This document provides tips for having difficult conversations. It advises to see difficult conversations as opportunities rather than obstacles. When having the conversation, plan what you will say and your responses. Choose an appropriate time and place and take emotion out of the discussion. Get straight to the point by clearly explaining what needs to change and why. Listen to the other person's response without getting derailed from your message. Keep the conversation respectful, constructive, and honest. Agree on next steps and commitments to move forward.

1. DIFFICULT CONVERSATIONS
A few tips

2. “In every difficult situation is potential value.
Believe this, then begin looking for it.”
Normal Vincent Peale

3. don’t see having a
difficult conversation
as a stumbling block
Use it as an enabler

4. don’t worry, we’ve all done it…

6. don’t bottle
it

8. “Leadership is not „making friends and influencing people‟ – that is
flattery. Leadership is lifting a person‟s vision to high sights, the
raising of a person‟s performance to a higher standard.”
Peter Drucker

9. it’s your job as a manager to do this

11. Plan your conversation
 How are you going to explain the issue clearly?
 What are they likely to say?
 What are you likely to say to this?
 What’s the bottom line?
 How are you going to move forward?

12. think logistics

14. choose a time and a place
that optimises your discussion

16. take emotion out of it

18. Get straight to the point

19. tell them exactly
what needs to
change or happen
differently

20. tell them why
things need to
change or be done
differently

21. HANG BACK
give them space to react and respond to what you have said

23. Respond to the
points raised

24. don’t get derailed

25. stay on
message

26. be respectful
and tactful

28. keep it
constructive

29. that doesn’t mean being
dishonest

30. Agree what the next steps are

31. Commit to the way
forward

32. Questions?