Navigating Difficult Conversations with Confidence
Renee Thompson DNP, RN, FAAN, Workplace Bullying Expert
CEO & Founder at Healthy Workforce Institute | Equipping healthcare leaders with the skills and tools they need to eradicate bullying & incivility in their organization | Free tools at HealthyWorkforceInstitute.com
Difficult conversations are a necessary part of leadership, especially in healthcare. Whether addressing performance concerns, workplace behaviors, or team dynamics, these conversations - if handled poorly - can break trust and morale. But when done well, they strengthen relationships and create a culture of accountability and respect.
So, how can you approach these conversations with confidence and clarity?
Two Key Strategies for Success
1. Pause for Self-Reflection
Before diving in, take a step back and ask yourself:
?? Why am I struggling to have this conversation?
?? Am I trying to win an argument or build a relationship?
The way you frame your mindset impacts the outcome. Leading with curiosity and self-awareness helps you approach the discussion with empathy rather than frustration.
2. Communicate Clearly & Anticipate Their Response
Be specific about the behavior or issue you need to address. Avoid vague feedback like, “You need to be more professional.” Instead, try:
? “You seem disengaged.” → ? “I noticed you rolled your eyes during staff meetings. That concerns me because it impacts team morale.”
Anticipate how they might react and prepare to respond in a way that keeps the conversation constructive.
The Bottom Line: Lead with Empathy and Accountability
Difficult conversations aren’t about calling people out - they’re about calling them up. They are opportunities for growth, not just for your team but for you as a leader. When approached with honesty, respect, and a commitment to solutions, these discussions strengthen teams and improve patient care.
If you’re struggling with bullying or incivility in your workplace, we can help. Contact us at [email protected].
?? What strategies have worked for you in handling tough workplace conversations? Drop a comment below!
Nursing Professional Development & Education Specialist | Helping Thousands of Nurses Enter into the Profession and THRIVE within the Profession! | 2 Nurse Owned Businesses - Let's Work!
2 天前And when you're the only one leading these difficult conversations in a thoughtful and respectful manner that translates to compassionate accountability, you become the only one that team members go to which can create overwhelm in managing issues, unintentional divison among other members of the leadership team and it ultimately undermines all of the efforts one puts in when others on the team resisit learning this integral skill to effectively manage teams. I'll always do my best to be just, empathetic and supportive in my interactions with those looking to me for help, but it gets exhausting to feel alone among so many who appear disinterested in evolving their approaches.
Nurse Leader and Ethics Consultant at UNC Health Care
2 周Great points in the article and in the comments here. For those who hesitate out of fear, recognize that when you make a mistake and the conversation goes badly (and you will at some point!) it’s not the end of the world. It is possible to repair and get back on track with a sincere acknowledgement and apology if you have built a relationship with psychological safety.
Quality Assurance | Data Analysis | Education | Patient Outcomes | Epic Electronic Medical Record | Problem Solving | Innovation
2 周The "difficult" employee might just be looking for an opportunity to contribute their value to the team goals. You won't know if you don't give them the opportunity to redirect their contributions in a more helpful way.
Acting DPCS Hospice
3 周Very helpful
President & Founder | Chaos Whisperer | Simplify to Impact | AONL Nurse Executive Fellow 2024 | Podcast Guest ??? | Dynamic Public Speaker | Empowering Healthcare to Heal Broken Processes
3 周I genuinely believe in compassionate accountability. It’s a topic I am being asked to present on often. And it’s powerful. It all comes down to: were the expectations clear and mutually agreed upon? And can you give the feedback on the performance gap while keeping the other person whole? It’s an art and a science for sure but teachable and clients love it ??