3 tips for tough conversations

by B. Dan Berger, Berger Leadership Blog

No one looks forward to having a difficult conversation. As leaders, though, these conversations come with the territory of leading a team or organization. If an employee isn’t meeting expectations, it’s our responsibility to hold them accountable, not only for the success of the company but also for the growth and well-being of the employee.

While initiating a difficult conversation seems intimidating, imagine being on the receiving end (and let’s not kid ourselves, we’ve all been there). Leadership expert and author John Eades has three tips to help you prepare for these types of conversations, with the ultimate goal of engaging in direct dialogue.

His tips are:

  • Set clear standards. It’s hard to meet expectations if they aren’t clearly outlined from the start. Eades offers three forms of standards – policy, procedure, and merit – through which offices can guide employees to success. When a new employee comes on board, be sure they understand proper office conduct, their responsibilities, rewards for good performance, and potential consequences for poor performance.

 

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