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Workplace Leadership Safety: Managing Difficult Conversations Training Course

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Gain skills to confidently navigate difficult workplace conversations with respect and achieve positive outcomes.

14 minutes   |   SKU: AT149    |    Language(s): EN / ES / FR    |    Produced 2025

SKU:

AT149

Language(s):

EN / ES / FR

Updated:

2025

Length

14 minutes

Training Objectives

Learn strategies for fact-gathering, goal-setting, and emotional control
Develop skills in active listening, assertive communication, and de-escalation
Navigate sensitive topics while maintaining professionalism
Confidently handle planned and unplanned conversations
Document, follow up, reflect: key to successful difficult conversations

Course Overview

Listen, you and I both know that there’s a crazy number of leadership styles. You’ve got the kind that likes to run the show, the ones who try to inspire others and empower them, the ones who lead with their hearts, and those who lead through fear (eh… don’t be the last one). There are tons of ways to lead. But you know what they’ve all got in common? When stuff hits the fan… when folks have had it up to here… and when the worst sides of people and situations show up… they’ve gotta handle it.

And you know what? That’s the way it is. Someone’s gotta do it and hold this place together - plus make it something to be proud of and where everyone can walk away safely at the end of their shift and know things are being handled with fairness and equity. So look, whether you’re the “fearless leader” type of boss or the “I’d rather not go there” leader, our goal is to prepare you to successfully prepare for and manage those difficult workplace conversations.

Whether you're a seasoned pro or a newbie just trying to figure things out, we've got you covered. We'll show you how to prep like a boss because flying by the seat of your pants usually ends in disaster. We'll talk active listening – you know, actually hearing what the other person is saying, not just waiting for your turn to speak – and how to keep your cool when someone's pushing your buttons.

We'll break down the art of communication, because what you say and how you say it can make all the difference. Think of it like this: you can either pour gasoline on a fire or gently put it out with a well-placed word. We'll teach you how to deliver tough messages with grace, how to be assertive without being a jerk, and how to handle those unexpected curveballs that life (and your employees) love to throw.

From planned conversations like performance reviews and terminations (the fun stuff, right?) to unplanned situations like sudden requests for raises or challenges to your authority, we'll equip you with the tools you need to handle it all. We'll even touch on those delicate situations like emotional outbursts and workplace conflict, because let's face it, sometimes people act like, well, people.

This program is available with Spanish and French closed captions.

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No Worries. Here’s Some Helpful Info.

What's the key takeaway about leadership styles and difficult conversations?


Regardless of your leadership style, all leaders must be able to manage difficult conversations effectively. It's a universal requirement, not optional.


What's the importance of "getting your facts straight" before a difficult conversation?


Getting your facts straight helps you understand the situation fully, avoid biases, and make informed decisions. It's crucial for a fair and productive conversation.


This training emphasizes avoiding blame. How should you phrase things instead?


Use "I" and "we" statements, focusing on the impact of behaviors and decisions, rather than directly attacking the individual. For example, instead of "You're always late," try "I've noticed several missed deadlines, and this impacts the team's ability to meet project goals."


What's the purpose of an exit interview, and why is it considered a "typical planned conversation"?


Exit interviews allow you to gather feedback from departing employees about their experiences. While sometimes uncomfortable, they're planned because the employee's departure is known, offering a chance to gain valuable insights for organizational improvement.


What's the main point about following up after a difficult conversation?


Follow-up is crucial for documentation (creating a record), ensuring accountability (making sure next steps are taken), and reflection (learning from the experience). It's not just about closing the loop; it's about reinforcing positive change.


Disclaimer: The information provided on this page is subject to change and is for promotional and informational purposes only. Prior to acting on the information contained on this page, verify all information against the latest OSHA and applicable standards, regulations, and guidelines. Please also contact us with any questions you have related to this information. Under no circumstances will Atlantic Training, LLC be held responsible for direct, indirect, consequential, or incidental injuries or damages, or any damages or injuries whatsoever, whether resulting from contract, negligence, or other torts, related to the utilization of this information or the contents of this page. Atlantic Training retains the right to incorporate, remove, or adjust the contents on this page without prior notice.