We all avoid certain conversations. Maybe for weeks. Maybe for months.
Not because we don't know it needs to happen. Because we know exactly how it's going to feel: uncomfortable, risky, and probably messy.
So we wait. And while we wait, the problem gets worse, our resentment builds, and we end up hating ourselves a little more for not just saying something.
I've had hundreds of difficult conversations - as a middle manager, as an executive, sitting at the top table.
Here's what no one tells you: The conversation is never as bad as the story you're telling yourself about the conversation.
But the longer you avoid it, the worse it becomes.
WHAT YOU GET:
Download the Conscious Conflict Framework and you'll have:
✓ 3 steps to prep for the hard conversation: separate the facts from the drama, get clear on what you want, open without accusation
✓ Scripts for 3 common scenarios: pushing back on unrealistic expectations, addressing a peer who's undermining you, giving difficult feedback
✓ What to do when the conversation goes sideways: because sometimes it does, and you need to know how to recover
✓ Space to prep YOUR conversation: write your opening, clarify what you want, then go have the conversation
WHO THIS IS FOR:
This is for middle managers who:
- Have been avoiding a difficult conversation - and know it's making things worse
- Don't want theory - they want something thats easy to understand and works
- Are afraid the conversation will blow up or make the situation worse
- Want a framework that helps them say what needs to be said without losing their shit
This is NOT for you if:
- You're waiting for the other person to change without you saying anything
- You want scripts that soften everything so much the point gets lost
- You're not ready to actually have the conversation
WHY LISTEN TO ME?
I've spent 25+ years inside organisations leading teams and sitting at the top table. I've been the middle manager drowning in demands and the executive making the impossible decisions.
I know the system. I know the toll it takes. And I know what actually works when you're trying to lead in a broken system.
Most leadership development teaches you to succeed IN the system. I teach you to see it clearly - then choose consciously whether to stay, change it, or leave.