Having Difficult Conversations: Why They Are Challenging for Even the Best Leaders

Every business leader wishes everything would always go smoothly, but that’s just not reality. At some point, every leader has to tackle tough conversations about performance issues, conduct, or other uncomfortable topics.

These conversations are tough because they’re often tense, emotionally charged, and make everyone feel vulnerable. Both employees and employers know what’s at stake. Too often, these talks can escalate, with employees getting defensive and employers becoming accusatory.

Mishandling these conversations can have serious consequences. People can get hurt and emotionally bruised. While it’s crucial to address issues like poor performance, it’s just as important to do so constructively, empowering, and encouragingly without being hurtful or demeaning. Delivering bad news is never fun, but doing it tactfully makes all the difference.

However, avoiding difficult conversations can have consequences that are just as severe — if not worse — than if you mishandled the conversation. For example, if an employee is performing poorly and you fail to have a conversation with them about what needs improvement, they will continue on the same path as they do not know there is anything wrong or have not been told their performance is an issue.

To handle tough conversations effectively, you need to be well-prepared. Put yourself in the other person’s shoes: how will they feel and react? How can you create a space that encourages productive dialogue? As a leader, it’s crucial to be empathetic, open to discussion, and ready to understand their point of view. Remember, they’re probably more uncomfortable and worried about this talk than you are. Approach it with empathy and a plan for proactive steps to improve the situation together.

To inquire about Paul’s keynotes, training, or to request additional info, contact us today!