Is there a conversation you have been avoiding?
If there is, the chances are that is the one you need to have.
Most of us don’t like confrontation and are very hesitant to say something that might start an argument or just cause offence, so often we put off having the conversation. It’s when you hear yourself saying “now is not the right time” repeatedly that you can begin to suspect you are avoiding the conversation you need to have.
That doesn’t mean you must dive in and have the conversation at a difficult time, just because you have finally made up your mind to get on with it! Choosing the right moment, when both you and the other party are relaxed and receptive is very important for the success of your conversation.
If you keep putting it off, the danger is that the problem you are planning to address will grow and fester, becoming a larger and larger issue. That can mean the resolution is both harder to achieve and more damaging to both the participants and the business.
So if you can’t keep putting it off, what’s the best approach?
If this is a performance issue with a member of the team, try this.
Set out in writing what you want to be different because of the conversation. Often that will help you identify the source of your concern, refining it to the core issue.
Set out in writing the impact the undesirable behaviour is having on the rest of the team.
Those two notes will help you stay on message and in control of the meeting.
You will present them factually, unemotionally and with conviction. The recipient is more likely to respond in a similar manner, accepting the facts. You will often find that the behaviour is not a conscious choice, and they did not realise the impact they were having on the team.