Are you a leader that embraces conflict or avoids it? Do you put off having difficult conversations with team members? Are you unsure how to go about broaching a sensitive topic? You are not alone. Research tells us that 1 in 4 leaders avoid such conversations, yet over 90% of employees say they want honest, candid feedback so they can learn and grow.

Establish clear ground rules for behaviour and communication within your team. Lead by example; actively encourage these to be lived everyday by intentionally modelling the agreed behaviour e.g. open communication, owning mistakes, sharing credit, favouring collaboration over competition, recognising the effort not just the results and listening. A culture of listening is key; allow space for people to share uninterrupted and observe and reflect back without judgement.

Approach tough conversations with openness, a clear purpose and state your positive intentions. When leaders remove the mask and show up authentically, it has a ripple effect throughout the team. Role model by sharing experiences and reflections related to the topic at hand. This sets a precedent for transparency and encourages team members to engage genuinely.

Once the difficult topic has been shared, direct the conversation towards finding solutions rather than dwelling on problems. Agree on the path to better through actionable next steps aligned with goals. Reframing potentially divisive situations as the pathway for growth and improvement creates a culture of continuous improvement.