![]() Many people have worked in environments where emotions had to be left at the door. Manage your emotions and preconceptions.My regret is that I held off taking action because I didn’t want to be seen as overstepping the mark-especially because I was new to the team. Looking back, I know this wasn’t healthy for me or for my working relationship with the team. Now, having made it to the other side of that conversation with the working relationship still intact, I want to share 9 things I wish someone had told me to help me prepare for the experience.īefore resolving to have that necessary yet uncomfortable conversation, I found myself silently seething about issues I could have easily done something about. ![]() But because I knew how important it was, I took a deep breath, closed the office door, and we had the discussion. This was new ground and I felt uncomfortable. I knew if I didn’t address the problem, things could escalate and become worse than they already were-but knowing that didn’t make the task any easier. I don’t know that I’d ever want to jump out of an airplane, but I recently had my first difficult conversation with a direct report. Because of the common perception that conflict at work is bad, it’s no surprise that so many leaders shy away from having these discussions. Did you know 35 percent of managers would rather skydive for the first time than address a problem with their team at work? That’s according to the Centre for Effective Dispute Resolution.Įffective leaders must know how to conduct difficult conversations with employees.
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