This article is one of six articles in the mini-series “Feedback Is A Gift” to help you navigate these uncomfortable conversations year-round.
According to a recent study approximately 70% of employees opt to steer clear of challenging discussions in the workplace, while around 53% of them choose to overlook “toxic” situations when encountered.
But having these difficult conversations are necessary and helpful to:
Difficult conversations are inevitable in the workplace as they appear any time there are high stakes, high emotions or opposing opinions. If you are committed to your career growth, you should commit to learning how to have difficult conversations.
Here is a detailed guide to prepare and approach a difficult conversation:
Table of Contents
There are many different ways to structure your plan to communicate.
One simple framework to express concerns / give feedback is DESC:
It can help you articulate your concerns without coming across as confrontational.
Empathy First: Put yourself in their shoes. How might they react? What concerns or objections might they raise?
Keep in mind that the person listening may resist the conversation and
By anticipating these reactions, you can prepare responses that are empathetic, but still bring the person back to the matter at hand and focus on reaching a solution.
After the conversation, take some time to reflect. What went well? What could have been better? Record your learnings and keep them somewhere that you can revisit them the next time you need to have a difficult conversation.
Difficult conversations are a part of work-life and with the right approach can be helpful to achieve our goals, build stronger relationships and develop as professionals.
The more difficult conversations you have, the greater your confidence and skill in handling them will be.
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