Difficult Conversations

Avoiding conflict in difficult conversations are a part of everyday life and business and they can be one of the most challenging things to deal with. These conversations can be challenging because they often involve confronting someone about their behaviour, performance or attitude. However, these conversations are essential to maintaining a healthy and productive work environment.

We are often approached to deliver workshops for our clients based on this subject and by providing the knowledge, skills and confidence to manage these conversations correctly our clients have reaped the rewards which have been demonstrated via an uplift in employee retention, engagement and performance.

The first step in having a difficult conversation is to prepare for it. This means taking the time to think about what you want to say, how you want to say it and what you hope to achieve from the conversation. It’s essential to approach the conversation with an open mind and a willingness to listen to the other person’s perspective.

When it comes to delivering the message, it’s important to be clear and concise. Stick to the facts and avoid making assumptions or judgements.

During the conversation, it’s essential to stay calm and professional. Avoid getting defensive or emotional and listen actively to the other person’s response. It’s also important to be empathetic and try to understand the other person’s perspective.

After the conversation, it’s crucial to follow up. This means checking in with the other person to see how they’re doing and whether there have been any improvements. It’s also essential to document the conversation and any agreements reached.

In conclusion, having difficult conversations is never easy but it’s an essential part of being a good leader and maintaining a healthy work environment. By preparing for the conversation and being clear, and concise, staying calm and professional and following up, you can navigate these conversations successfully and achieve positive outcomes.

This blog was written by Jo Murphy who is a human performance expert and Director at West Peak.