Why have the conversation?
There are only two reasons for having a difficult conversation: poor performance or poor behaviour.
A powerful tool to help you with these conversations is the BUILD model. A key part of it is listening to understand the root cause. Let them share what’s happening for them and what’s contributing to their behaviour.
Key tips
Have it early! Don’t wait until it reaches a crisis point. Early on, it’s a course correction.
The goal is always the same: get them back on track. Otherwise, your team, performance, culture and retention all take the hit.
The 4 objectives of a BUILD conversation
State the facts. Be clear and specific about the behaviour. Stick to what was seen or heard, not opinions.
Name the impact. Explain how the behaviour is affecting the team.
Seek to understand. (The step most leaders skip.) Get curious and find the root cause behind the behaviour.
Agree on the solutions. Once you’ve found the root cause, work together on what they can do differently.
Follow these 4 steps to turn difficult conversations into positive outcomes. Use the BUILD model below.
The BUILD Model: Your Framework for Important Conversations
BUILD is a simple, structured approach that takes the guesswork out of how to have important conversations. It keeps you grounded in facts, focused on the future, and turns the conversation into a dialogue and not a lecture.
The conversation you’re avoiding won’t get easier next week.
Give your leaders the confidence to have it.
Book a Discovery Session so we can empower your leaders and your team