Difficult conversations
Building and developing organisations will require having difficult conversations from time to time.
Difficult conversations may be required at different levels. From Shareholders and investors to managers and staff.
Nobody wants to be part of a difficult conversation. Nobody volunteers to be.
The most difficult conversations can arise because of :
lack of planning
mismanaging expectations
lack of understanding
unexpected or unprecedented circumstances
need to improve results and set goals
need to response to required business changes or critical situations
It's easier to put off or not to have a difficult conversation than it is to have one.
Yet, having the difficult conversation can often, if done with the right structure, support and preparation go well. Quite often they do in fact.
So what are the component parts of getting it right?
Show respect
Make sure you do things right (Lawful, Ethical, Contractual, Provide after care)
Plan well (Who, Time, What, When, Where, How)
Prepare what you will say and how
Stick to the plan
Be kind yet candid
Always, stick on point
If you are an #iDriveHR customer you can always use our customer resources and support centre to get further one to one help and access our free guides and packs.
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