Navigating Difficult Conversations

Have you ever delayed a tough conversation because you weren’t sure how to start? Conversations about performance, feedback, boundaries, or conflict are never easy, but they are essential. These discussions can build trust and clarity or create frustration and misunderstanding, depending on how they’re handled. 

In high-demand environments, it’s tempting to avoid these moments or rush through them. But difficult conversations done well are opportunities for alignment, accountability, and support. They allow us to pause, address what’s not working, and move forward with mutual understanding. 

We like to encourage leaders to approach these moments with both structure and compassion. 

Here are a few helpful reminders: 

• Start with clarity. Know the goal of the conversation and focus on the issue, not the person. 

• Be direct but thoughtful. Specific feedback is easier to hear and easier to act on. 

• Hold space for listening. Ask open questions and create space for the other person to reflect. 

• Set respectful boundaries. You can be firm and supportive at the same time. 

• Follow through. End with clear next steps and a plan to check in. 

Want a resource to keep on hand? Download our one-page guide. 

Pause and Reflect 

One of the tools we use with clients is The Five Behaviors®, which helps teams strengthen trust, navigate conflict, and build alignment. 

Here are a few questions to ask yourself: 

• When was the last time you modeled openness or vulnerability in a hard conversation? 

• Do your team members feel safe giving you honest feedback? 

• How are you making space for clarity and care? 

Conversations that challenge us are often the ones that shape us. Use them as an opportunity to build the kind of culture you want to lead. Interested in using The Five Behaviors® model for your team? Get in touch here.