Why First Time Managers Shouldn't Avoid Tough Conversations

For first time managers, stepping into a new role is often met with a blend of excitement and anticipation. Just the prospect of leading a team, making significant decisions and driving projects forward seems thrilling! However, the initial excitement can soon be tempered by the weight of responsibilities that come with the position.

Among the many challenges new managers face, one of the most daunting is having difficult conversations with team members.

Many people have a natural aversion to conflict. The thought of confrontation can evoke anxiety and stress, especially for inexperienced managers who often think that maintaining a harmonious team environment, especially during the initial stages of their leadership, is better.

In the short term, avoiding tough talks might seem like the easier path. However, the long-term consequences are far more damaging. Contrary to what they think, addressing issues early on can prevent more significant problems from growing and the likelihood of misunderstandings escalating into major conflicts can reduce. You can follow these steps to help you overcome your fear of tough conversations:

1. Preparation is Key
   Effective management of difficult conversations begins with thorough preparation. Clearly defining the objective of the conversation, gathering relevant facts, and anticipating potential responses are foundational steps that guide the discussion and help maintain focus on the desired outcomes.

2. Conducting the Conversation
   Start by choosing an optimal setting—a private and neutral place with minimal interruptions—and schedule it at a time that avoids high stress or rush periods. Through active listening, emotional management, and a focus on collaborative problem-solving, difficult conversations will lead to improved relationships, increased productivity, and positive outcomes for the whole team.

3. Managing Reactions
   Reactions to tough conversations can vary, eliciting emotional or defensive responses from those involved. Demonstrating empathy and understanding can help defuse tension and foster a more constructive dialogue. In instances where defensive reactions arise, it is important to reinforce the intent to collaborate on finding a solution.

4. Follow-Up Actions
   The conclusion of the conversation is just the beginning of resolution. Effective follow-up actions ensure that the solutions agreed upon are implemented, and both parties feel supported.

Throughout 2023, Australia logged at least 198 workplace conflicts that led to a loss of 99,300 working days, data from the Australian Bureau of Statistics showed.

Many organisations offer leadership and communication training programs. These programs typically provide new and aspiring managers with the necessary tools and techniques to excel in their roles. They cover a range of topics and can help acquire essential skills and knowledge that empower them to lead teams confidently and effectively navigate challenging situations.

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