How to Have the Difficult Conversation You've Been Avoiding
Without losing your cool. Without losing your credibility. And without another sleepless night rehearsing it in your head.
Here is the prompt that we used in the workshop
First Prompt
I need to have a difficult conversation <Describe the situation you’re dealing with. The more detail you provide the better the output from AI>
Before giving me any advice, ask me up to 5 clarifying questions, one at a time, so you better understand the situation.
As you help me think it through, help me distinguish between:
What I know
What I may be assuming
What I still need to understand
If I make a judgment about the employee, ask me what specific behavior or evidence supports it.
Second Prompt:
Based on what I've told you:
Summarize the key facts I need to address.
Identify anything important I still need to understand from the employee.
Help me clarify what I need to accomplish in the conversation.
Give me a short, natural way to open the conversation that is clear and respectful and gives the employee an opportunity to share their perspective.
Learn about the Leadarity Practical Leadership Accelerator
Most leaders are winging it. They got promoted for being great at the work, and nobody taught them how to lead the people doing it. I was one of them.
This is the training I wish I'd had before my first brutal 360 review.
Leadership isn't a mystery. It's tactical, and it can be learned. That why I developed the Leadarity Practical Leadership Accelerator.