Why difficult conversations with your team are important +5 tips

As a marketing leader, you've likely faced numerous challenging situations in the first six months into your new role. Among the most challening tasks is having difficult conversations with your team. Whether it’s addressing performance issues, resolving conflicts, or delivering tough feedback, these conversations are crucial for team cohesion and overall performance.

Let’s explore why difficult conversations are essential and I'll give you 5 tips to handle them effectively.

The importance of difficult conversations

Difficult conversations are vital for several reasons:

1. Clarity: they ensure that issues are addressed openly, reducing misunderstandings and really creating a culture of transparency.

2. Performance: constructive feedback helps individuals grow and improve, ultimately enhancing and improving their performance.

3. Conflict resolution: addressing conflicts head-on prevents them from escalating, promoting a healthier work environment. Nothing worse than a bubble doubling in size!

4. Trust: honest conversations build trust between you and your team, showing that you’re committed to their development and well-being. If anything, starting in your new learderhip role, building a healthy level of trust should be the #1 thing on your to do list!

5. Preventing bigger issues: that's a big one, here! By proactively addressing small issues, you can prevent them from turning into larger, more complicated problems.

Here are my 5 tips to handle difficult conversations

1. Prepare very thoroughly

Yes, because preparation is key to a successful difficult conversation.

• Gather all relevant information, examples, and data to support your points.

• Anticipate the other person’s perspective and potential reactions. I can't stress this enough! It's not about you, it's about the situation and their perspective.

This preparation helps you stay focused and ensures the conversation is productive. For instance, if discussing a performance issue, have specific examples of where expectations were not met and be ready to offer constructive solutions.

2. Choosing the right setting

The environment in which you have the conversation can significantly impact its outcome.

• Select a private, neutral space where both they and you feel comfortable and free from interruptions, creating a safe atmosphere for an open dialogue.

• Avoid having these discussions in public or high-stress environments, as they can exacerbate tensions and inhibit honest conversations.

3. Be direct AND empathetic

Don't sugar coat it, and always remain empathetic. This is not a test of your authority as a leader. Great leaders are getting to the core of the issue, AND they do it in an empathetic way.

• Approach the conversation with a great balance of honesty and empathy.

• Be clear and direct about the issue, avoiding vague language or sugar-coating the message, just like I said.

• At the same time, show empathy and understanding for the other person’s feelings and perspective. For example, start with acknowledging their efforts before addressing the area of concern. Ask questions! Be curious about where they come from, how they approached the project, how they feel about the current results.

This approach demonstrates that you respect them as individuals while being committed to resolving the issue.

4. Listen actively, be interested in their perspective

Active listening is crucial in difficult conversations. I know it's become a generic word used in oh so many trainings, but if you're genuinely interested in their persepective, you'll actively listen.

• Give the other person a chance to share their side of the story without interruption.

• Show that you are genuinely interested in understanding their perspective by nodding, maintaining eye contact, and summarizing their points.

This practice not only builds trust but also provides you with valuable insights that can help in finding a mutually agreeable solution going forward.

5. Focus on the way forward!

Instead of dwelling on the problem, steer the conversation towards finding solutions, towards the way forward!

• Discuss and collaborate with the other person to develop actionable steps that address the issue and set clear expectations for the future. For example, if the conversation is about missed deadlines, discuss specific strategies or support they might need to improve time management.

This focus on solutions helps end the conversation on a positive note and creates a sense of partnership. Yes you're their manager, but that doesn't exclude collaboration and partnership in finding ways forward.

In summary

Difficult conversations are an inevitable and essential part of leadership in your role as a marketing leader, you'll not only deal with the current situation, but enhance the dynamics of your team, improve performance, and build a stronger environment.

By preparing thoroughly, choosing the right setting, being direct yet empathetic, listening actively, and focusing on the way forward, you can navigate these challenging discussions effectively

Embrace these conversations as opportunities for growth and improvement, both for yourself and your team!

The ball's in your court. Speak soon ? Starting with a free 30min chat?

Mags

Turning point for overwhelmed marketing leaders seeking confidence and fulfilment • Coach | Mentor | Workshop Facilitator | UPON Community Founder

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Ps 2: I have free resources you can use for your own development or your team, it's right here

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