Interpersonal Communication

Interpersonal Communication: Holding Difficult Conversations

Amy Alexander

MBA 525

Saint Leo University

May 11, 2011

While working in an office with other people or in any Human Resources field the chances are good that one day you will need to hold a difficult conversation. Have you ever worked along-side an employee with poor personal hygiene, bad smelling clothes or breath, or even an annoying habit like clicking a pen? Worse still, if the coworker or employee drinks heavily then the next morning wreaks with the smell of alcohol, often mixed with the more offensive smell of coffee and cigarettes. We have all worked with people who are dressed inappropriately and unprofessionally for work. Flirtatious behavior, if left uncorrected, can lead to a sexual harassment problem. Vulgar language is unprofessional and offensive to most. A messy desk is not the sign of an organized mind. Soda cans left out do draw ants and it is rude to leave dishes in the sink for others to wash.

These are just samples of the array of behaviors that cry out for correction and responsible feedback. Being able to provide this feedback and correction can be a difficult skill to master. No employer or boss wants to have a difficult conversation however, learning to conduct this type of feedback is essential for any successful leader. The following excerpt is a list of steps to provide feedback in a difficult conversation from (Heathfield, How to Hold a Difficult Conversation, Providing Responsible Feedback Is Difficult):

* Get permission to provide the feedback. Ask if it's a good time or if the employee would prefer to select another time and place.

* Use a soft approach. Don't dive right into the feedback - give the person a chance to brace for potentially embarrassing feedback. Most people are as uncomfortable providing feedback about an individual's personal dress or habits, as the person receiving the feedback.

* Tell the employee...