Difficult Conversations Workshop (For Managers) – Performance, Feedback and Setting Boundaries
The conversations managers postpone the most are the ones that cost organizations the most: low performance, delayed deliveries, inappropriate tone, passive-aggressive behavior and exceeded workload limits. Grupas' 180–240 minute Difficult Conversations Workshop equips managers with the ability to conduct these conversations in a clear, structured language that does not trigger defensiveness.
The workshop begins with the psychology of difficult conversations and the reasons for avoiding them, teaches the 5-step structured conversation model (Purpose – Concrete Situation – Impact – Expectation – Solution/Follow-up) and reinforces it through role-play based on real scenarios. In simulations run in a Manager–Employee–Observer setup, participants receive immediate structured feedback. As an output, each participant builds their own "Personal Difficult Conversations Toolkit": templates for performance conversations, behavioral feedback, boundary setting and follow-up conversations.
Corporate Benefits
- Increased leadership confidence: Managers conduct difficult conversations on time and within a structure instead of postponing them.
- Early resolution of performance issues: Problems are addressed before they grow, protecting productivity and target achievement rates.
- Reduced defensiveness and tension: Thanks to curious rather than judgmental language, the risk of conflict and loss of morale decreases.
- A culture of clear expectations: A management climate emerges in which roles, standards and boundaries are discussed openly.
- A safe feedback environment: A sustainable, regular feedback habit takes root within teams.
- Immediately applicable output: With the template set and action plan, what is learned is carried into work the very next day.
- Effective communication with difficult personalities: Approach strategies suited to defensive, silent, overly emotional or responsibility-avoiding employee profiles.
Who Should Attend?
Middle-level managers, team leaders, project managers and newly appointed managers. To gain the highest benefit from role-play exercises, the recommended group size is 8–16 people.
We are ready for enthusiastic collaborations… GRUPAS | people | process | technology
