Mastering Difficult Workplace Conversations: 5 Tips

Leadership

No one wants to have difficult conversations at work, but they happen. Unfortunately, it’s just a normal part of the modern workplace. But if you want to improve a bad situation, you’ll have to have these tough discussions.

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Want to have a tough conversation with someone at work? Here are tips from five business leaders. They'll tell you how they approach difficult topics with their colleagues.

"Build Trust Fast"

Mayank Goswami is an assistant vice president at Travelex. According to him, the method to handle a problematic conversation can differ from situation to situation.

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Managing people means dealing with internal cultural issues, like when a new initiative starts.

Make people feel secure by addressing their worries and boosting their confidence.

Goswami says people can get scared of things like new technology or changes in position. It is important to figure out what people need so that they can transition to something new with help and support. That is the key.

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When trust is built, it's easier to have difficult one-on-one conversations.

Put yourself in their shoes. Figure out what worries and frightens them. The top priority is tackling those problems. That's the main focus.

Explore Obstacles With Care

To succeed, Mary O'Callaghan advises people to try and let the other person engage with them on their own terms. Mary is the director of technology engagement at British Heart Foundation.

Most people can tell when something's wrong at work. Good managers can talk about the problem without making it a fight.

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It's uncommon to not know there's a problem. Most people recognize what needs fixing.

If you ask questions, you might realize that the person is aware of a problem.

O'Callaghan says she asks people how they feel.

If I see a problem, they might too. But they might not know how to bring it up. Therefore, I ask them about their thoughts and any worries.

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People may need extra motivation to share their struggles. Don't blame them if they do.

We shouldn't blame anyone. We should focus on solving the issue. We need to figure out a solution to prevent the problem from happening again.

With Yourself And Others

DFS's head of data, Bob Michael, believes that experience is crucial. Over time, you will learn how to handle challenging discussions in a way that suits both you and the other person.

Michael usually prefers to be clear and direct in his approach.

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He said he doesn't want to upset anyone. He just wants to be honest and help others.

Michael finds it easier to have difficult conversations as he advances in his career. He shares advice for new managers.

He advises to boost your confidence and enlarge your network. It is essential to take risks beyond your usual routine to reach success. Get yourself into advantageous opportunities.

I'm not really an extrovert. I lean towards introversion. But with age, I think it's better to speak your mind. I'm straightforward.

"Regularly Provide Generous Feedback"

Adam Warne, who is the CIO at River Island, thinks hard conversations ought to be expected. People shouldn't be caught off guard.

Great managers communicate that an improvement is necessary long before the one-on-one meeting. They make it crystal clear that something is not quite right.

Warne says it's surprising to talk about someone's performance when you walk in.

Managing isn't the same as leading. It's important to understand why.

"If you've been talking to them for three months and told them they need to improve every time, this conversation won't be unexpected."

To avoid tough talks with co-workers, interact with them frequently.

Warne believes that feedback should be given frequently and positively. Difficult conversations are not as tough as they seem when you approach them this way.

Make A Lasting Impact With Your Presence

It matters to hear the opinions of all people, even during tough talks. Rajeswari Koppala, a senior manager of DevOps at United Airlines, states this. It's important to not just ignore people who seem to be wrong.

She says that when people listen, they are loved. So, it's important to hear their point of view and begin the conversation positively. Even if you disagree with them, it's necessary to start with something good.

Koppala thinks pros can handle hard talks without making the other person feel too vulnerable. They have methods for this.

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She learned the sandwich approach from her mentor. It's important to start with encouragement and end with a positive note.

She suggests beginning with a positive point, sharing your critiques in the middle, and concluding with another positive aspect.

Starting with something positive and ending on a positive note makes difficult conversations less difficult.

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