Leadership - Hard Conversations

Leadership - Hard Conversations

You’re sitting at your desk, scrolling through a seemingly endless barrage of emails, slacks, notifications, and everything else that wants your attention when it hits you—the hard conversation you've been dreading is scheduled for today. A sense of apprehension starts to pool in your stomach. You glance at the clock; it's ticking toward the inevitable. You find your eyes lingering on the Zoom icon at the bottom of your screen. Each minute that passes feels like a tiny weight adding to the burden you're already carrying. Your mind begins to race. What if it goes terribly? What if the employee quits or reacts poorly? What if you fumble your words and worsen an already delicate situation?

With a resigned sigh, you close your eyes for a moment, trying to muster the courage you know you possess but just can’t seem to find right now. Finally, you shake off the nerves as best as you can, take a deep breath, and click to join the Zoom meeting. It's time.

Welcome to the world of hard conversations, a terrain fraught with emotional pitfalls but also rich with opportunities for empathetic leadership.

The Importance of Hard Conversations

As a leader, you're often tasked with wearing multiple hats. You're expected to be a motivator, a coach, a strategist, and sometimes even a fixer. But perhaps the most demanding role is that of a conversationalist who doesn't shy away from tough dialogues. These hard conversations are not mere uncomfortable talks; they are pivotal moments that can make or break a team or project. Ignoring these crucial dialogues is like ignoring a leak in the ship—you might stay afloat for a while, but eventually, you'll sink.

Before we move on, let's take another pause. Why are you nervous?

Take a moment to really think about it. As you're reading this, try to tap into that visceral, gut feeling you get when you know you have a hard conversation on the horizon. Do you feel your palms sweat? Your heart races? Your stomach churns? There’s a reason for this.

If you're like me, your nervousness is not a signal of your inadequacy or weakness. No, you're nervous because you're invested. You care about the person you're going to talk to, you care about the project at stake, and you care about the ripple effects this conversation could have on your team, and perhaps, on your entire organization. You're not sitting at a nickel-and-dime slot machine; you’re sitting at a high-stakes poker table. Each word you utter, each emotion you show, and each reaction you provoke holds significant weight. And that's precisely why you feel nervous—because you're keenly aware of the gravity of the moment.

The Case for Transparency in Performance Management

One specific area where hard conversations are inevitable is performance management. People are keen to discuss strategies, market trends, and innovative ideas, but when it comes to performance—especially underperformance—the room tends to go silent. This silence is harmful; it undermines the effectiveness of leaders and the teams they lead and steals growth from the individuals. If you are a leader who's reticent to have these dialogues, you are stealing growth from the people in your care as well as your own growth, you should resign.

Case Study: The Complex Transition from Individual Contributor to Manager

Background: Flynn's Rapid Shift and Billy's Leadership

Flynn, a skilled individual contributor, was catapulted into a managerial role by Bob, his leader. Initially down leveled to a junior managerial position, Flynn was willing but unprepared, and when interviewed internally that showed. Bob pressed on and under his leadership, Flynn struggled in a less-than-ideal setup. During a year described as "chaotic," Flynn had to manage a team with multiple performance issues and was given projects outside the team's scope.

The Pivot: Billy’s Intervention and Elizabeth's Leadership

Billy, the senior leader, stepped in to manage the situation. First, Bob was managed out of the organization due to a myriad of issues, including a lack of transparency and poor management skills. Billy delivered hard feedback to Flynn and provided an underperforming rating, but that conversation was just the start with commitments on both sides. Elizabeth was then brought in, placing focus on empathy, trust, and personal growth. Flynn, desperate to improve, was open to feedback and change.

Transformation Under New Leadership

Elizabeth and Flynn set actionable goals, with Flynn actively participating in self-improvement and leadership training programs. Flynn demonstrated a newfound focus on self-awareness, empathy, and team building. Over time, he shifted from needing constant guidance to owning his role as a leader. Flynn not only transformed himself but also succeeded in building trust within the team and changing the perception others had of him.

Key Lessons

  1. Opaqueness Leads to Failure: Bob's lack of transparency was a significant factor leading to his ouster. Transparency isn't a buzzword; it's an essential quality for a leader. The leader must create a culture where transparency is valued over opacity to encourage trust and effective collaboration. Hiding problems makes them bigger, every time.
  2. The Pitfalls of Unrealistic Expectations and Poor Set-Up: Flynn was dealt a bad hand initially, with no senior engineers on his team and projects that were too ambitious. This brings attention to the critical role that realistic goal setting and resource allocation play in a manager's success or failure.
  3. Introspection as the First Step Towards Change: Flynn's initial inability to meet performance expectations wasn't just about external factors. Flynn himself had to recognize and accept that he was part of the problem. Self-awareness is often the first step towards meaningful improvement.
  4. Emotional Intelligence as "Raw Material": Elizabeth saw Flynn's transparency and willingness to change as signs of high emotional intelligence. This illustrates the importance of these qualities as foundational elements upon which successful leadership can be built.
  5. Actionable Goal Setting with Stretch Targets: Elizabeth didn’t just set vague goals. She had Flynn aim for specific performance ratings and outlined what behavioral and impact changes would be needed to reach them. This exemplifies the importance of setting SMART goals that are actionable and time bound.
  6. Permission to Develop: Flynn had initially skipped training, thinking it would slow him down and he would miss his KPIs. Elizabeth encouraged him to invest in himself, illustrating the necessity for organizations to allow and actively encourage their employees to take the time for self-development.
  7. Practical Application & On-The-Job Learning: Flynn didn't just complete training programs; he applied the learnings in real-world situations. The true value of any training or educational program is in its practical applicability.
  8. Perception Management and Rebranding: Even after improving, Flynn had to actively work on changing how he was perceived based on past performance. The road to changing perception is long and requires a strategic approach to demonstrating new skills and behaviors consistently.
  9. The Irreplaceable Value of Mentorship: Elizabeth’s role in Flynn's transformation cannot be overstated. Effective mentorship can be the differentiating factor in whether someone merely occupies a leadership position or truly becomes a leader.
  10. Collective Goals vs. Individual Growth: Elizabeth and Flynn had conversations that centered on the team's collective goals and individual growth areas. This highlights the dual responsibility a leader has—ensuring the team is succeeding while also focusing on individual development.
  11. Leading by Empathy, Not by Authority: Flynn initially acted against his own instincts, thinking he had to be "tough." The shift to an empathetic leadership style wasn’t just beneficial—it was transformative. Leaders need to understand that authority doesn't come from instilling fear but from earning respect and trust.

The Pitfalls of Avoiding Hard Conversations

Most leaders recognize the importance of tough dialogues but fail to act upon this awareness. The reluctance often stems from emotional difficulty and the fear of potential repercussions. However, avoiding hard conversations is akin to ignoring a ticking time bomb—it's only a matter of time before things explode.

What Happens When Leaders Avoid the Hard Talks

  1. Misaligned Priorities: Focusing on personal accomplishments over team performance can create a disconnect. Leadership is a collective endeavor, and when leaders concentrate solely on their individual KPIs, they inadvertently weaken team cohesion.
  2. Fear and Inertia: Leaders often fear the potential outcomes of a difficult conversation. Questions like "What if I am wrong?" or "What if they quit?" loom large, resulting in inaction.
  3. Lack of Accountability: Team members know when hard conversations are being avoided, which can severely undermine your credibility as a leader.

Hard conversations are often seen as dreaded encounters that most of us would rather avoid. Yet, they are necessary for growth, alignment, and improvement. Let's transform the narrative. The trick to mastering hard conversations is applying strategy—yes, strategy. If you want to hone your strategic thinking skills, start by strategizing your conversations.

A Strategic Toolkit for Mastering Hard Conversations

  1. Strategic Preparation: Just as a general wouldn't walk into battle without a plan, you shouldn't go into a hard conversation unprepared. This is not just about understanding the other person or the situation but having a clear vision of the desired outcome. Write down your thoughts, pin down the facts, and craft your opening statement, you don't have to read it but if it helps you do so. The key during this phase is putting yourself in their shoes and try to understand their possible perspectives. No one wants to underperform, but not everyone has the awareness to know what's blocking them, you can help.
  2. Open and Honest Communication: Transparency is crucial. Don't beat around the bush; start with the facts. This sets the stage for a problem-solving dialogue rather than a confrontational dispute. Establishing a factual baseline minimizes the room for emotional sidetracking and allows for real-time adjustments based on the responses you receive.
  3. Refined Active Listening: Listening is an active, not a passive, skill. Many people mistake active listening for nodding, eye contact, or echoing platitudes like "I understand." Real active listening goes beyond surface-level engagement. It’s about understanding to make a difference, not merely to respond. It's the action that follows the listening that validates whether you've truly understood. If you truly want to understand someone's point, be prepared to act on it in a meaningful way.
  4. Feedback Loop: Create an environment that encourages feedback, both positive and negative in all directions. When people feel heard, they are more likely to contribute constructively. This not only shows that you're engaged but also fosters a culture of collaboration and openness, transforming hard conversations into constructive dialogues that are normal.
  5. Empower, Don't Overpower: A hard conversation should leave the other person feeling empowered, not defeated. Your goal is to engage in a constructive dialogue that leads to actionable insights. Use your authority to facilitate change, not to enforce it.
  6. Calibrated Questions: Utilize questions that probe without accusing, questions designed to elicit insightful responses rather than defensive reactions. This technique helps uncover the underlying issues without putting your counterpart on the defensive. For example, instead of asking, "Why did you fail?", you might ask, "What challenges did you encounter?"
  7. Strategic Follow-Up with Measurable Action: One conversation is rarely enough to resolve complex issues. Schedule strategic follow-ups to assess progress, make necessary adjustments, and reinforce commitments. These follow-ups are not mere check-ins; they are recalibration sessions that are integral to the problem-solving process.
  8. Shared Ownership: Both parties should leave the conversation with a sense of joint ownership of both the problem and its solutions. This mutual accountability transforms the conversation from a transactional interaction into a collaborative venture.

By applying these strategic approaches, what were once 'hard conversations' become catalysts for change, personal growth, and organizational improvement. So, if you want to get better at strategy, start by applying strategic thinking to your conversations. The rewards—stronger relationships, greater understanding, and improved outcomes—are well worth the effort.

Overcoming Common Obstacles in Hard Conversations: More Than Just Roadblocks, These Are Opportunities

The toolkit is an excellent starting point, but let's not kid ourselves—there are inevitably going to be stumbling blocks along the way. In fact, I'd argue that it's the common 'roadblocks' that provide the most fertile ground for growth and mastery. Here's how to not just overcome them, but to leverage them.

Roadblock 1: Emotional Involvement

The Issue: Being emotionally invested in your team or the outcome can cloud your judgment and make these conversations nerve-wracking.

The Opportunity: Rather than seeing emotional involvement as a hindrance, turn it into your asset. An emotionally charged situation often means that stakes are high, and that the outcome truly matters.

Solution: Reframe the conversation as a coaching opportunity, not a confrontation. Your emotional investment can actually be a powerful motivator for finding a mutually beneficial solution. By making the pivot from critique to mentorship, you add a layer of empathy that enhances the quality of the conversation.

Roadblock 2: The Fear of Backlash

The Issue: The apprehension about backlash can make leaders soft-pedal critical issues, inhibiting meaningful dialogue.

The Opportunity: Understand that fear of backlash is often an organizational culture problem, not just a personal fear.

Solution: Promote a culture that is rooted in psychological safety and transparency. A retaliatory environment is not built overnight, nor is it demolished in a day. Make the commitment to incremental change and reward open dialogue. Psychological safety doesn't absolve responsibility; it sets the stage for constructive, not destructive, feedback.

Roadblock 3: Inadequate Training

The Issue: Many ascend to leadership roles due to technical prowess, not their capacity for leading humans much less for hard conversations.

The Opportunity: Lack of training isn’t a permanent state but an actionable issue. You weren’t born knowing your job’s technical aspects either—you learned them.

Solution: Commit to continuous improvement and consider programs that develop emotional intelligence, strategic conversation techniques, and other soft skills. And make it a point to share this training down the ladder. The ability to handle tough conversations should not be a privilege reserved for the corner office, but a skill set disseminated throughout the organization.

Roadblock 4: Preconceived Notions and Bias

The Issue: It's human nature to form opinions, but these can seriously derail hard conversations before they even begin.

The Opportunity: Recognize that bias is an opportunity to examine your own perceptions critically.

Solution: Go into the conversation with an open mind. Challenge your own preconceptions and be willing to have them altered. This will not only make you a better listener but also a more adaptable leader.

Conclusion: Turn Hard Conversations into Strategic Triumphs

Hard conversations are an unavoidable, non-negotiable facet of effective leadership. Rather than being avoided, they should be eagerly anticipated as opportunities for growth, for you and your organization. The higher you climb on the leadership ladder, the more your ability to navigate these challenging yet fruitful dialogues will dictate your success.

So why wait to encounter these so-called 'roadblocks'? Start seeing them for what they are—milestones on your journey to becoming a master strategist in hard conversations. Armed with this nuanced understanding and strategic toolkit, you are more than capable of transforming these challenging dialogues into pathways for growth and organizational excellence.

  1. "Crucial Conversations: Tools for Talking When Stakes Are High" by Al Switzler, Joseph Grenny, and Ron McMillan
  2. "Radical Candor: Be a Kick-Ass Boss Without Losing Your Humanity" by Kim Scott
  3. "Dare to Lead: Brave Work. Tough Conversations. Whole Hearts." by Brené Brown

The path to exceptional leadership is fraught with challenges, but it's also one that promises immense personal and professional growth. Here's to you, the leader of tomorrow, armed with the wisdom to turn hard conversations into opportunities for transformative change.