How are you at handling a difficult one to one conversation at work?
No one enjoys having them, but difficult conversations are an unavoidable part of life. In the workplace, if discussions around issues are not managed with care, they can quickly escalate, leading to damaged relationships – and worse.
Here are four important generic tips that will help you to have more meaningful conversations – and find a way through conflict:
- Make conversations about accountability – not blame
The fastest way for a discussion to break down is when one or both parties feel they’re being personally blamed for something that’s gone wrong or isn’t working as it should. It’s vital to discuss accountability to find out what went wrong, not who was wrong.
- Look for the answer in the whole of the dialogue – not just in part of it
A sensitive or complex issue will rarely be concluded in one discussion but will involve a series of communications. This may sound obvious, but it’s relevant because the answer to an issue is most likely to be found within the whole of the collective, sequential dialogue rather than in any single part of it.
- Ensure consistency across all communications
Dialogue between HR and an employee is likely to combine a range of communication formats, including written correspondence, emails, telephone conversations and of course, the discussions that take place in face to face or virtual meetings. Correspondence needs to match the conversation that happened. Templates are great only as a starting point.
- Don’t be afraid to be emotionally courageous!
For any discussion to be truly meaningful, emotional courage is required on both sides. By this, I mean the emotional courage to express genuine feelings, ask for help when it’s needed, request clarity on an issue or check a point has really been understood. Without this, a conversation is likely to be one-sided and will probably not lead to a lasting and satisfactory conclusion.
How are you managing difficult conversations in your business?
What happens in your business when you need to have a difficult conversation? Do you and your team have the skills required to manage the process to a successful conclusion – without upsetting relationships or the running of your business?
Call us now for an initial conversation.
