As a Communication Coach, I often recommend simple strategies for difficult conversations.

Start by asking questions. For example, “Can you tell me more about X? Help me understand how it happened. What was your thought process in making this decision? Are you pleased with the result? Who or why not? Would you do anything differently?”

Difficult conversations can be wildly productive if you approach them in the right way.

Start difficult conversations from a place of curiosity, not contempt. It demonstrates your commitment to understanding the other person’s point of view.

Your success (individual, team, and company) is directly proportional to your ability to navigate conflict, but that doesn’t mean you have to be confrontational.

Say what you mean, but don’t say it mean.