Respond to one of your classmates' postings in regard to their difficult conversations with suggestions for how they could have made the conversation more productive.

Post:

I am accustomed to having difficult conversations. Something I learned early on was to change my mind set about the conversation. Labeling it as difficult is more likely to make one feel nervous and upset about the conversation beforehand (Knight, 2015). Recently, we had a problem with a manager who tended to yell at her direct reports when she was frustrated with their performance. Unfortunately, this was not brought to my attention until another employee resigned and blamed it on the manager's treatment.

Breaking down the conversation by techniques, I started by stating the purpose and was specific with the details. "I've noticed some concerns regarding your interactions with your team lately. Specifically, there have been reports of you raising your voice when addressing mistakes made by your subordinates." However, I did not anticipate her response. "They are men threatened by female authority. I am their superior; therefore, they should do as I say and not question me." Yelling is not our company culture, nor is hierarchy. I emphasized teamwork and team building by coaching and mentoring her team and setting an example as a leader. There was more back-and-forth conversation debating the problem was more so her being a female. The conversation eventually ended with me responding "While perceptions of authority can vary, it's essential to address conflicts with professionalism and respect for all team members. Let's work together to find constructive ways to address issues without resorting to yelling or assumptions based on gender." I emphasized fostering a positive and inclusive work environment where everyone feels valued and respected. She agreed to attend classes to help her with her management style and coaching and support specifically tailored to address gender dynamics in the workplace.

Although the outcome was satisfactory, the conversation may have gone smoother had I anticipated her defensiveness about being a female manager to an all-male team. A better response might have been "I hear you. Acknowledging those feelings is valid, but it's also crucial to constructively address any conflicts or challenges. Let's work together to find strategies that promote mutual respect and effective communication within the team."