Here's how you can navigate difficult conversations and conflicts as a professional.

Why do we frame these as ’difficult’ or ’tough’ conversations? Professional (and personal) life is not Xanadu (at least all the time). Conflict situations are normal, although they should not occur TOO often. It is your professional duty to have these conversations. Your professional responsibility. If you are willing to hire someone, you have to be prepared to fire someone. Giving positive feedback means you need to be prepared to give negative feedback as well. By labelling these conversations as ’difficult’ we are already making an excuse for potential failure in the outcome. So the most important point of preparation is accepting your professional responsibility.

Pprepare by understanding the issue thoroughly and gathering relevant facts. Approach the conversation with a clear goal and an open mind, ready to listen actively and empathetically to the other party's perspective. Communicate your points calmly and assertively, using "I" statements to express your views without blaming. Seek common ground and focus on finding mutually beneficial solutions. Maintain a composed demeanor, even if the discussion becomes tense. Follow up after the conversation to ensure agreed-upon actions are implemented and to keep the lines of communication open.

desde mi experiencia mantener la objetividad al tomar decisiones como líder de recursos humanos, tendo en cuenta lo siguiente: -Basarse en datos -Establecer criterios y objetivos claros -Buscar múltiples perspectivas -Evitar sesgos personales Con esto en cuenta me permite mantenrr mi objetividad y que la emocion o vinculo no inclinen la decision final

Think about your body language. Active listening is not just about NOT talking - it is about your whole body communication. Your face and eyes are particularly easy to read, so think about what your body is communicating while you are listening.

Insight: Clear communication should include the ability to succinctly summarize the other party's viewpoint to their satisfaction. This skill, often overlooked, ensures that all parties understand each other fully and feel that their perspectives are respected and valued. Engagement Strategy: Introduce a practice in meetings where after a discussion point, a different team member is asked to summarize what was said before the conversation moves forward. This practice not only checks for understanding but also encourages attentiveness and engagement from all participants.

Proposing that ’we’ll do it my way’ is the wrong way to go about it. It’s rarely that people with 2 very different positions will concede and accept the other person’s suggestion. Between 2 polarized points of view there are a myriad of variations. Put all of them on the table and negogiate where ’in the middle’ you can agree to meet.

Insight: The follow-up is not just a procedural step but a critical phase where the effectiveness of the solutions agreed upon is evaluated. Integrating a structured feedback loop in this phase can transform follow-up from a checkpoint to a tool for continuous improvement and learning. Engagement Strategy: Create a 'follow-up framework' that includes scheduled feedback sessions to discuss the outcomes and ongoing viability of implemented solutions. Use these sessions to not only address immediate issues but also to refine processes and interactions for future improvements.

Insight: Discussions around conflict often miss the opportunity to harness conflict as a driver of innovation. Recognizing that conflict, when managed well, can be a catalyst for new ideas and approaches, shifts the narrative from conflict resolution to conflict transformation. Engagement Strategy: Start a 'conflict transformation' initiative where conflicts are documented along with the innovative outcomes they led to. Share these stories in regular newsletters or meetings to highlight how conflicts have been instrumental in driving change and improvement within the organization, encouraging a more positive perception and proactive engagement with conflicts.