Personal and Business Competencies / Management Skills

Conducting difficult conversations - training for managers

A two-day workshop training teaching managers how to conduct difficult conversations with employees — from preparation and conversation structure, through working with emotions and resistance, to concrete scenarios: corrective, appraisal, disciplinary, poor-performance and dismissal conversations.

A difficult conversation that is postponed does not disappear — it grows. The longer a manager avoids it, the higher the cost to the team and results

Lateness, declining quality, conflict, failure to deliver — most managers know the conversation has to happen, but they put it off. The reason is human: we fear emotions, reactions, damaging the relationship. The problem is that a conversation not held costs more than one that is — it demotivates the rest of the team and entrenches the problem.

Conducting difficult conversations is a two-day workshop training by EITT that gives managers a concrete structure and tools for the conversations they have been avoiding. Delivered on-site or remotely, it is based on simulations of real conversations.

Who is this training for?

For managers and leaders who must conduct difficult conversations — and want to do it effectively, without damaging relationships. Especially when:

You postpone corrective conversations because you fear the employee’s reaction
You conduct appraisal, disciplinary or offboarding conversations and want a clear structure
You face resistance, emotions or conflict in the team

Two days: from preparation and structure to full scenarios

Day one builds the foundation: why we avoid difficult conversations, how to prepare, how to conduct the conversation using the SBI and DESC models, and how to work with emotions. Day two is practice of concrete scenarios — from corrective and poor-performance conversations, through disciplinary, to the dismissal conversation.

What will you learn during the training?

Substantive and emotional preparation for a difficult conversation
Conducting the conversation using a clear structure (SBI, DESC)
Working with the other person’s emotions and resistance without escalation
Conducting corrective, disciplinary and poor-performance conversations
Carrying out a dismissal conversation with respect and in line with procedure

The training complements EITT’s managerial development path — it is worth combining it with the From colleague to boss - First Time Manager training and Dare to Lead — courageous leadership based on the Brené Brown model.

Benefits

Prepare substantively and emotionally for a difficult conversation
Conduct the conversation using a clear structure (SBI model, DESC model)
Work with the other person's emotions and resistance without escalating conflict
Give difficult feedback in a specific and supportive way
Conduct corrective, disciplinary and poor-performance conversations
Carry out a dismissal conversation with respect and in line with procedure

Who is this training for?

Managers and team leaders conducting corrective and appraisal conversations

Leaders who avoid difficult topics and want to overcome that barrier

Team leaders dealing with conflict and low performance in the team

HR managers conducting disciplinary and offboarding conversations

Project managers enforcing tasks and quality of work

People preparing for a role that requires difficult conversations

Prerequisites

Experience managing a team or conducting conversations with employees
Willingness to take part in conversation exercises and simulations in a group

Training program

Why we avoid difficult conversations — psychological mechanisms and the cost of delay
Preparing for the conversation — goal, facts, scenario, place and time
The SBI model (Situation-Behavior-Impact) — how to talk about behavior, not the person
The DESC model (Describe-Express-Specify-Consequences) — structure of a corrective conversation
Working with emotions — your own and the other person's; de-escalation techniques and active listening
Exercises: preparing and opening a difficult conversation (case studies)

Corrective and appraisal conversation — enforcing change without damaging the relationship
Conversation about low performance and failure to deliver tasks
Disciplinary conversation — facts, consequences, improvement plan
Working with resistance, denial and aggression from the other person
Dismissal conversation — how to conduct it with respect and in line with procedure
Exercises: simulations of full conversations with feedback from the group and trainer

Delivery Methods

Online

Convenience of participating from anywhere
Interactive live sessions with trainer
Materials available for 30 days
No travel costs

On-site

Direct contact with trainer and group
Intensive hands-on workshops
Networking with other participants
Full focus on learning

Training Topics

Frequently asked questions

Who is the conducting difficult conversations training for?

For managers, team leaders and HR specialists who conduct corrective, appraisal, disciplinary or offboarding conversations — and for leaders who avoid difficult topics and want to overcome that barrier.

Is the training practical?

Yes — the core consists of simulations of real conversations with feedback from the trainer and group. Participants practice concrete scenarios: corrective, disciplinary, poor-performance and dismissal conversations.

Which conversation models will I learn?

Primarily the SBI model (Situation-Behavior-Impact) for talking about behavior instead of the person, and the DESC model (Describe-Express-Specify-Consequences) as the structure of a corrective conversation. We also teach de-escalation and working with resistance.

How long is the training and in what format?

The training lasts 2 days (9:00-16:00), available on-site and online. It combines short introductions with intensive exercises and conversation simulations.

Will I receive a certificate after the training?

Yes, each participant receives a personalized certificate of completion issued by EITT.