4 ways to fruitful outcomes to difficult conversations

Treat the ( Difficult ) conversation as two people working together to solve a problem. 
Executive coach Kristi Daniels recommends using this simple framework, from the book Powerful Conversations, which gives both sides ownership over the conversation and outcome:

(1) What’s Up: 
Tell your side of the situation and ask the other person how they see it.

(2)What’s So:
 Get to the facts, and remove any emotional charge from the conversation. Discuss the impact on each of you, the team, and the larger organization. Ask the other person what they think.

(3)What’s Possible: 
Discuss possible solutions or alternatives, and ask the other person for the same.

(4)Let’s Go: 
Commit on both sides to taking action with accountability included.

Notice how each step of this framework includes input from the other person, which will ensure that both parties feel heard and understood. This applies to your pre-conversation preparation too, when you should look beyond your own perspective and think about how the other person views the issue. You’ll have greater success by showing that you’ve considered several perspectives.