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9 common mistakes when facing a difficult conversation

So you decided to embark on some one on one feedback - that's great. BUT now you've found yourself facing some difficult conversations with the non-performers. This can be even more challenging if your business needs that person - or they're an irreplaceable skillset.

This article shares some of the common mistakes you can make... its really informative and a must read. In my role I often have to have difficult conversations and the key thing I have learned is that it is best to state the issue and then be quiet. This creates, often, a large amount of silence that can get a bit uncomfortable... but the secret is the longer you stay quiet, the more uncomfortable the other person gets, and then they start talking. It doesn't take as long as you may think... and then you get to the bottom of the issue.

The other important thing is of course, to listen (actively) and to understand the other person's perspective (walk a mile in their shoes) kind of thing - rather than listening to reply or argue back.

Trust me this method works like a charm - and at the end of the day, people who are under performing or not working at the level they should be, are usually well aware of this fact... so you're facilitating them fronting up, being honest - and then you can have a constructive coaching conversation around 'how can we help you fix this?'