“It’ll be fine. Maybe.” Why Avoiding Tough Workplace Conversations Backfires
Ever stop to think about what happens when leaders dodge the hard stuff (and why your team pays the price)?
Last week, I was on a call with a manager who spent twenty minutes explaining to me why she couldn't have a simple feedback conversation with one of her team members. The mental gymnastics were honestly impressive—and exhausting to listen to.
"I don't want to make her feel bad." "Maybe she'll figure it out on her own." "I'm not even sure it's that big of a deal." "What if she gets defensive and shuts down?"
If you've ever caught yourself having this exact internal debate, you're not alone.
Here's the thing: I totally get why difficult conversations feel so... difficult. But after two decades in HR and leadership roles, I've watched this same pattern play out hundreds of times. And here's what I know for sure: avoiding these conversations doesn't make the problems go away—it makes them bigger.
The cost of dodging difficult conversations is always higher than the temporary discomfort of having them.
Let's talk about what's really happening when we dodge the hard stuff. Stay tuned to learn more about how avoiding these conversations hurts your team, the toll it takes on leaders, and how you can start having different (and better!) conversations right away.
If you're tired of losing sleep over conversations you're not having, I've created something that can help. My Performance Conversation Toolkit gives you everything you need to approach these conversations with confidence and clarity.
You'll get:
5 research-backed principles that transform how performance conversations feel
Situation-specific scripts for different types of team members
A complete prep checklist so you never have to wing it again
Real examples of what these conversations look like in practice
Download the free toolkit below and finally have the conversations your team has been waiting for.