Many of us put off having that tough conversation, as we visualise it not going well. Even the term “tough conversations” primes us to expect difficulties and potential pitfalls.
The knock-on effect of not having open and honest conversations can be seen in poor performance, dysfunctional teams and a lack of employee engagement. The following five steps keep you focused and effective in providing vital feedback that needs to be heard.
3. What is the Impact of the Behaviour?
How is the behaviour impacting you and the team? This is an important part, as it provides specific context that your team member might not be aware of. They might think their behaviour is not that bad. However, when you let them know that the impact it has on you is losing trust, that will create a stronger desire to correct the situation.
4. Reinforce the Replacement Picture.
Now that they understand the behaviour and the impact, you want to bring them back to the desired behaviour, the replacement picture. Having this clear picture to move toward, as well as the context for why the change needs to happen, creates clarity of expectations and accountability.
5. Commitment to Grow
This final step is critical. The primary goal of this conversation is growth in your team member. You need to close the conversation with a commitment from your team member to act. Ask for at least one specific action that they are going to stop or start, to ensure that they are moving toward the replacement picture. In addition, agree on a timeline to be back on track.
Following these five steps will Energise Action in your team member to correct their path and move toward the desired replacement picture. It’s a win-win-win: They grow, the team grows, and the example causes the organisation to excel.