Refocus the Conversation

Define priorities for meetings with difficult employees.

Anticipating a Difficult Conversation

As leaders conduct monthly meetings and regular check-ins with the employees that report to them, it may become apparent that some individuals are more difficult than others. Although part of a leader’s role is to support and provide resources for their employees, that doesn’t give an employee the right to tirelessly complain or take the focus of the meeting away from its intended outcomes. If you find yourself dealing with an employee who frequently guides meetings to an unproductive place, anticipate this behavior and develop a plan to refocus the conversation. When you change your reaction to a difficult employee’s behavior, you can change the situation.
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