Hosting tough conversations
Is your workplace grappling with accountability issues? Are standards slipping due to a lack of strong leadership? Does favouritism overshadow performance in your workplace culture?
Why Are My Leaders Avoiding Tough Conversations
Addressing these questions head-on is crucial, but it's understandable that these discussions are often avoided by leaders. Whether it's a confidence issue, fear of judgment, or feeling ill-equipped for the task, leaders can find it challenging to navigate tough conversations. However, it's essential to prioritise these discussions for the well-being and growth of your team.
Frequently, when investigating why tough conversations aren't occurring in a business, it often boils down to leaders' reluctance to appear negative, domineering, or unrealistic, leading to a lack of accountability. This tendency may be more prevalent in businesses where leadership teams are newly formed or where emerging leaders are just starting their leadership journey.
When & Where Should We Meet Our Teams
Establishing regular and scheduled catch-ups between leaders and team members can significantly increase the occurrence of coachable moments. Encouraging leaders to engage in one-on-one meetings with their teams to facilitate candid conversations is an excellent strategy for team development and fostering a positive culture. It's essential to continue setting goals, aligning the team with the organisation's vision and mission, and providing performance updates to maintain accountability and drive progress.
At Grace Curve, we specialise in cultivating constructive workplace cultures, and one key aspect often overlooked is the regularity of difficult conversations. We emphasise nurturing teams through encouragement and acknowledging achievements. Yet, we also recognise the importance of turning tough conversations into coachable moments with the right skills and mindset.
Five Quick Tips To Start Growing Our People
When approaching challenging discussions, consider these five fundamental skills:
PLACE: Choose a conducive environment where the recipient feels supported.
QUESTIONS: Initiate the conversation with inquiries to understand their perspective.
LISTEN: Actively listen and confirm your understanding of their viewpoint.
VALUES: Connect the conversation to the organisation's values.
ENCOURAGE: Ensure they grasp key points and they depart feeling supported and encouraged.
If you require assistance in developing your leaders and team to navigate tough conversations effectively, don't hesitate to reach out to Grace Curve Consulting at www.gracecurve.com.au/contact-us.