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Join the 685+ managers who are using the Difficult Conversations Blueprint to navigate emotional, challenging situations with skill.
New e-book From ResourcefulManager reveals:
“3-Part Framework To Prevent Blow-Ups And
De-escalate Uncomfortable, Emotional Situations”
If you’re stressed at the thought of having an awkward, but necessary, “high stakes” conversation … use this simple, but powerful, 3-part framework to get people to open up honestly – and get the positive outcome you want time and again.
Inside you’ll discover:
- What to do before the talk
- When and where to have the talk
- What to say, what not to say and how to keep everything legal
- What to do after the talk to ensure better behavior
- How to handle difficult conversations with employees, coworkers or superiors
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With an RM Insider membership you’ll get immediate access to the Blueprint you’re looking at right now, plus:
- 13 Blueprints (PDF) –detailed, step-by-step frameworks, advice and recommendations for navigating everyday management challenges.
- 9 Essential Insights (PDF) – concise, 20- to 30-page executive summaries that deliver quick tips, distilled research and curated knowledge.
- 53 Practical Tools (PDF) – desk references such as checklists, worksheets, scripts, and more to help implement new ideas. Bridging the gap between advice and execution.
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- 44-page, step-by-step Blueprint
- 3 Practical Tools
- Immediate PDF Download
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“I’ll do it tomorrow …”
That’s what we say to ourselves when contemplating having that uncomfortable discussion with an employee or coworker. Then … tomorrow becomes next week,
… next week becomes next month,
… finally, if we put it off long enough and see no “obvious” repercussions – we simply assume all is well and move on.
Listen, this is normal human behavior. No one “wants” to have an awkward or difficult conversation with anyone. There’s a logical reason for this …
5 irrefutable facts that cause us to avoid difficult conversations:
- Difficult conversations never get “easy” because they inherently involve confrontation no matter what the topic.
- People’s reactions make difficult conversations unpredictable.
- Often high stakes conversations get “sprung” on the manager.
- Most difficult conversations are emotional.
- Most people have never been coached to have these conversations with the right balance of empathy and assertiveness.
Read #5 again. That fact is the most damaging. Let me explain …
“Just do it!”
That’s the typical guidance you hear when faced with a difficult conversation. Like we’re athletes who need inspiration before a game.
The common reasoning for that advice:
… Any delay makes things worse for when you do work up with courage.
… Outright avoiding the conversation really isn’t an option at all.
No one disputes that. But, it’s often followed up with this out-of-touch comment: “what’s the worst that can happen?”
Hmm, let’s see …
- An employee starts crying, leaving the supervisor unsure whether the reaction is genuine or manipulation – and confused about the right way to respond to this emotional outpouring.
- The employee who loves to debate becomes argumentative and loud after you tell him he needs to stop belittling coworkers’ ideas in meetings. When you try to rebut him with facts – he digs his heels in making the situation more combustible.
- You sit in awkward silence for 2 long minutes waiting for your introverted new employee to explain why they have been regularly coming in late.
- The A-player whose performance has waned threatens to go over your head (or just go behind your back and distort your words) when challenged to step up.
- A gossiping employee gets defensive and starts “stretching the truth” when confronted about his behavior and the impact on the team; the longer the conversation goes on, the more he denies any wrongdoing – even in the face of your proof.
… And worst of all, the person could just “act” like they heard you, understood you, then continue doing the same things that led to the conversation in the first place …
Putting you in an even more awkward situation to have the uncomfortable conversation for a second or third time.
The possibilities are endless – and the outcomes unpredictable. It’s exasperating just thinking about it.
Anyone willing to go into a “high stakes” situation with a difficult person based on the shallow advice of “just do it” is misguided at best.
You need a plan, and …
… you need tools and countermeasures to navigate the rocky terrain of difficult conversations in the workplace – and the hidden landmines that lie within.
Proven 3-Part Framework For
Conducting Successful Difficult Conversations
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Here’s Just Some Of What You’ll Find Inside Your Copy Of Difficult Conversations With Employees
- The first decision you need to make when you learn of an issue (we tend to go the wrong way on this) – page 13
- The real goal you should have going into every difficult conversation – and how this focus will reduce your anxiety and subconsciously help you maintain your cool during the talk – page 14
- The 5 key elements you need to implant in your mindset to get positive outcomes consistently – pages 17-18
- How to ask for the conversation without “scaring” the employee – page 19
- When to schedule the talk and where to have it – page 19
- #1 mistake people make opening the conversation (this bad advice is rampant on the web) – page 20
- The 14-word starter statement to kick off the conversation the right way (doing this sets the appropriate tone) – page 20
- When and why you should create physical space between you and the other participant – page 20
- If you have a reasonable suspicion of THIS do not, I repeat, do not have a one-on-one conversation – do this instead – page 21
- How to use “basic facts” like lawyers do to minimize most disagreements, corroborate stories and navigate “he said, she said” gossip – page 21
- How to tell your side of the story in a way that is accepted and not perceived as a personal attack – page 21
- Why you’re sabotaging your own efforts by skipping this important step in the conversation (most managers avoid it out of fear) – page 22
- Counterintuitive reason you should allow the person to vent uninterrupted – and why it’s necessary to reach a positive resolution that sticks – page 22
- How to find the underlying issue – the catalyst for resolution – hidden in the other person’s story and rants – page 22
- The two outcomes of every difficult conversation … one fails often, the other increases buy-in and makes follow-through much easier – page 27
- Why you should end the conversation like you started – page 28
- Should you document every difficult conversation and get the employee to sign it? – page 28
- Follow-up best practices to ensure the action plan you agreed to gets executed and the employee stays motivated – page 29
- How to keep the conversation legal and avoid the most common employment law claim employees file against employers – page 29
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Here’s What Other ResourcefulManagers Are Saying …
Your problem is eliminated
“Follow the Blueprint info and your problem is eliminated.”
Scott Kittleson,
CEO,
M.O.R.E.
Get the results you need
“I knew I had a difficult conversation coming up with one of my employees. This helped me so much to prepare for the meeting. I was able to remain calm and get the results I needed.”
Sharon Peterson
Verbiage to use in real conversations
“Very straight forward giving you good verbiage to use in real conversations.”
Beth Bjorklund
HR Coordinator
Managers should be required to read it
“As a new manager without a mentor, I found this resource a wonderful guide. All managers should be required to read it.”
Jean Ridgeway, DNP, APN, NP-C,
Director of Advance Practice Providers,
University of Chicago Medicine-Hematology/Oncology
Proven 3-Part Framework For
Conducting Successful Difficult Conversations
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“Must-Be-Resourceful” 90-day, money back guarantee!
Three Practical Tools To Help You Implement Everything You’ve Learned From The Blueprin
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Here’s A Summary of Everything You’ll Get
Difficult Conversations With Employees Blueprint & Practical Tools:
- 44-page, step-by-step Blueprint
- 90-day “Must-Be-Resourceful Money Back Guarantee
- Download Immediately, PDF Format
- Practical Tools:
- Difficult Conversation Checklist
- 27 Scripts of What To Say In The Toughest Difficult Conversations
- 25 Things Never to Say During A Difficult Conversation
Proven 3-Part Framework For
Conducting Successful Difficult Conversations
Get The BlueprintGet The Blueprint
“Must-Be-Resourceful” 90-day, money back guarantee!
“Must-Be-Resourceful” 90-Day Money Back Guarantee
ResourcefulManager’s “Difficult Conversations With Employees” Blueprint comes with an unconditional, 100% money back guarantee.
We’re confident you’ll find several new and useful ideas to help you navigate difficult conversations in the workplace, presented in a practical, easy-to-implement format.
In fact, we’ll give you a full 90 days to carve out the time in your busy schedule to read the Blueprint, digest the strategies, put the advice into action, and experience the results in your specific situation.
We believe to be a great manager . . . is to be resourceful. So every piece of content and product we create is designed to make you more knowledgeable, prepared and resourceful. Just for the record, as of 3/27/18 we’ve sold 5,397 ResourcefulManager products and have only had 67 refund requests.
If you decide “Difficult Conversations With Employees” Blueprint doesn’t deliver value or simply isn’t your cup of tea, just email us at contact@resourcefulmanager.com within 90 days, and we’ll process your complete, no-hassle refund in 1 business day or less.
But I’m confident you won’t need to.
To your success,
John Walston
Frequently Asked Questions
ANSWER: Blueprints are detailed, step-by-step frameworks for navigating everyday management challenges. – packaged in a quick-read report format you can download in 30 seconds.
ANSWER: Our research & editorial team creates all our content. Specifically, they:
- Gather and sift through the collective wisdom, experience and research of the world’s leading thought leaders, authors and research firms.
- Leverage direct conversations and first party survey data from executives, front-line managers and employees just like you.
- Curate and distill the hundreds of sources, thousands of pages, tens of thousands of words and converts it into new insights and frameworks you can trust.
Oh by the way, our editorial team are real managers just like you. They have 114 years of combined “in the trenches” management experience.
ANSWER: 
In all seriousness … you probably will. You’ll get at least one worthwhile idea that will save you time, energy or frustration – as long as you use it.
Here’s the reality, whether you find something you’ve never heard before depends on your familiarity with this subject and level of experience. But does that really matter?
Even if you’re a seasoned veteran who studies and reads voraciously, you can benefit from a refresher or reminder. Plus, there’s tremendous value in hearing something from a new perspective, with a different tone – and most importantly delivered in a more pragmatic, take action format.
Ultimately, you’ll be the judge. The 90-day money back guarantee covers you if you’re not satisfied.
ANSWER: Blueprints are in PDF format and available immediately.
As soon as you complete your order, you will be able to download the Blueprint on the confirmation page. In addition, we’ll send you a download link in your email.
No waiting. No shipping costs. No hassles. Just answers and insights in a snap.
ANSWER: Absolutely! We encourage you to.
ANSWER: Yes. All Blueprints come with a “Must-Be-Resourceful” 90-day money back guarantee.
If you decide this Blueprint doesn’t deliver value or simply isn’t your cup of tea, just email us at contact@resourcefulmanager.com within 90 days, and we’ll process your complete, no-hassle refund in 1 business day or less.
We’re confident you’ll find several new and useful ideas in this Blueprint, but if you’re even the least bit worried you won’t have time to read it or if this will work for you, then put your mind at ease.
We’ll give you a full 90 days to carve out the time in your busy schedule to read the Blueprint, digest the strategies, put the advice into action, and experience the results in your specific situations.
You either get value or you get your money back. It’s as simple as that.
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