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Managing Challenging Conversations and Performance

“When we avoid difficult conversations we trade short term discomfort for long term dysfunction.” 


Dealing effectively with an angry customer, managing your boss’ expectations, addressing underperformance in a member of your team, motivating a high flier when you cannot promote them, challenging inappropriate behaviour…just some of the scenarios our role players are currently working on with clients.

We have over 20 years experience of designing and delivering role-play based training that helps people be more successful in their approach to challenging conversations.

In addition, we have helped numerous commercial and public sector organisations embed their performance management frameworks, resulting in managers who are more confident and skilled in having authentic, honest and effective performance conversations.

At the core of every solution we provide is our commitment to enable people to be the best they can be, through deeper self-awareness and a practical understanding of effective communication tools and strategies.


Impromptu Insights

I’m thinking about two contrasting experiences of delivering leadership simulations in the not too distant past. In one, the participants appeared open, curious, disposed to embrace the opportunity, willing to talk candidly about their vulnerabilities and personal challenges. In the other, consistently the attendees presented as guarded, suspicious, defensive, judgemental and some appeared decidedly cynical, critical or antagonistic. What was the difference?
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