Guide to Having Difficult Conversations

Part of leadership is having difficult conversations, as much as we would like to avoid them. Below is a guide to help these discussions occur more comfortably and effectively.

Preparation

  • Can you approach this conversation in a balanced, open, two-way manner?

  • Is what you want to accomplish in this talk clear to you and is it what is needed?

  • How would you come across this conversation?

  • What baggage do you carry into this talk?

  • What is your emotional connection to those bags?

  • What is your expectation of the outcome? Best case, positive outcome? Less so?

  • What concerns do you have about going into this talk?

  • How can these issues be addressed?

Setting

  • When and where should this talk take place?

  • What is the safest place for both parties?

  • What distractions can be anticipated and removed?

Keep in Mind

  • Be curious, not judgmental. You will know by the number of questions you ask.

  • Approach this in a positive, upbeat and welcoming manner and stay calm, even when it gets bumpy.

  • Body language and tone say more than your words.

  • Describe your experience, “I” statements; avoid judgment “you” statements

How to start

  • I would like to discuss something with you that is important to me and I think will help us do our work together in a better way.

  • I want to get your help on something, could we talk soon?

  • I would like to discuss (you name the topic), but first I would like to really understand how you see it?

Active Engagement

  • Focus on what they are saying and try to understand.

  • Ask questions to clarify your understanding

  • Don’t speak or act on your assumptions, try to get things understood first

  • Try to see and appreciate their emotions around the issue, be empathetic

  • Don’t rush to “solve” the problem

Common Ground

  • Ask them how they see this

  • Ask the what you have not understood

  • Share how you see the situation now that you have heard them out, start with the common

  • Ask them what they think some positive next steps would be, it is OK to offer yours as well

  • Tell them you are committed to working in a positive direction and changing if needed; ask them if they are willing as well

  • Identify a few positive next steps to take, what each of you will do, and when you will check in on progress and any redirection welcoming and open with trust