Episode 8
Mastering Tough Conversations: The Secret to Stronger Leadership
Summary:
Craig Beavers digs into the complexities of delivering tough feedback in leadership. Explore why leaders often avoid these challenging conversations and the consequences of doing so. Craig shares strategies for shifting mindset, emphasizing that feedback is a growth tool, not a punishment. Discover how to keep dialogues constructive, focusing on behaviors and outcomes while maintaining empathy and emotional intelligence. Tune in to learn how clear, respectful, and supportive feedback can foster trust and enhance team dynamics. Follow Transformation Unfiltered on LinkedIn or visit their website for more insights.
Chapters:
0:00
The Challenge of Delivering Tough Feedback
0:46
Leaders' Concerns and Overthinking
1:10
Feedback Feeling Personal
1:35
The Importance of Timely Feedback
1:59
Shifting Mindset to View Feedback as a Gift
2:25
Creating a Dialogue and Building Trust
2:55
Conclusion and Call to Action
Host Craig Beavers: linkedin.com/in/craig-beavers-49b7129
Executive Producer Jim Kanichirayil: linkedin.com/in/drjimk
Music Credit: "Lost in Dreams" by Kulakovka
Transcript
I'm talking about those conversations. Where you've got to tell somebody that they're falling short. Or their behavior is holding them back. Or something has to change. That's where it gets tricky.
So why is it so challenging? For starters, most leaders care about their people. They don't want to hurt their feelings, to damage relationship.
There's this fear that if they're too direct, they'll crush someone's confidence, or worse, cause them to disengage completely. It's a legitimate concern. But here's the thing, avoiding the conversation doesn't help anybody either.
If anything, it makes things worse in the long run. Another big reason is leaders worry they don't have the perfect words. They get stuck thinking. What if I say this the wrong way? Or what if they take it personally? So they overthink it. Rehearse it a hundred times in their head. And sometimes end up watering it down so much that the message gets lost.
[:Craig Beavers: Even when leaders know it's about helping someone grow. It can feel awkward to call out a performance issue or behavior that's not working. And sometimes, if we're honest, it's hard not to take their reaction personally, too. No one enjoys being on the receiving ends of defensiveness or tears or silence, so leaders often delay the talk, hoping it'll just fix itself.
Leaders need to be courageous and take on tough conversations kindly, professionally, and directly. Another challenge, leaders sometimes wait too long to say something. They let things build up, maybe because they're busy, maybe because they're avoiding conflict, and by the time they finally speak up, they're frustrated.
they don't mean it to. Tough [:So how do leaders handle it? First, They shift their mindset. They remind themselves that feedback isn't punishment, it's a gift. It's about helping someone be better. Whether that's better in their role, better for the team, or better for themselves. And they keep the focus on behaviors and outcomes, not personal attacks. Here's what I'm seeing. Here's how it's impacting the work.
And here's how we need to move forward.
They also listen, not just talk. After giving feedback, they create space for a conversation, not just monologue. They ask, how does this land for you? Or, what are your thoughts on this? Because it's not just about delivering a message, it's about understanding where the other person's coming from, too.
, respectful and supportive, [:And people walk away knowing exactly where they stand and how to get better.
Once you learn more, follow the transformation unfiltered podcast. You can also reach us through LinkedIn or through our website.
