Uncomfortable conversations are not about winning an argument. They are about getting everyone back on the same side of the table. When a team member’s behavior is creating tension, the goal is not to attack them. The goal is to solve the problem together. Set the expectations. Make it known that you are on their side. But also explain that progress requires shared urgency and a willingness to apply the coaching being offered. When leaders combine clarity with collaboration, accountability becom
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As a leader, it is your job to have as many uncomfortable conversations as necessary to ensure your team knows how they are performing and how to improve. If you aren't doing that, you aren't doing your job. | EntreLeadership
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As a leader, it is your job to have as many uncomfortable conversation…
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Hard conversations are uncomfortable no matter how experienced you are as a leader. One of the biggest mistakes people make is easing into them with small talk, which only raises anxiety and puts the other person on edge. Address the issue upfront and set expectations right away. When people know what the conversation is about and what it is not about, they can stay present instead of slipping into a defensive mindset. Clear, direct communication helps protect the relationship and makes the conv
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The Manager's Guide to Difficult Conversations Online Class | LinkedIn Learning, formerly Lynda.com
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When preparing for an uncomfortable conversation, it is critical that you AND your team member understand what the problem is. Relationships don’t have to end after conflict. | EntreLeadership
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How well you handle difficult conversations shows how well you lead. No way around it. | EntreLeadership
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