“I Don’t Want to Touch That with a 10-Foot Pole!”—Is This How You Handle Tough Conversations at Work?
We’ve all been there. That moment when you realize a difficult conversation is looming on the horizon—whether it’s giving feedback about performance or addressing an uncomfortable situation. Suddenly, your stomach knots up, and all you want to do is avoid the conversation altogether. But here’s the hard truth: avoiding these conversations only makes things worse. Problems that go unchecked snowball, damaging relationships and the business. 5 Steps to Handle A Difficult Conversation Constructive feedback isn’t just a necessary evil; it’s an opportunity to create positive change, for both the person receiving it and for the team at large.
Feedback is a Gift (Yes, Really)
You might not feel like it, but feedback is one of the most powerful tools a leader has. According to research from Gallup, nearly half of highly engaged employees say they receive feedback at least once per week. When delivered effectively, feedback boosts performance, trust, and engagement.
So what’s stopping us? One word: fear. Fear of hurting someone’s feelings, fear of saying the wrong thing, fear of simply not knowing how to approach it. This fear holds us back, but it doesn’t have to. There’s a better way.
Introducing the CRISP Framework for Navigating Difficult Dialogues
The CRISP Framework gives you a simple, step-by-step guide to approach these tough conversations with greater confidence and professionalism. By following these steps, you can turn those dreaded moments into opportunities for growth and connection. 5 Steps to Handle A Difficult Conversation Here’s how CRISP works:
1) Clarify the Issue & Purpose
Before you initiate any conversation, get clear on the issue at hand. What exactly is the concern? What outcome are you hoping for? Clarifying the purpose helps you set the tone and ensures you approach the conversation with focus and intention.
2) Ready, Set, Go!
Preparation is key! Think of this like an athlete preparing for a big game. You wouldn’t show up unprepared, and the same goes for difficult conversations. Mentally and emotionally prepare yourself. Check your emotional temperature and outline the key points you want to cover. This will keep the conversation on track.
3) Invite Dialogue
Remember: a difficult conversation shouldn’t be a monologue. You’re not here to lecture. Invite dialogue by asking questions and showing genuine curiosity about the other person’s perspective. As Stephen Covey said, “Seek first to understand, then to be understood.” This will foster trust and collaboration.
4) Situation Assessment
Pay attention to what’s being said and what’s not being said. Are there non-verbal cues you should be aware of? How is the other person reacting? Being present and actively listening will allow you to adjust your approach and stay in tune with the conversation’s emotional temperature.
5) Problem Solving & Next Steps
Here’s where real progress happens. Collaborate on solutions and agree on next steps. Ask the other person, “How do you think we can approach this differently?” This not only increases buy-in but also strengthens accountability and ensures that change actually happens.
CRISP Conversations Create Connection
When you embrace difficult conversations using the CRISP Framework, something powerful happens. You shift from avoidance and fear to confidence and connection. These conversations stop being dreaded moments to run from and start becoming opportunities for meaningful improvement.
So, the next time you feel that knot in your stomach, don’t shy away. Lean in, use the CRISP Framework, and see how much easier these conversations can be. After all, feedback is a gift, and CRISP Conversations Create Connection.
Ready to transform your next tough talk? Let’s get CRISP!
Need support moving from cautious to confident? Let’s have a conversation.
