Get managers to stop avoiding, freezing, or giving in when the going gets tough.

1. Stop wasting time convincing managers to
have difficult conversations. Minimize the
harm from poorly handled ones.
Follow
Up
3
Develop an action plan
with the employee,
measure success, and
book follow-up.
Conver-
sation
2
Use the EASE framework,
communication, conflict
management, leadership,
and emotional
intelligence.
Pre-work
1
Define the purpose,
consult HR, determine the
consequences and goals
of the conversation.
Engage
E Absorb
A Share
S End
E
Use McLean & Company’s Difficult
Conversation Framework to Train Managers
If you have 50 managers in your organization,
their avoidance will cost you over
72 thousand dollars!
80%
53% Said lack of training was the
reason for avoiding conversations.
Manager respondents believe difficult
conversations are a part of their job.
“Difficult Conversations Survey” conducted by Globis
These can have negative effects on HR dashboard
metrics such as employee engagement and turnover.
With proper training and support, managers can:
> Effectively approach difficult conversations
> Boost their confidence
> Improve their performance on the job
> Get the resources they need for their work
> Manage out low performers
> Positively impact other employees’ performance
Get managers to stop avoiding, freezing,
or giving in when the going gets tough.
Train Managers to Handle
Difficult Conversations
www.mcleanco.com1-877-876-3322
Start this project today by calling 1-877-876-3322
Use our Train Managers to Handle Difficult Conversations Blueprint
Best Practice Toolkit Includes:
35 Do-It-Yourself Project Slides
Training Logistics Budget Form
Difficult Conversations Self-Assessment
Plus: 3 other tools and templates
Source: http://hr.mcleanco.com/research/ss/train-managers-to-handle-difficult-conversations
Guided Implementations:
Benchmark Comparison Tool
Difficult Conversations Conflict Style Self-Assessment
Difficult Conversations Quiz
Call 1: Prepare for stakeholder buy-in
Our advisers will discuss issues and concerns with getting
stakeholder buy-in and what measurements you can use
to track the impact of training on the business.
Call 2: Prepare for training implementation
We will review how to optimize and customize the training
deck, logistics planning, and benchmarking to help you
prepare for training.
Call 3: Measure and evaluate the impact of the training
session
Our analysts with discuss results and evaluations of the
training session, and how they can be used towards
optimizing future sessions and manager development.
www.mcleanco.com
1-877-876-3322