Lead Difficult Conversations

Diluting the content of a difficult message to avoid discomfort serves no-one. Everyone wants to know where they stand, so if things are about to change, the results aren’t good or the feedback’s particularly hard hitting, you owe it to the people in your team to be up front and honest.

You will:

Identify and overcome the self-talk blocks that might prevent you from taking on the tough conversations you need to have
Think about the relationship you want to have with the recipient following the conversation and how this will influence your approach
Plan the key messages and structure of a real future conversation and know how to manage the other person’s response
Be able to display radical candour when leading the discussion

See also…

Communicate with Candour

It's natural for most managers to want to be liked but if you focus too much on building friendly relationships with the people in your team, it can mean it's harder to be direct when the moment requires it. We'll show you how to get the best of both worlds.

Turnaround Performance

Not dealing with poor performance quickly can lead to months of stress and lower productivity across your team. Plus, if you take your frustrations home, it’s not just your colleagues who suffer. By taking control of performance problems as soon as you spot them, you’ll kill the monster before it gets too big.

Manage Tricky People

Water cooler conversations are often dominated by chat about tricky people in teams. It's fine to blow off steam but there's actually quite a lot you can do to manage such individuals. And it's worth knowing that while they might be difficult, they sometimes also bring a valuable uniqueness to a team.

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Call. 07908 611 458

paul@themanagerhub.com