Strategies for Addressing Perceived Challenges

Let’s be real. Not every conversation you have will be smooth sailing. You’ve probably been there—someone catches you completely off guard with a comment that feels like a subtle dig… or maybe not so subtle. It might come across as sarcastic or even insulting. Your first instinct might be to get defensive or shut down. But if you want to maintain your front-row presence, here’s your power move: Pause. Breathe. Ask a Question. When you feel that sting of a potentially insulting comment, here’s what I want you to do: Don’t react — respond instead, after taking a pause Take a deep breath — literally. This will instantly calm your nervous system.  Ask a clarifying question.  One of these works beautifully:  “That sounded like a dig—was that your intent?”  “That came across as sarcastic—was that what you meant?”  “That sounded like an insult, was that your intent?” Don’t ask all three. Pick one. And ask it calmly, curiously, and without sarcasm of your own. This simple, assertive question flips the energy. It puts the ball in their court. Now, they’re the one who has to explain, clarify, or walk it back. Why This Works:  You’re divesting emotionally from the interaction. Instead of taking it personally, you’re gathering information.   You’re showing up as a confident, credible communicator, not someone who gets rattled.   You’re giving yourself time to process, reflect, and respond instead of reacting.  Bonus Tip: Ask Them to Repeat It (The Right Way) Sometimes a comment hits you so hard or fast that you’re just… stunned. You have no words. That’s okay. You can always say: “I didn’t quite catch that—can you say it again?” Say it from a place of genuine inquiry, not aggression. There’s a big difference between calmly saying, “Can you repeat that?” and flaring up with “Oh really? Say that again.” Front-Row Takeaway: Difficult conversations will happen. But you can choose to meet them with calm composure.  Keep your front-row seat by:  Taking a breath  Asking for clarity  Staying curious, not combative Because in the end, your confidence, your composure, and your credibility are always within your control. Here’s to holding your power, one breath at a time. See you in the front-row.

Starting a difficult conversation at work can feel really intimidating and overwhelming. You know it’s necessary, but where do you even begin without causing more issues? 🤔 Thing is, having these conversations is crucial for a healthy workplace. As much as you may want to avoid them, we need them. The good news is, there are ways we can navigate these conversations in a healthy and productive way. So, here are tips to initiate challenging convos: 🎯 Prepare yourself. Before diving in, take some deep breaths to calm your nervous system and a moment to reflect on your goals for the conversation. What is your intention and the ideal outcome? What other ways could this turn out? How can you cope with an outcome that is different from your vision? Going in with a level of clarity in your own mind can lead to a more focused and effective discussion. 🕒 Choose the right time and place. Timing is everything. Find a private, neutral setting where both parties feel comfortable and are less likely to be interrupted. 🗣️ Be clear and direct. Clearly and calmly state the issue but do so with respect and understanding. This can help lower guards and reduce misunderstandings. 🤝 Focus on solutions. Approach the conversation with a solution-oriented mindset instead of just showing up with more problems to call out. I always like to have some ideas of my own and make sure I open the door to hear theirs as well. When you can listen actively to their side, rather than pointing fingers, it encourages a more productive and less defensive dialogue. 🌱 Follow up. After the conversation, check in with the other person. This can help show you’re committed to ongoing support and resolving the issue together. Difficult conversations are part of growth personally and professionally and help us to create a psychologically safe workplace. By approaching them thoughtfully, we can turn challenges into opportunities for understanding and collaboration. 👇 Have you had to start a tough conversation at work? How did you approach it? Share your experiences and tips! Creating norms around difficult conversations tends to come up in our Psychological Safety training programs. DM me to learn more! 🖤 Create a great day! #MakoMindfulness #MindfulnessTraining #StressManagement #PsychologicalSafety #TrainingAndDevelopment #StaffDevelopment

Dreading that Difficult Conversation? Sometimes the most Difficult Part of a Difficult Conversation is getting it started. Here are 3 Techniques from 3 Thought Leaders. 1) Acknowledge Responsibility - Mel Robbins State your responsibility for the cause of the conversation - "I recognize that I should have shared these misses with you sooner" This is my most common go-to. In nearly all conversations I address how I could have done more first. This allows me to diffuse the other person's emotions. And as Mel puts it: Set a more level playing field. 2) "I am going to say this in a kind way, but at the same time I want to be 100% clear" - Josh Etress ⚡️ Josh directs us to - Say this, in a low, slow, and direct voice. Braces the person for what is to come. Add "I know this isn't going to be easy" at the beginning to prepare the person emotionally. I have used this a few times recently and it is a great starter. For myself and my nerves and the emotions of the person receiving. 3) "I need to have an uncomfortable conversation with you." - Simon Sinek Allows them to be prepared and less defensive. And if you do not trust your skills for having the conversation, the next bit of advice is fantastic: "I am afraid of having this conversation because I'm afraid I'll say the wrong thing or it'll come out the wrong way and make things worse. So please be patient with me as I fumble through this but it is more important to me that I have the conversation and try to address this situation than to avoid it because this relationship matters to me and I want to go through this with you. Can we have this conversation now? Here I have acknowledged that the conversation may be clunky. I also ask for permission - to ensure that the person is ready for the conversation as well. By acknowledging these things up front, saying the wrong thing can be addressed immediately and not derail a conversation. In any Difficult Conversation, having the conversation is most important. And I hope 1 of these 3 ways helps you to get it started. Move towards Conflict. Make Growth happen.

Hard conversations don’t have to be quite so hard if you understand how to approach them — and what to say. Preparation is important. Before the #conversation, give thought to what you want for the relationship. I once had a boss I didn’t fancy all the much (haven’t we all!) When I stopped to consider what I wanted for the relationship, I realized we didn’t have to like each other—but it was important that we respect each other. With that in mind, I started the conversation with a statement of mutual respect and a curious mindset. If you are approaching someone about a behavior, you’d like them to stop, this wording might be helpful: “(Name) I really appreciate X about you. There is one thing I’m curious about though. I’ve noticed you often do Y. Help me understand how Y helps you do Z.” A statement like this mitigates defensiveness and gives insight into why the other person does what they do. You can then share how the behavior impacts you and move to brainstorming a solution. My boss and I never warmed up to each other. But I did get her to stop looking at her watch & rolling her eyes when I arrived at the office at 9:30 am each day implying I was late and lazy. She had never before realized that when she left the office at 3:00 pm, I was still there. And would be until 7:00 pm. Preparation = managing nerves = mutual respect = an easier ‘hard’ conversation. #toughconversations #crucialconversations #courageousconversations

3 steps to help leaders have difficult conversations that they are avoiding. How many of us tend to avoid conflict, keep our heads down, and stick to our work? That might be the right move as an individual contributor. But as a leader we can’t let bad behavior or poor performance go unchecked on our teams. So how do we lean in to address these issues rather than avoid them? I spoke to a new leader who didn’t know how to have these conversations. Here is what we discussed: 1. Check in with yourself. What kind of leader do you want to be for your team? She recognized that by not engaging she was making the situation worse not better. Her behavior was a sign that she was living in her comfort zone. She was not doing what was best for the team. She wanted to be a better leader and realized this meant having difficult conversations and setting the standard for what is expected on her team. 2. Build trust and connection first instead of trying to fix the problem. She hesitated to get involved not because she didn’t want to but because she didn’t know how to fix it. As a new leader she needed to let go of the assumption that she needed to solve everyone’s problem. Instead she can start with listening first to better understand the problem. When we seek first to understand we remove all judgement and assumptions and instead ask open ended questions to make the other person feel heard and understood. 3. Frame the conversation to put them at ease. She was worried the other person would get defensive. To avoid this we created a format for the conversation. Start with your intent. “I want to have a conversation about what happened at yesterday’s meeting so that we can address the issues you raised and create a better relationship between you and the sales manager. My goal is to support you to be successful in leading this project.” Ask open ended questions. - What challenges are you having? - What is causing the miscommunication? - What would you ideally want to happen here? - What have you tried? - How can I support you? These questions will help her direct report open up and clarify where they need help. Create an action plan. Collaborate on what next steps to take and set a deadline. Offer your support but let them own the process. After creating this format my client felt more capable about having this difficult conversation. We addressed her fears, reframed her assumptions, and she had a clear plan of action. What fears and limiting beliefs are holding you back from being a better leader? 🔥 If you found this post valuable share your thoughts below! if you want to learn more about how you can become a more confident and effective leader then send me a DM and let’s talk. #leadership #difficultconversations #highperformancemindset

Three hacks I recommend to my executive coaching clients before they go into a challenging conversation: 1️⃣ Ground in your values before you go into the conversation. Write down three words to answer this question: "How do I want to be perceived by the person I'm talking with today?" This is a fast way to check that your planned behavior aligns with your values. 2️⃣ Get curious. Google the "Ted Lasso get curious scene" if you need inspiration. Many times, conflict happens because two people simply aren't seeing each other. They get so stuck in their own perspective, fears, and hurt that they aren't able to see the other person's viewpoint. Go into the conversation with the intention of asking questions to better understand the person across from you. 3️⃣ Reflect the other person's perspective. Even if you disagree with someone, you can always make them feel heard. You can listen to them and "reflect" back what you hear them saying. Say: "Here's what I hear you saying. {Summarize in your own words.} Am I getting that right?" Reflecting allows us to help another person feel heard, and then you can present your own alternative opinion on the topic. We're always going to bump with other people inside our work lives and personal lives. We're all different humans with different perspectives, values, ideas, motivations, fears, joys, and needs. When we're different, we will naturally bump into others. Our goal isn't to prevent friction. Our goal is to make friction a useful tool for productive conversation. As long as we can see each other, we can move forward together. We can turn conflict into a trust-breaker into a trust-maker. I want to know from you, LinkedIn friends: How do you prepare for a challenging conversation with someone?

What to do when your team is making a stupid decision. This thought, by itself, is a signal for you to slow down and seek better understanding. Thinking that people around you are stupid is a terrible way to enter into a discussion. First, you need to pause your own reaction. Ask open questions, restate what you hear, and test the assumptions beneath the current plan. This approach shows respect for other's thinking, surfaces gaps that might not be obvious, and softens any perception that you are challenging for the sake of challenging. As you listen, collect the facts, metrics, or customer feedback that best illustrate why a change might help everyone reach the shared goal faster. Once you have a clear grasp of both sides, turn your insight into a concise proposal that shows you have understood the situation fully. Anchor your message to outcomes the team already values (time to market, quality, customer delight, cost). Use evidence, small experiments, or quick prototypes to show how the alternative path removes risk or adds benefit. Invite teammates to create the solution so that the "new idea" is a collective win rather than a personal mission. Keep your tone calm and collaborative throughout the process. Choose settings that encourage thoughtful dialogue, such as one‑on‑one conversations or a short working session with the most relevant partners. Use “I” statements to own your personal perspective, and ask for reactions to keep the discussion balanced. If emotion rises, pause, summarize common ground, and suggest a brief break before returning to decisions. Finally, watch your own stress signals. Use preparation, breathing, or a short walk to stay steady. Remind yourself that disagreement is normal in creative work and that long‑term relationships matter more than winning a single debate. When the team adopts an improved approach, share credit freely; if they decide to stay on the original path, document your input, express confidence in the group, and stay engaged. Your composure and constructive focus will strengthen trust and increase the chances that your next suggestion lands even more smoothly.

Managing Difficult Conversations Original Content Creator: Harry Karydes (Give him a follow) --------------- Do you find yourself avoiding confrontation at all costs? Here's a better way: 🟢 Step 1: Setting the Stage ↳ Prepare Mindfully: Prioritize introspection to align your intentions and desired outcomes for the conversation. ↳ Cultivate Empathy: Step into the shoes of the other party to grasp their perspective and foster genuine understanding. 🟢 Step 2: Navigate Emotions ↳ Maintain Composure: Stay poised and composed, refraining from impulsive reactions triggered by emotions. ↳ Validate Feelings: Acknowledge and validate the emotions expressed by both people, creating an atmosphere conducive to constructive dialogue. 🟢 Step 3: Active Listening ↳ Listen Intently: Devote your full attention to comprehending the speaker's message without interruptions or distractions. ↳ Seek Clarification: Pose clarifying questions to ensure mutual understanding and prevent misunderstandings. 🟢 Step 4: Choose Your Words Wisely ↳ Use "I" Statements: Express your thoughts and feelings using first-person language to avoid accusatory tones. ↳ Present Solutions Positively: Frame suggestions in a constructive manner, fostering collaboration and mutual respect. 🟢 Step 5: Finding Common Ground ↳ Identify Shared Goals: Explore common objectives or values to establish a foundation for agreement. ↳ Highlight Mutual Benefits: Emphasize the advantages of resolving the issue for both parties involved. 🟢 Step 6: Manage Expectations ↳ Be Realistic: Set attainable expectations for the conversation's outcomes, considering all perspectives. ↳ Clarify Responsibilities: Clearly outline the next steps and responsibilities to uphold accountability and progress. 🟢 Step 7: Focus on Solutions ↳ Adopt a Problem-Solving Mindset: Shift the conversation's focus from assigning blame to identifying actionable solutions. ↳ Foster Collaborative Brainstorming: Encourage input from all parties to cultivate innovative approaches to problem-solving. 🟢 Step 8: Follow Up ↳ Reflect and Improve: Evaluate the conversation's effectiveness, identifying areas for refinement and growth. ↳ Schedule Follow-Up: Plan subsequent discussions to monitor progress, address any remaining issues, and ensure the implementation of agreed-upon solutions. 📌 PS...Remember, the ability to navigate difficult conversations is a skill that grows with practice and patience. ________________ Original Content Creator: Harry Karydes (Give him a follow)

Saying "this might hurt" is not the best way to soften the blow of a difficult conversation. 📌 The phrase "this might hurt" can be confusing and misleading. It can make the other person feel defensive or anxious, and it can make it difficult for them to hear what you have to say. Instead of saying, "This might hurt," it is better to be direct and honest about what you need to say. State the issue clearly and concisely, and explain how it is impacting you. For example, instead of saying, "This might hurt, but I need to talk to you about your work performance," you could say, "I'm concerned about your recent work performance. It's not meeting my expectations, and it is impacting our team." It is also essential to be open to the other person's perspective. Be willing to listen to their concerns and try to understand their point of view. This will help you to have a more productive conversation. Here are some ideas to help you deliver difficult feedback: Set aside time for the conversation. Don't try to have a difficult conversation when you are rushed, stressed, or hungry. Instead, schedule a time to talk when you can both be focused and present. Choose a private location. Have the conversation in a place where you will not be interrupted and where you feel comfortable speaking freely. Focus on the behavior, not the person. Avoid personal attacks or generalizations. Instead, focus on the specific behavior that is concerning you. Be specific and provide examples. Don't just say that the person is "doing something wrong." Instead, give specific examples of the behavior that is problematic, as you want to give them a chance to find a solution. Be open to feedback, even if you think your needs and expectations are precise. It is possible that your message was misinterpreted or that the other person has a different perspective. Be willing to concede their point of view and be open to hearing their feedback. They may have some valid points that you did not consider. If you realize that you made a mistake, apologize. Remember, difficult conversations aim not to hurt the other person. It is to communicate your needs and expectations in a way that will lead to an improved outcome. By being direct and honest and by being open to the other person's perspective, you can have more productive and effective difficult conversations. 🧙♂️ Imagine that you have a magic wand that can make one thing about difficult conversations easier. What would it be? #management #humanresources #personaldevelopment #partnerships