How can you handle difficult conversations with colleagues in Non-profit Program Development?

1 Identify the purpose

Before you initiate a difficult conversation, ask yourself what you want to achieve from it. Do you want to resolve a problem, share feedback, negotiate a change, or clarify a misunderstanding? Having a clear purpose will help you focus on the main issue, avoid distractions, and set realistic expectations. It will also help you choose the best time, place, and mode of communication for the conversation.

2 Listen actively

One of the most important skills for handling difficult conversations is active listening. This means paying attention to what the other person is saying, without interrupting, judging, or dismissing their perspective. Active listening also involves asking open-ended questions, paraphrasing what you hear, and expressing empathy. By listening actively, you can show respect, build rapport, and understand the other person's needs, feelings, and motivations.

3 Speak assertively

Another key skill for handling difficult conversations is assertive communication. This means expressing your thoughts, feelings, and requests in a direct, honest, and respectful way, without being aggressive or passive. Assertive communication also involves using "I" statements, avoiding blame or criticism, and acknowledging the other person's point of view. By speaking assertively, you can convey your message clearly, avoid misunderstandings, and protect your rights and interests.

4 Seek solutions

The goal of a difficult conversation is not to win an argument or prove a point, but to find a mutually acceptable solution that meets both parties' needs and interests. To do this, you need to collaborate, not compete, with your colleague. This means exploring options, generating ideas, compromising, and agreeing on action steps. You also need to keep an open mind, be flexible, and respect the other person's preferences and constraints.

5 Follow up

After a difficult conversation, it is important to follow up with your colleague to ensure that the agreed solution is implemented and the issue is resolved. You can do this by setting deadlines, assigning responsibilities, monitoring progress, and providing feedback. You can also use this opportunity to thank your colleague for their cooperation, acknowledge their contributions, and celebrate your achievements. By following up, you can reinforce trust, accountability, and satisfaction.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?