Do You Know How To Manage Difficult Conversations With Your Team?
If not, in this short article, Melany Muraour will uncover a few steps you can follow to Manage Difficult Conversations With Your Team effectively.
The chances that you’ll have to have a difficult conversation with a team member sometime in your career are high. That said, difficult conversations need to be handled tactfully to ensure your people don’t become overly defensive and understand what you’re trying to get across. Here are some rules and steps you can follow to help you connect with your team in a meaningful way during difficult conversations.
5 Steps To Effectively Tackle Difficult Conversations
1. Do It ‘In-Person’
Don’t have difficult conversations over a direct message platform or email. Talking in person “belly-to-belly” or on a video call is best because it helps make the interaction feel as personable as possible. It’s also harder to deflect the topic at hand over video chat or in person, so it can help you lead a more meaningful conversation. A phone call is the only second option if the WiFi connection results in poor video.
2. Have a Plan
Don’t allow yourself, nor your leaders/managers, to just “wing it.” When it comes to managing difficult conversations, you must be prepared with talking points and examples to help guide and ensure you get your point across.
3. Let Them Talk
Don’t forget to make time to let the other party speak. Ask broad questions such as, “What do you think about this?” or “Is there anything that you can share that has been impacting on your role recently?” Hearing the other side of the story might give additional context that can help both of you come to an agreement.
4. Over-Communicate
Take time to reaffirm these intentions, and do it over and over a few times to assure that your team members know that you’re there to help. When managing a difficult conversation, you should your team to understand that you’re all on the same side. After all, you need to work together to come to a resolution that works for everyone and serves to grow your people and your business.
5. Follow Up
Once you have found a resolution together, train yourself and your leader/managers to close these meetings by recapping accountability and the agreements made. You should want to keep this conversation active — it shows the team and each individual member that you’re invested in helping them address this feedback and that you want them to have a fruitful career at your company!
Want to learn more?
“Managing Difficult Conversations With Your Team” is just one of five lessons in the E-Cademy “Leadership Essentials” Training Course as shown below:
- Lesson 1: Understanding The Differences Between Leadership And Management
- Lesson 2: Adjusting Your Leadership Style For Different ScenariosLesson
- 3: Managing Difficult Conversations With Your TeamLesson
- 4: Motivating Individuals Within Your TeamLesson
- 5: Using Coaching To Rally Team Performance
To view the E-Cademy “Leadership Essentials” Training Course Overview, click here
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