The Art and Science of Difficult Conversations Titelbild

The Art and Science of Difficult Conversations

The Art and Science of Difficult Conversations

Von: Chris Wong & Lucie Tesarova
Jetzt kostenlos hören, ohne Abo

Über diesen Titel

 Ever had to have that difficult conversation with someone that you dreaded? You are not alone. Join us to explore how to improve how you handle difficult conversations with your team or loved ones. When we communicate better, we lead better, we perform better, we have better relationships, results and ultimately, a better life. Ready to learn? Make sure you subscribe so you don't miss any future episode. Want to be a guest on our podcast? Let us know! https://bit.ly/3z4Sn5w© 2026 Chris Wong and Lucie Tesarova Beziehungen Management & Leadership Sozialwissenschaften Ökonomie
Folgen
  • How to Navigate Disrespectful Behavior in the Workplace with Rachel Platt (Part 1)

    How to Navigate Disrespectful Behavior in the Workplace with Rachel Platt (Part 1)
    Feb 17 2026
    In this conversation, Chris Wong and Lucie Tesarova engage with Rachel Platt, a people strategist, to explore the dynamics of difficult conversations in the workplace. They discuss the importance of addressing disrespectful behavior, the role of leaders in fostering a respectful culture, and the balance between achieving results and maintaining a positive work environment. Rachel shares insights on navigating difficult conversations, identifying signs of disrespect, and modeling appropriate leadership behavior. The discussion emphasizes the need for curiosity, understanding, and proactive communication in creating a healthy workplace culture. Takeaways: Rachel Platt helps organizations move past HR as paperwork.A people strategist focuses on aligning people strategy with business strategy.Curiosity is key in addressing difficult conversations.Disrespectful behavior often gets minimized in organizations.Leaders must recognize the impact of their silence on culture.High performers can create a different set of rules in the workplace.Addressing disrespect early can prevent larger issues.Intent matters, but the impact of words is more significant.Leaders should set clear expectations for respectful behavior.Creating a culture of respect enhances employee engagement and retention.\ Connect with Rachel: rplatt@PLATTinumconsulting.com https://calendly.com/plattinumconsulting/intro-networking https://www.linkedin.com/in/rachelplatt/ www.PLATTinumconsulting.com About Rachel: Rachel Platt brings 20+ years of experience helping organizations and individuals achieve enduring success through strategic human resources leadership. Through her roles as a Chief Human Resources Officer, Vice President, and Regional Director in diverse organizational structures and industries, she built her reputation on her track record of developing pragmatic solutions to meet complex organizational and people challenges. Rachel founded PLATTinum Consulting in 2018 to guide leaders in creating People Strategy initiatives in the areas of employee engagement, leadership development, culture assessment and improvement, performance management, staff training, communications, talent acquisition, HR process improvement, inclusion and coaching. As a certified Women's Business Enterprise (WBE), PLATTinum serves small and medium sized non-profits and commercial businesses across the US. PLATTinum partners with clients to maintain a transparent, ongoing, open dialogue. We provide a data-driven, responsive, organized approach. But most importantly, we are proactive, optimistic, approachable and occasionally funny. We place outcomes before egos and work with clients who share similar values. Chapters 00:00 Introduction to the Conversation 00:57 The Journey into HR and People Strategy 04:51 Navigating Difficult Conversations 12:42 Identifying Disrespectful Behavior in the Workplace 16:51 Balancing Results and Respect in Leadership 20:00 The Impact of Communication on Workplace Culture 23:58 Self-Reflection and Understanding Triggers 27:39 Understanding Intent vs. Impact 29:23 The Leader's Responsibility in Addressing Disrespect Connect with us: Email – tas.difficultconversations@gmail.comChris – https://www.myleadershippotential.com | www.linkedin.com/in/chriswonglmhc | download the Difficult Conversation Playbook for LeadersLucie – www.mindfittery.com | www.linkedin.com/in/lucietesarova and take the Saboteur Assessment
    Mehr anzeigen Weniger anzeigen
    31 Min.
  • Roleplaying Performance conversations with Peter Vinge (Part 2)

    Roleplaying Performance conversations with Peter Vinge (Part 2)
    Feb 10 2026

    How do you tell someone they are not performing at the level you expect or need them to, without crushing them or demotivating them, and instead making them feel supported and motivated to improve?

    Hear how Peter Vinge does it in the different performance feedback roleplays with Chris Wong and Lucie Tesarova.

    Missed part 1 of this conversation on performance discussions? Check out part 1 here.

    takeaways

    • Performance conversations can be approached without discomfort.
    • Role-playing scenarios can help practice feedback delivery.
    • Empathy is crucial in leadership and team dynamics.
    • Leaders should focus on facts rather than emotions during feedback.
    • Creating a safe environment encourages open communication.
    • Empowering team members leads to better performance outcomes.
    • Self-leadership is essential for effective management.
    • Understanding individual challenges can improve team dynamics.
    • Clear expectations help align team goals and performance.
    • Building rapport is key to successful leadership.

    Chapters 00:00 Introduction to Performance Conversations 00:06 Role-Playing Difficult Conversations 07:15 Empathy in Leadership 15:25 Building Empathy and Understanding in Leadership 19:31 The Importance of Self-Leadership

    About Peter Vinge

    Peter Vinge is the founder of TORBAY Consulting and a leadership advisor focused on helping leaders have clear, confident, and productive conversations. He works with executives and teams to strengthen accountability, alignment, and culture by addressing challenges head-on.

    • www.TORBAYConsulting.com
    • https://www.linkedin.com/company/torbayconsulting

    Connect with us:

    Email – tas.difficultconversations@gmail.com
    Chris – https://www.myleadershippotential.com | www.linkedin.com/in/chriswonglmhc | download the Difficult Conversation Playbook for Leaders
    Lucie – www.mindfittery.com | www.linkedin.com/in/lucietesarova and take the Saboteur Assessment
    Mehr anzeigen Weniger anzeigen
    28 Min.
  • How to Address Performance Issues with Peter Vinge (Part 1)

    How to Address Performance Issues with Peter Vinge (Part 1)
    Feb 3 2026

    In this conversation, Chris Wong and Lucie Tesarova engage with HR consultant Peter Vinge to explore the complexities of performance conversations in leadership. They discuss the importance of clear communication, the distinction between kindness and niceness, and the necessity of addressing performance issues promptly. Vinge shares insights on how to prepare for feedback sessions, manage emotions, and navigate sensitive situations, including those involving protected classes. The discussion also covers the effective use of Performance Improvement Plans (PIPs) and the significance of building trust within teams.


    Takeaways

    • Performance conversations can be approached without discomfort.
    • Kindness creates clarity, while niceness avoids discomfort.
    • Address performance issues immediately to maintain trust.
    • Document patterns of behavior for effective feedback.
    • Prepare data and facts before performance conversations.
    • Emotions should be set aside during feedback discussions.
    • Transparency builds trust in difficult conversations.
    • PIPs should not be a surprise to employees.
    • Clear expectations are essential for performance improvement.
    • Empowering teams leads to better performance outcomes.

    About Peter Vinge

    Peter Vinge is the founder of TORBAY Consulting and a leadership advisor focused on helping leaders have clear, confident, and productive conversations. He works with executives and teams to strengthen accountability, alignment, and culture by addressing challenges head-on.

    • www.TORBAYConsulting.com
    • https://www.linkedin.com/company/torbayconsulting


    Chapters

    00:00 Introduction to Performance Conversations
    01:53 The Journey into HR
    05:02 Understanding Performance Feedback
    08:01 Identifying Performance Issues
    11:00 The Importance of Documentation
    13:56 Preparing for Performance Feedback
    16:47 Managing Emotions in Feedback
    19:48 Navigating Sensitive Conversations
    23:09 The Role of Performance Improvement Plans (PIPs)
    30:41 Navigating Performance Improvement Plans (PIPs)
    34:51 Role-Playing Difficult Conversations
    34:52 Introduction to Performance Conversations

    Connect with us:

    Email – tas.difficultconversations@gmail.com
    Chris – https://www.myleadershippotential.com | www.linkedin.com/in/chriswonglmhc | download the Difficult Conversation Playbook for Leaders
    Lucie – www.mindfittery.com | www.linkedin.com/in/lucietesarova and take the Saboteur Assessme
    Mehr anzeigen Weniger anzeigen
    35 Min.
Noch keine Rezensionen vorhanden