Engaging in Difficult Conversations
Overview
In the workplace, a difficult conversation is one in which you have to manage emotions and information sensitively to address a workplace issue.
Many managers and supervisors avoid difficult conversations because it makes them uncomfortable. Even experienced managers can find these conversations daunting, despite being an essential part of their role.
We tend to make excuses to avoid difficult conversations, for example:
1. I don’t want to hurt anyone’s feelings.
2. What’s the point? There is never a good outcome.
3. The problem will fix itself eventually – we have to give it time.
If you dread confrontation and having difficult conversations – you are not alone. Forbes Coaches Council reports that 37% of managers are uncomfortable with having to give direct feedback and criticism regarding performance issues. The Harvard Business Review confirms that 50% of managers struggle to hold their employees accountable when dealing with performance issues.
Goal
To empower the management team with tools for having difficult conversations. Effectively leading and guiding others requires the knowledge, skills, and confidence to identify and manage workplace issues early on - before they escalate. Confrontation is stressful for everyone, yet avoiding difficult conversations may:
1. Escalate the conflict.
2. Reduce employee confidence in your ability to manage.
3. Lead to higher absenteeism, presenteeism, and employee turnover.
Lead Self
Engaging in Difficult Conversations requires self-awareness and the ability to manage self.
Leaders who can effectively demonstrate these capabilities are able to step into difficult conversations with courage and empathy, showing both care for the other person and care for the results that need to be achieved.
Engage Others
Leaders who engage others well focus on fostering the development of others and communicating effectively.
In the context of difficult conversations, the leader's role is to support the employee to overcome performance issues, while also challenging and supporting the employee to achieve professional goals.
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If you have any questions, email us at SHAOrgDevelopment@saskhealthauthority.ca.