How to Manage Difficult Conversations

Before attempting to have a difficult conversation with someone, it's best to write down three goals for the conversation. Whether you're addressing a serious issue or a minor one, make sure you are focusing on the root cause of the issue. Avoid making a laundry list of problems. Listed below are some helpful strategies to manage difficult conversations. The most important rule of thumb when approaching someone to discuss a serious issue: be empathetic.

Empathy

Empathy when managing difficult conversations requires you to recognize your feelings as the person in the conversation is doing so. Whether the person is angry, sad, or anxious, it is important to acknowledge these feelings internally and control them. When you do this, you can avoid further escalation of the conversation. Empathy requires you to treat the other person with respect and to listen carefully to their point of view. During the difficult conversation, do not criticize the person or the situation.

One of the most difficult skills to develop is empathy. Empathy means that you stop thinking about your opinion and instead focus on understanding the other person's point of view. You can remain empathetic by listening without judging or thinking ahead. Likewise, when the other person speaks, do not interrupt him or her. Instead, try to put yourself in their shoes. Doing so will help you be more understanding of their point of view.

Tone

Managing difficult conversations can be challenging, but if you approach it in the right way, it can result in positive growth for your team. Listed below are some tips on how to manage difficult conversations. Using the right tone is essential, but there are many other factors to consider as well. In addition to the basics, it's important to avoid labeling and judgment, which can lead to defensiveness or denial. In general, use a neutral tone whenever possible.

Pace

When it comes to difficult conversations, having a flexible strategy and anticipating what your counterpart will say can help you avoid losing control of the conversation and escalating tensions. When talking about sensitive issues, it is important to avoid assuming meanings or blaming others. The same applies to emotions. Feelings are formed by our thoughts and perceptions, and they can get in the way of the conversation. Instead, focus on the facts and your objective perspective.

If a conversation becomes heated, slowing it down will help you find the right words and signal to your colleague that you are listening to their concerns. You can also frame the conversation in a positive light by avoiding labels, such as "difficult," or "negative." Try not to prepare a script for this type of conversation, as this will make it feel more like an ordinary one. Regardless of the topic, remain open to the other party's point of view and look for overlaps and nuances in your own position.

To determine your MHR, wear a heart rate monitor, and try to match your speed to the average heart rate of other people. If you cannot determine this, a simple formula for your MHR is 208 -.7 times your age. Another method is the Maffetone Method. Once you've determined your MHR, you can set a target pace for your conversations. This technique is useful for any type of conversation, including difficult ones.

Cadence

When you have to engage in a difficult conversation, your ability to see things objectively and acknowledge your own part in the situation will help you to succeed. By acknowledging your role in the situation, the other person will be more likely to own up to theirs and open up to you. Identifying the cadence of a difficult conversation will help you determine the best approach to take. Below are some tips to help you navigate difficult conversations.

Consider cadence: When planning meetings, try to set a daily, weekly, or quarterly cadence. Daily cadences are great for on-the-go updates, interruption handling, and short-term planning. Weekly and quarterly cadences work well for long-term planning, short-term planning, and team communication. You might also consider weekly or monthly cadences for more complicated conversations. This type of cadence can also help you manage difficult conversations with more ease.

Set the right energy. Managing difficult conversations can create a great deal of stress and anxiety for both parties. Avoid rushing the conversation. Doing so may come off as controlling or aggressive. If you want to avoid these negative consequences, take time to break down the conversation into three parts. Start by thinking about where and when. After all, the goal of the conversation is to help you and the other person. Ultimately, a difficult conversation will be much more productive if you have the right energy.

Center yourself before beginning a difficult conversation

Managing difficult conversations requires being able to center yourself before starting a discussion. Emotions are bound to get the better of you during such discussions. You will be more able to listen to your counterpart without losing yourself in the conversation, and you'll have more chances to engage with them. You can also learn how to navigate these difficult conversations by exploring your emotional footprint. Your awareness of your emotional footprint will help you steer safely to shore.

Managing difficult conversations can be an emotional and physical draining task, so be sure to take time to take care of yourself before you start. Drink a cup of coffee to clear your mind and remember that these conversations are essential to patient care. Avoiding these difficult conversations is not a good option, because they are crucial for the safety of patients, and they can lead to more effective communication between you and your colleagues.

Before you start a difficult conversation, clarify what you want to accomplish by engaging in the conversation. Ask yourself what you need to change and what you can do differently. Once you've made your point, you can discuss next steps. Most difficult conversations revolve around feelings and emotions. While talking about your feelings can be challenging, they will help you to resolve the issue effectively. In addition to this, you will be able to better manage the tension that will likely arise during the conversation.

Creating a safe space

Creating a safe space to manage difficult discussions can help you have productive discussions with difficult people about a variety of topics. This can include anything from microaggressions to a lack of diversity in higher management. The key to creating a safe space for difficult discussions is to be open minded and not judge the viewpoints of others. Even if you have strong opinions about the topic, you need to remember that it is normal to shift them if they become difficult to handle.

Psychologically safe spaces are crucial to the health and wellbeing of employees and are necessary to a healthy workplace. By providing a safe and open space for employees to share their concerns, these spaces can help them feel valued and supported. Creating a psychologically safe space is vital to the wellbeing of all employees, including minority groups and people with health issues. So, how do you create a safe space for difficult conversations?