Most managers know when a difficult conversation with someone in their team needs to happen. But knowing when a conversation is needed and feeling equipped to have it are very different things.
Managers may be unsure how to start, concerned about how the other person will respond or worried about damaging the relationship.
When conversations are softened, postponed or avoided, the issue rarely disappears. Behaviour can continue, frustration can build and relatively small issues can become harder to resolve.
That’s why we help managers develop the skills and confidence to address difficult conversations earlier, clearly and constructively.
When managers are better equipped to raise issues around behaviour, performance and expectations, conversations are more likely to happen when they need to, rather than once a problem has escalated.
That can mean clearer expectations, more direct and constructive conversations and greater consistency in how issues are handled across teams.
It can also help managers respond when behaviour or performance falls short, agree clearer actions and reduce the likelihood of relatively small issues becoming harder to resolve.
Our practical, interactive Difficult Conversations module helps managers develop the skills to handle challenging conversations with people in their teams earlier and more effectively.
Rather than giving managers a script to follow, the session helps them understand how to prepare, communicate clearly, listen to different perspectives and stay constructive when conversations don’t go as expected.
Using realistic workplace situations, managers can explore different approaches and practise skills they can apply to conversations around behaviour, performance, expectations and other sensitive issues.
(*for up to 20 people. For more, please contact us for a personalised quotation).
The module is designed to build practical skills managers can use in the conversations they face day to day.
During the session, managers will:
The focus throughout is on practical application, helping managers leave with approaches they can use when difficult conversations arise.
Our free Difficult Conversations Checklist guides managers through what to consider before, during and after a difficult conversation, helping them approach it with greater clarity and confidence.
The checklist includes 30 practical ways to help you:
Complete the form below to download the Checklist:
The module is designed for managers who need to handle day-to-day conversations with people in their teams. It can support newer managers as well as more experienced managers who want to strengthen their approach.
The module explores how managers can prepare for difficult conversations, separate facts from assumptions, open conversations clearly, ask useful questions, listen to different perspectives, communicate assertively, respond to reactions and agree clear next steps.
No. The focus is on helping managers handle appropriate day-to-day workplace conversations more effectively.
Some situations require specialist advice or formal processes, particularly where there are concerns around safeguarding, serious misconduct, discrimination, harassment, formal grievances, significant wellbeing issues or something outside a manager’s authority or expertise.
Yes. We shape the session around situations and conversations that are relevant to your managers, helping the learning connect to the challenges they face in practice.
Tandem’s existing offer confirms that sessions are tailored to context and based on what will be most useful to the team.
The session lasts 3 hours and is delivered face-to-face.
The standard session is for up to 20 people. If you have more than 20 participants, please contact us for a personalised quotation.
The 3-hour module costs £1,950 + VAT for up to 20 people.
If you want managers to feel better equipped to tackle conversations around behaviour, performance and expectations clearly and constructively, book a free, no-obligation conversation with Tandem co-founder Hayley Parker.
Difficult conversations rarely become easier by putting them off.
Read our latest article to explore why managers avoid difficult conversations, what can make them harder to address and what helps managers tackle them earlier and more constructively.
