Mastering Difficult Conversations at Work
- tonylsilvio
- Jun 30
- 2 min read
By Tony Silvio – Executive Coaching Perth | Midas Mindset
Ever walked away from a conversation at work thinking, “I should’ve said that differently…” or “Why did I avoid it altogether?”Yep—been there. And if you’re leading a team, managing clients, or juggling multiple roles, those difficult conversations stack up quickly.
But here’s the real truth: The longer you avoid the tough talk, the heavier it gets. And the heavier it gets, the harder it becomes to lead with clarity.
Let’s flip that. Let’s talk about how to step into tough conversations without losing yourself—or the relationship.
Step 1: Clarify Your Intent (Before You Open Your Mouth)
Most workplace communication fails before the first word is spoken. Why? Because we skip the internal prep.
Before you schedule that 1:1, ask yourself:
Am I trying to be right or make progress?
What’s the actual issue beneath my frustration?
What outcome would feel like a win—for both of us?
Assertiveness skills start with internal honesty, not external force.
Step 2: Say What Needs to Be Said—Not What’s Easy
When emotions run high, many people choose one of two paths:
Avoidance (“Now’s not the right time…”)
Overload (“Here’s everything that’s annoyed me in the past 6 months…”)
Neither works.
Instead, practise saying one clear thing, calmly: “I need to raise something that’s been bothering me, and I want us to work through it together.”
That’s how you bring conflict resolution into the everyday, not just crisis mode.
Step 3: Let Silence Do Some Heavy Lifting
This one’s hard—but powerful.
When you’ve said your piece, pause. Don’t over-explain. Don’t backpedal. Don’t fill the silence.
Let the other person sit with what you’ve said. They might be uncomfortable. That’s okay. Growth often is.
Communication coaching isn’t about having the perfect words. It’s about creating space for a real response—not a rehearsed one.
Step 4: Separate the Person from the Pattern
One of the most underrated leadership tools?
Naming the behaviour—not attacking the person.
Try:
“I’ve noticed a pattern of missed deadlines that’s affecting the team.”
“The tone in yesterday’s meeting created tension I don’t think was intended.”
That’s how you protect respect and hold standards—without turning it personal.
Step 5: End With Alignment, Not Ambiguity
Too many leaders deliver tough feedback… then walk away hoping it “lands.”
Instead:
Summarise what was discussed.
Agree on one action step.
Schedule a follow-up (even if informal).
That’s what holistic business coaching in Perth is about—real conversations, followed by real change.
Because without follow-through, nothing sticks. And without clarity, nothing changes.
Hard Conversations Don’t Have to Be Harsh Conversations
Here’s the truth: You can be direct and kind. You can say what’s uncomfortable without destroying connection. You can lead with compassion while still holding the line.
Mastering difficult conversations is a skill—just like managing time, hitting KPIs, or closing deals. The difference? This skill impacts everything else.
Ready to upgrade your leadership communication with clarity and confidence? At Midas Mindset, I work with business owners and leaders across Perth through Executive Coaching & Professional Development Training to develop communication strategies that stick—even when the conversation is tough.
Comments