Managing Difficult Conversations Training - Perth

Managing Difficult Conversations Training - Perth

You know that sinking feeling when you need to address someone's performance, deliver bad news, or tackle a sensitive issue? The one where you practice the conversation in your head fifty times, then either avoid it completely or watch it go sideways the moment you open your mouth? We've all been there. Whether it's telling a team member their work isn't cutting it, explaining budget cuts, or addressing behaviour that's affecting the whole team, these conversations are part of leadership – but nobody teaches you how to do them well.

The truth is, most people handle difficult conversations badly because they focus on getting through them rather than getting results from them. They either come across as aggressive bulldozers or wishy-washy people pleasers. Neither works. The real skill isn't in avoiding conflict – it's in navigating it productively. When you can turn potentially explosive situations into constructive dialogue, you're not just solving immediate problems; you're building stronger working relationships and creating a culture where people actually address issues instead of letting them fester.

This isn't about corporate speak or sandwich feedback techniques that everyone sees through. It's about real strategies that work when emotions are running high and stakes matter. You'll learn how to prepare for conversations that feel impossible, stay calm when others lose their cool, and guide discussions toward solutions rather than blame. We cover everything from the manager who needs to discuss poor performance without destroying someone's confidence, to the team leader dealing with personality clashes, to the supervisor who has to deliver unwelcome news from upper management.

The course focuses heavily on practice with realistic scenarios. You'll work through situations like addressing chronic lateness, discussing hygiene issues, managing team conflicts, delivering performance feedback, and handling emotional reactions. We also cover the stuff that keeps managers awake at night – how to have conversations about discrimination concerns, how to address difficult behaviours without escalating them, and how to maintain relationships after tough conversations.

What You'll Learn:

How to structure difficult conversations so they stay productive instead of turning into arguments or emotional meltdowns. You'll get a framework that works whether you're dealing with performance issues, policy violations, or interpersonal conflicts.

Techniques for staying composed when the other person gets defensive, aggressive, or emotional. This includes practical tools for managing your own stress response and keeping discussions on track.

Ways to deliver unwelcome news or feedback that people can actually hear and act on, rather than just shutting down or getting angry.

Strategies for finding common ground and building solutions together, even when you're addressing serious problems or policy violations.

How to follow up after difficult conversations to ensure lasting change and maintain working relationships.

Methods for recognizing when a conversation is heading off track and how to redirect it back to productive territory.

Approaches for handling different personality types and communication styles during tense discussions, including dealing with people who withdraw, attack, or deflect.

The Bottom Line:

Nobody enjoys difficult conversations, but they're unavoidable in any leadership role. The difference between managers who build strong teams and those who struggle with ongoing problems often comes down to their ability to address issues directly and effectively. After this training, you'll approach these conversations with confidence rather than dread. You'll have practical tools that work in real situations, not just theory that sounds good on paper. Most importantly, you'll see how addressing problems early and skillfully actually strengthens relationships rather than damaging them. This isn't about becoming the office enforcer – it's about becoming the kind of leader people trust to handle tough situations fairly and professionally. When you can turn conflict resolution into collaborative problem-solving, you'll find your whole team dynamic improves.