If you manage people, at some point you’ll probably need to address a sensitive issue. The stakes in these tough conversations are high as the topics often cause people to feel uncomfortable or embarrassed. Because of this, the conversations are avoided and people are left unaware of critical issues that impact their relationships and ultimately, their success.
In this week’s episode, we’ll look at why these topics are so difficult to address and I’ll share with you my suggestions on how to tackle these tough conversations. Whether you manage people directly or have a friend who has a personality quirk that is undermining and limiting his or her success, you’ll be glad you know how to have these discussions.
PLUS, don’t miss this week’s Take Action Challenge and implement this week’s coaching tips.
Do you manage people? If so, get tools and strategies you need to take the fear out of feedback with my book You Have to Say the Words: An Integrity-Based Approach for Tackling Tough Conversations and Maximizing Performance. You can find the paperback or digital version at Amazon, Barnes & Noble or your local book seller.
So enjoy this week’s episode of The Nimble Leader show. I appreciate you listening and I hope you tune in next week!
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TAKE ACTION CHALLENGE:
To help you stay nimble, here is this week’s Take Action Challenge. Take these 3 actions steps this week.
1. If you manage someone who is limited by an issue that you’ve found too uncomfortable to address before, I encourage you to have that tough conversation this week. As much as it might hurt their feelings in the short term to hear the feedback, they will respect you for being honest and allowing them the opportunity to change and improve.
2. If you have a relationship with someone in your professional or personal life, and you don’t manage them directly, consider sharing your feedback as a peer or a friend. I would start by asking them if I could share some feedback with them. If they say “no”, honor that. Sometimes people are just not in a good place to hear feedback, but if they say “yes”, then use the same process we discussed. Start with the elephant in the room, your feelings or their possible embarrassment, then share the feedback, and end with what your intention is for sharing the feedback. You might say something like, “I know I’m not your manager, but I care about you and want you to be successful. My intention is to help you, not to offend, and I apologize if I have hurt your feelings in the process.” If people understand your intention is good, they will often forgive any flaws in the delivery.
3. Find a trusted friend or adviser and tell them about this podcast topic. Ask them if there is anything that they see that might limit your success and to please share that feedback with you, even if it is uncomfortable to hear. Your friends and family, the ones who know you best, have the real nuggets to share. They are also the most unlikely to do so unless you create an environment where they feel very comfortable doing so.
I hope this podcast has helped you to better understand what energizes you and how you can use your preference to enhance your communication, your relationships and your leadership effectiveness. If you have thoughts or comments, I’d love to hear from you. Send me a message below.