Effectively Managing Difficult Workplace Conversations

Managers who are skilled at conducting difficult workplace conversations experience less stress, greater accountability, and a higher performing culture. This program provides managers with the confidence and competence to have difficult conversations that are constructive, not destructive.

“Steve provides on-going leadership training and development with our management team, including on boarding for new managers. Of the core skills Steve teaches, our managers find three to be most pragmatic and relevant: coaching in the workplace, feedback and managing difficult conversations. Steve always demonstrates these skills using managers’ real-life scenarios. Our managers get lots of skills training practice while receiving real time feedback and coaching. Steve’s trainings enable our team to feel inspired and competent to immediately transfer these skills in the workplace.”

-Charlotte Stack VP – Operations, Chai Pani Restaurant Group

Organizational Challenges:

Managers avoid or deny chronic sub-par behaviors and performance. They stick their heads in the sand.

Managers are providing lots of feedback but it fails to achieve lasting behavioral change and targeted performance results.

Managers fear that having a difficult conversation will damage a relationship or an employee will quit.

Managers tend to automatically think a difficult conversation involves HR performance management processes.

Our Training Solutions:

We provide manager training to create feedback-rich cultures that help prevent a small behavior from turning into a big issue.

We equip managers with effective feedback skills that have 3 core elements: structured, substantive, and actionable.

We train managers to skillfully keep these conversations safe and collaborative while demanding action and accountability.

We help managers make clear distinctions between HR involvement and day-to-day difficult conversations. Clarity builds confidence.

Clients Who Have Benefited from this Program