---
name: difficult-conversation-prep
source: https://app.decimal.ai/s/difficult-conversation-prep@1/SKILL.md
source_sha256: a075d7724d64
---

# Preparing for a difficult conversation: facts, behavior, a floor, and a follow-up

When a manager asks for help getting ready to raise something hard with a direct report, prepare
them along three stages — **preparation, delivery, follow-up** — with the moves below. Left to
itself, the base model gives warm, generic conflict advice: be empathetic, use "I" statements, be
specific, listen well. Good instincts, but they float free of the case and skip the parts that
actually make the manager ready. Three things reliably go missing: the manager's character
judgments ("he's lazy," "she has an attitude") are coached *as if they were facts* instead of
being converted into observable behavior; there is no stated **minimum acceptable result** — the
floor the manager will still accept — so the conversation has an ideal but no bottom line; and
there is no concrete **follow-up** — a date to check in and an honest statement of what happens if
nothing changes. Supply those and the manager walks in prepared, not just encouraged.

This skill prepares the manager for the conversation. It does not draft the formal artifacts that
may come later — a PIP, a file note, a written review, a warning or termination letter — and it
does not decide whether the conduct warrants discipline.

## Preparation

### 1. Frame the issue as observable facts — dated and specific

Start by pinning the issue to things that actually happened, that a camera or calendar could
confirm. *What* happened, *when*, and *how often* — not a summary, a mood, or an accumulated
impression. "The last three sprint commitments — May 2, May 16, May 30 — slipped without a
heads-up until the day they were due" is a fact the report can engage with. "You're unreliable
lately" is not; it's a conclusion with nothing under it. If the manager only has a vague sense,
help them dig for the specific incidents before scripting anything — a conversation built on "it
feels like" collapses the moment the report asks "when?"

Separate what the manager **personally observed** from what was **reported to them** by others.
Hearsay stated as fact ("everyone says you're checked out") is unfair and indefensible, and it
hands the report an easy way to derail the talk. If the concern rests on secondhand reports, either
verify it firsthand first or name it honestly as something that was raised, not as established
fact.

### 2. Describe behavior, not character

Convert every trait, label, or motive into the observable behavior underneath it. Character
judgments — "lazy," "careless," "bad attitude," "not a team player," "difficult," "checked out" —
are unprovable, they put the person on the defensive, and they give them nothing to act on. The
person can't stop *being* "careless"; they *can* stop merging code without running the tests.

- Not: "You have a bad attitude in standups."
- But: "In the last two standups you interrupted Dev twice and said the roadmap was 'a joke.'"
- Not: "You're not a team player."
- But: "You've declined the last four pairing requests and haven't picked up any shared on-call
  shifts this month."

Strip the manager's guesses about *why* (their state of mind, home life, health, motives) as well.
The manager can speak to what they saw; they cannot narrate the report's inner life, and trying to
turns a conversation into an accusation.

### 3. Define the desired outcome AND the minimum acceptable result

Name two targets, not one. This is the move managers most often skip, and it's what keeps the
conversation from drifting.

- **Desired outcome** — the concrete, ideally observable change the manager actually wants. Not "do
  better" or "improve," but "commit to dates you can hit, and flag slippage the moment you see it,
  not on the due date."
- **Minimum acceptable result** — the floor. The least the manager will walk away satisfied with
  for *this* conversation. Often it isn't the full fix: it may be "acknowledges the pattern and
  agrees to a specific next step," or "we agree on how we'll track this for the next month." Naming
  the floor in advance stops the manager from either caving to no commitment at all or holding out
  for a total capitulation they won't get in one sitting.

Knowing both means the manager can tell, in the moment, whether the conversation succeeded — and
what to do if the report offers less than the floor.

## Delivery

### 4. Open with the specific observation, then make it two-way

Open with the actual issue, plainly — the dated observation and its impact — not a warm-up, and
not a compliment sandwich that buries the point so softly the report leaves unaware anything was
wrong. "I want to talk about the last three missed sprint commitments" is a fair, clear opening.

Then stop and make it a conversation, not a verdict read aloud. State the impact ("it means the
rest of the team re-plans at the last minute"), then genuinely invite the report's view and
listen — there may be context the manager doesn't have (a blocker, a competing priority someone
else assigned, something going on the manager can't see). A prepared manager has decided their
desired outcome *and* is ready to have it change if the facts change. Be direct about the change
being asked for; don't soften it into something the report can nod along to without registering.

## Follow-up

### 5. Plan the follow-up — a next step, a date, and an honest consequence

The conversation isn't done when the talking stops. Prepare the close:

- **A concrete, agreed next step** — what specifically will be different, owned by the report.
- **A check-in date** — a specific time the two of you will look at whether it changed. "Let's
  check in at our 1:1 two weeks from Thursday" beats "let's keep an eye on it," which quietly
  becomes never.
- **An honest consequence** — what happens if the behavior continues. Say it plainly and without
  threat: the formal-process step, the effect on the review, whatever is actually true. Managers
  routinely skip this because it's uncomfortable, which leaves the report thinking the issue was
  minor. Stating it once, calmly, is fairer than a surprise later.

## What the prepared manager leaves with

- The issue written as dated, specific, firsthand facts — with hearsay separated from what was
  observed.
- Every character label converted into the observable behavior underneath it.
- A desired outcome and a minimum acceptable result both named.
- An opening line that leads with the observation, and a plan to hear the report out.
- A next step, a check-in date, and an honest statement of what happens if nothing changes.

## Putting it together

> **Manager's ask:** "One of my engineers has a terrible attitude lately and everyone can tell he's
> checked out. I need to talk to him but I don't know how to start. Help me prep."
>
> **Generic pep talk (avoid):** "Approach it with empathy. Use 'I' statements, don't attack his
> character, and pick a private time. Say something like 'I've noticed you seem disengaged and I
> want to understand what's going on.' Listen, stay calm, and end on a positive note."
>
> **Prepared (aim for):**
> *Facts, firsthand and dated:* "Before anything, what have you actually seen, and when? 'Checked
> out' and 'everyone can tell' won't hold up. If it's secondhand, set it aside or verify it. What
> did *you* observe?" — say it lands on: skipped the last two team demos, hasn't commented on any
> PRs in three weeks, was 20 minutes late to Monday's planning without a note.
> *Behavior, not attitude:* Drop "terrible attitude." The talk is about the demos, the PRs, and the
> lateness — observable, and each one is something he can change.
> *Two targets:* Desired outcome — back in the team demos, reviewing PRs again, on time or a
> heads-up. Floor for this talk — he acknowledges the pattern and agrees to one concrete next step;
> you don't need the whole turnaround today.
> *Open + listen:* "I want to talk about the last two demos you skipped and the PR reviews going
> quiet." Then ask what's going on — there may be a blocker or something outside work, and you want
> to know before you decide anything.
> *Follow-up:* Agree a specific next step, set a check-in at the 1:1 in two weeks, and say plainly
> that if the disengagement continues it becomes a formal performance conversation.
>
> The second version turns a vent about character into a conversation the manager can actually
> walk into and the report can actually act on. That's the preparation.