Not many people like having difficult conversations. Yet, the reality is that, as leaders, we must be willing to sit with the difficult feelings involved and engage in hard conversations. From personal conflicts, misunderstandings, and feedback, to conversations about performance, poor behaviour, resource allocations, and the shifting of responsibilities within a team, we will need to navigate conflict and challenging situations.

When we leave things unaddressed or allow issues to persist, tension and conflict are likely to build. Avoiding difficult conversations entirely can lead to a breakdown in communication and trust. When we finally do engage in these conversations, we may find ourselves feeling ill-prepared or rushing through them because of discomfort. However, taking time to prepare and creating space for these difficult conversations is crucial for maintaining a productive work environment and fostering open communication within the team.

To support healthy conversations, understanding, and creative solutions, we can think about three principles when engaging in these conversations:

Communication: Both sides want to know why. Be honest and transparent about how you are feeling. Communication is a two-way street. It also requires listening to the other side.

Compassion: We are all human beings........

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