themselves or not, must understand how these employees operate.

This includes how they respond to constructive and destructive criticism, how they engage in crucial conversations, and how they handle feedback conversations for managers,  especially when addressing an underperforming employee. Without understanding sensitivity in these contexts, leaders risk creating defensive shutdowns instead of progress.

Ignoring sensitivity in the workplace can result in stalled projects, higher turnover, and employee burnout. Embracing it, on the other hand, can unlock creativity, boost productivity, and foster a culture where diverse thinking styles are valued.

How to Stop Being a “Survival Mode” HSP

The truth? You can’t stop being a highly sensitive person.  You were born this way! But you can stop living in constant overwhelm. Heather recommends:

1. Learn your triggers and your early warning signs.

2. Use nervous system management tools daily to prevent shutdown, not just react to it.

3. Seek community because isolation fuels perfectionism and paralysis.

4. Reframe your sensitivity as your competitive advantage instead of a flaw. 

   
   

For some, this shift feels like a spiritual awakening as a highly sensitive person. It’s the moment when you stop apologizing for how you’re wired and start leading with it.

The HSP Advantage in Feedback and Leadership

One of the most valuable areas where HSP strengths can shine is in giving and receiving feedback. When trained, HSP leaders excel at using a framework for giving feedback that is empathetic, specific, and forward-focused. This approach helps in giving feedback well, especially in emotionally charged situations.

Whether you’re a manager addressing performance issues or guiding an underperforming employee, an HSP’s ability to read subtle cues can turn a tense meeting into a productive crucial conversation. By understanding when to apply constructive criticism and how to avoid destructive criticism, HSP leaders can help team members grow without damaging trust.

The Future of Work for HSPs

Heather’s hope is for leaders everywhere to recognize that every person has a different “operating system.” When workplaces are designed to maximize those differences rather than force conformity, everyone wins.

As she puts it: “Dare to go against the tide. Act for betterment, even if it means standing out.”

Want the full conversation with Heather Dominick? Listen to her powerful insights and practical tools on the Work Unscripted podcast episode here and start transforming your work and your sensitivity into your superpower. You can reach out to Heather on her website.