Dealing with Difficult Conversations

When ever I am forced to have a difficult conversation that might be about things I wish not to reveal or about topics that may be hurtful to the other person, it just looms over me for days before I have to have this talk. When it is a personal difficult conversation, I usually wish to write a letter or send a text message if it’s something that would make both parties involved uncomfortable. Although writing a letter or texting are decent options, they are neither the most effective nor are they the most mature way to go about professional difficult conversations. If I am forced to have a difficult conversation face to face, I tend to just blurt out what I feel instead of easing the person into the situation. This proves not to be the most responsible way of going about it, either. According to NewsU, my style of dealing with difficult conversations is accommodation.(Which didn’t necessarily surprise me.) It says I give in rather than press for what I believe is right. I don’t think that is necessarily true of me all the time. I do speak my mind often and I adhere to the idea of “let’s agree to disagree.” I respect what other people have to say but I don’t necessarily always agree or “give in” to what they are telling me. If someone is very forceful and stubborn with their beliefs, I’m not going to scream my opinions at them; I think it’s pointless. Through the NewsU course, I learned the various levels of conversations that one will deal with and what the best ways are to go about them. Such as mentioning the future when letting an employee know they did not get the promotion, or having an HR rep near by when firing someone. I also learned how to deal with the consequences of such conversations. Like what to do when they deflect or cry or personally attack me. When the conversation is over and goals have been met, I am supposed to relay what was said and what is to be expected of their job performance and also ask them to do repeat what they heard from me as well. This course taught me a lot because most of my office knowledge on dealing with employees is based off of Michael Scott from The Office and obviously he’s not the best example.


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