This past weekend I was reminded of a principle I blogged about early on. (Click here if you want to read my original post on this topic.)
As leaders we all have to make unpopular decisions. We know they’re unpopular when we make them, so the result is the temptation to avoid conversations surrounding them.
Or, maybe you have had to correct someone. You dread the meeting, so you find reasons to put it off.
These conversations are the dentist office visit of leadership. We know we should go to the dentist, but we just do not want to. Have you had situations that can relate to this idea?
Or, maybe you make a decision that is in the best interest of your organization, but you worry some people are going to give push back, so you try to find a way to minimize their reaction.
In seminary I took a class on Crisis Preaching. One of the principles we were taught was to “name the monster” when a terrible situation arose. The idea is everyone in the room, or almost everyone, knows what you are hinting at when you hint at something, so why not just come out and say it to make sure everyone is able to move forward?
Having tough conversations is the same thing. I’m not advocating seeking drama, but I am advocating talking openly so as to minimize fallout. When we address what needs to be addressed, we allow healing to become part of the process.
What situation are you currently in that could benefit from having a tough conversation? Have you made the statement recently “I really don’t want to talk to…”? If so, that’s probably a sign that you need to have the conversation.
Don’t hide from tough conversations. Don’t send a text when a phone call is what is needed. Be a leader and have the conversation no one else wants to have.
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