1. CrackingThe ‘Difficult Conversation’ Code
Key insight and strategies on how to walk around difficult conversations

2. “
”
Difficult conversations are almost never about
getting the facts right.They are about
conflicting perceptions, interpretations, and
values.”
DOUGLAS STONE

3. WHY DIFFICULT CONVERSATIONS?
Well, as humans our daily activities are marked by tons of
interactions.
In these interactions, we encounter difficulties that have to do
with our values, perspective, or even personalities.When these
happen, they stifle conversations – making it difficult. Difficult
conversations are a part of our daily lives, it is a daily struggle.
They can happen at work, at home, or in other settings. But they
don't have to be a nightmare.
Therefore, business leaders and employees must learn how to
navigate difficult conversations in a productive and respectful
manner.

4. WHAT RESEARCH HAS SHOWN ABOUT DIFFICULT CONVERSATIONS?
According to a study done by a workplace
resource company, Bravely, 70% of employees
are avoiding difficult conversations at work and
53% of employees are handling "toxic" situations
by ignoring them, which is resulting in declining
employee engagement and organizational trust.
https://rb.gy/m4kac - The study report is captured in this article by Forbes

5. LET US DEFINE DIFFICULT CONVERSATIONS
Difficult conversations are those types of conversations that are
emotionally charged, uncomfortable, or potentially disruptive.
These conversations can be about a variety of topics - such as
giving or receiving a negative feedback, dealing with conflicting
ideas or perspectives, or addressing other sensitive
issues or topics.

6. SOURCES OF DIFFICULT CONVERSATIONS ATTHE WORKPLACE
For some organisations, there are five red lines
that could stifle communication – they are;
 Performance Issues
 Feedback and Criticism
 Conflicts and Disagreements
 Harassment or Discrimination
 Work-Life Balance:

7. SOURCES OF DIFFICULT CONVERSATIONS ATTHE WORKPLACE
01
02
03
04
05
Performance Issues
Feedback
and Criticism
Conflicts
and Disagree
ments Harassment or
Discrimination
Work-life
balance

8. SOURCES OF DIFFICULT CONVERSATIONS ATTHEWORKPLACE
01
02
03
04
05
Addressing problems related to an
employee's performance, such
as missed deadlines, poor quality of
work, or consistently falling short of
expectations

9. SOURCES OF DIFFICULT CONVERSATIONS ATTHE
WORKPLACE
01
02
03
04
05
Delivering constructive feedback or
criticism about an employee's work,
behavior, or attitude without causing
defensiveness or demotivation

10. SOURCES OF DIFFICULT CONVERSATIONS
ATTHE WORKPLACE
01
02 04
05
Resolving conflicts between
team members, can be a
daunting task. Handling these
requires high-level diplomacy.
03

11. SOURCES OF DIFFICULT CONVERSATIONS ATTHE
WORKPLACE
01
02
03
04
05
This has ruined
many organisations how they
handled conversations relating to
workplace harassment,
discrimination, or inappropriate
behaviour.

12. SOURCES OF DIFFICULT CONVERSATIONS ATTHE WORKPLACE
01
02
03
04
05
Addressing issues related
to work-life balance,
flexible
working arrangements, or
time management.

13. NEGATIVE OUTCOMES OF DIFFICULT CONVERSATIONS
• Damaged relationships
• Increased stress and anxiety
• Decreased productivity
• Increased turnover.
• Legal problems.

14. HOW BEST DOYOU HANDLETHE CHALLENGES OF DIFFICULT
CONVERSATIONS?
Whatever the circumstances, there are strategies you
can use to successfully handle uncomfortable or difficult
conversations with staff and create an action plan for
how to proceed. Below are some tips to help you handle
a difficult conversation.

15. SIXTIPSTO NAVIGATE A DIFFICULT CONVERSATION
 Listen
 Be clear about how you feel and what you
want
 Look at the issue from their perspective
 If things aren’t going to plan, take a break
 Agree to disagree
 Look after yourself
Read more: https://au.reachout.com/articles/6-steps-to-help-you-tackle-difficult-conversations

16. TIPS FOR BUSINESS LEADERSTO NAVIGATE A DIFFICULT CONVERSATION
Although, sometimes as a business leader you might
want to exert your influence when it comes to having
these difficult conversations, you might want to do so
with all sense of curiosity – learning as much as you can
from the situation before reaching a resolution.
When this approach is applied, it will build trust among
your employees, giving them a sense of belonging, and
can also empower them to always take ownership of
these difficult conversations.
Read more https://workforcegroup.com/common-leadership-teams-pitfalls/

17. TIPS FOR BUSINESS LEADERSTO NAVIGATE A DIFFICULT CONVERSATION
 Lean in with a coaching approach.
 Build a culture of healthy conflict resolution
and feedback.
 Get buy-in and have a clear plan for the next
steps.
Read more https://workforcegroup.com/leadership-development-tips-for-exceptional-leaders/

18. THE POSITIVE SIDE OF HAVINGTHAT DIFFICULT
CONVERSATION
Well, our willingness to effectively convey our deepest
concerns and listen to those of the other party to better
understand their point of view and see life from their
lenses plays a critical role in our ability to build a strong
working relationship with others.
The age-long belief that nothing positive can come out of
an ugly situation has since been proven to be erroneous.
Research has shown that when feelings are genuinely
expressed – a lot of positives outcomes can be achieved.

19. THE POSITIVE SIDE OF HAVINGTHAT DIFFICULT CONVERSATION
 The chance to voice your worries.
 Having these difficult conversations sometimes
offers us a new perspective.
 In most cases it helps us to discover new,
untapped facts about the problem.
 Ensure there are no misconceptions.
 It bolsters connections and increases levels of
trust.
 And lastly, it offers us a chance to grow
personally and improve our communication
abilities.

20. IN CONCLUSION…
In anyWorkplace, misunderstandings and differences of opinion
are inevitable. However, one of the quickest approaches to
resolving our differences is to have those difficult conversations
we often shy away from.
Granted, they are difficult conversations yet realising that these
conversations can benefit us greatly should spur us to break the
Ice and have that "Difficult Conversation" as soon as possible.
Spend some time thinking about the workplace challenge you
may be facing does it call for an intentional discussion?There is
no perfect time to conduct a conversation, so prepare your
statement of intent, your goals for the conversation, and those of
the other party.

21. At Workforce Group, we create custom-tailored training, digital
content that helps drive conversion and various implementable tools
for companies looking for better ways to engage employees, improve
leadership, enhance teamwork, and improve overall performance, that
aligns with your company’s mission and vision.
We have the knowledge, expertise, and specialisation to deliver our
strategic learning and development services that can give your
organisation an edge over competitors.
If you need further clarifications or require the help of our senior and
experienced consultants please reach out to us
at hello@workforcegroup.com.
GIVEYOUR ORGANISATION THAT DIFFICULT CONVERSATION
“ICE BREAKER” EDGE….

22. READY TO GET
STARTED?
Visit www.workforcegroup.com or
Send an email to -
hello@workforcegroup.com

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