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