Do you dread difficult conversations?

Have you ever found yourself dreading having a difficult conversation?

We all have, right? Whether it was a discussion with a close family member, a work situation that needed to be addressed, or a disappointing performance appraisal for a direct report, we have all experienced the emotions and discomfort before engaging in this type of discussion.

13 years ago, as a Production Supervisor at an iconic manufacturing company, I found myself facing this situation several times per week. I would dread it so much that I would end up with a nervous stomachache, sweaty palms, and an accelerated heartrate.

I would see a behavior that needed to be addressed and corrected, and I knew that it was my job as a leader to have the difficult conversation and set clear expectations. So as hard as it was, I would force myself through the discomfort and I would have that tough conversation.

At first, I experienced all the signs of dread every single time I needed to have one of these conversations.  Then gradually over time, as months passed, I found myself able to respond to the situation faster, and in a more effective way.

I won’t say that I love conflict today, but I have learned over the years through personal development, that I actually feel less anxious once I have the conversation, than if I allow myself to procrastinate on having it.

Conflict in the workplace (and life) is not only inevitable, it’s necessary. However, it doesn’t have to be messy. I am a big believer in the power of productive conflict in the workplace, and I believe that if we are not willing to bring forward new ideas that disagree with the broader team, then we are missing the opportunity to unlock true innovation. Being willing to passionately debate different ideas in a respectful way also builds trust on your team and will directly impact your organization’s performance.

Take a moment to stop and assess your team.

• Are team members willing to go against the grain and bring up new ideas?
• Are they able to respectfully disagree and openly discuss potential solutions?
• Are they willing to ask for help when they need it, and give their team members constructive feedback when a behavior is holding back the organization?

At Evolutio, I work with leaders of small to medium sized businesses to deliver and achieve their strategies and become more agile. Everything I do focuses on igniting powerful change through their people to achieve the aspirations they have for their team. I tailor to their unique circumstance and help them navigate the journey by building trust and rapport quickly, unlocking latent talents, and creating extraordinary commitment through their organization.

If increasing the speed and adaptability of your organization is something that interests you, contact me today to learn more.