Still having trouble logging in? Contact acecwebinars acec. Credit PDH Credits Thursday, September 10, , PM - PM Eastern Difficult conversations are inevitable in the workplace, and typically arise from a clash in perspectives. No matter the cause, you can choose to embrace confrontation. Having difficult conversations can have long-lasting benefits and establish a firm culture that champions diversity and inclusion of thought.
Talking about end of life care can feel difficult, to the point where clinicians may even actively avoid conversations with people who are dying. But Dying Matters research tells us that most people over 80 per cent at all ages would want to be told if they are terminally ill. The thought of starting such a conversation may fill you with dismay. This is human.
When it comes to handling difficult conversations with employees - whether those be about performance, discipline or personal issues - there are a few steps you can take to avoid the dread of initiating these conversations. Any organisation is due to come across issues whether they be financial, logistical or managerial. Fundamental to overcoming any obstacle and handling difficult conversations with employees is communication. One common fault in dealing with issues that occur with employees is sweeping it under the rug - ignoring it and hoping it will go away.