The Art and Science of Difficult Conversations

Chris Wong & Lucie Tesarova
  • 5.0 (3)
  • MANAGEMENT
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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

  1. How to Navigate Disrespectful Behavior in the Workplace with Rachel Platt (Part 1)

    2D AGO

    How to Navigate Disrespectful Behavior in the Workplace with Rachel Platt (Part 1)

    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

    31 min
  2. Roleplay: Performance conversations with Peter Vinge (Part 2)

    FEB 10

    Roleplay: Performance conversations with Peter Vinge (Part 2)

    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.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

    28 min
  3. How to Address Performance Issues with Peter Vinge (Part 1)

    FEB 3

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

    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 Conversations01:53 The Journey into HR05:02 Understanding Performance Feedback08:01 Identifying Performance Issues11:00 The Importance of Documentation13:56 Preparing for Performance Feedback16:47 Managing Emotions in Feedback19:48 Navigating Sensitive Conversations23:09 The Role of Performance Improvement Plans (PIPs)30:41 Navigating Performance Improvement Plans (PIPs)34:51 Role-Playing Difficult Conversations34:52 Introduction to Performance Conversations   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 Assessme

    35 min
  4. How to Create Teams that Innovate (Part 2 with Kristina Joy Carlson)

    JAN 27

    How to Create Teams that Innovate (Part 2 with Kristina Joy Carlson)

    In the 2nd part of their interview with Kristina, Chris and Lucie explore the importance of fostering a culture of productive disagreement within teams. Kristina shares strategies for transforming meeting dynamics, encouraging open dialogue, and the value of contrarian perspectives.  She shares her advice on how to encourage people to speak up and she even goes through a role play in which she shows how a leader might handle someone pushing back on their idea.  Takeaways -        Creating a culture of productive disagreement is essential for team growth. -        Asking the right questions can foster open dialogue. -        Encouraging team members to find contrarian perspectives can lead to better decision-making. -        Learning from criticism can provide valuable insights for improvement.  About Kristina Joy Carlson Kristina Joy Carlson is a sought-after speaker and best-selling author of Essential Principles for Fundraising Success, and the soon-to-be released, Outrageous Kindness: A Mindset. A Method. A Movement, Kristina knows how to navigate change and turn challenges into opportunities. While leading businesses and driving global philanthropic growth, she managed nearly a decade of intense caregiving, profound grief, and her own cancer battle—an experience that reinforced the power of purpose, perspective, and action. Kristina has helped maximize the philanthropic engagement of former US Presidents and other heads of state, Fortune 500 CEOs, Forbes 400 individuals, faith leaders, celebrities, and everyday people. Today, as founder and CEO of Outrageous Kindness, she is applying that wisdom to create a movement that inspires leaders, philanthropists, and individuals to take bold, high-impact action, embrace accountability, and experience the magic of small acts that create big results. Learn more about her: Her website Get her book, Outrageous Kindness: Amazon Square Books   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

    32 min
  5. How to Create Teams that Innovate (Part 1 with Kristina Joy Carlson)

    JAN 20

    How to Create Teams that Innovate (Part 1 with Kristina Joy Carlson)

    This week, Chris Wong and Lucie Tesarova talk with Kristina Joy Carlson, founder and author of "Outrageous Kindness."  There’s lots of talk around the idea of psychological safety.  And one way that plays out in real life is a culture where open disagreement is not only accepted but encouraged. Kristina talks about how a culture of fear can stifle communication and innovation. She advocates for a mindset of generosity and constructive feedback, which is essential for personal and organizational growth.  She highlights the detrimental effects of a 'yes-man' culture, where assumptions replace data-driven decision-making. Takeaways -        If you want your teams to be good at communicating, you have to model that. -        A culture of assumptions can cost organizations tremendous potential, money, and more -        You have to commit to learning and hearing different perspectives. -        How to interpret team silence  About Kristina Joy Carlson Kristina Joy Carlson is a sought-after speaker and best-selling author of Essential Principles for Fundraising Success, and the soon-to-be released, Outrageous Kindness: A Mindset. A Method. A Movement, Kristina knows how to navigate change and turn challenges into opportunities. While leading businesses and driving global philanthropic growth, she managed nearly a decade of intense caregiving, profound grief, and her own cancer battle—an experience that reinforced the power of purpose, perspective, and action.   Through her executive leadership roles at Carter Global, Ketchum, and FundraisingINFO.com, Kristina guided transformational capital campaigns, raising billions of dollars around the globe while also creating bespoke training programs, and developing innovative technologies for some of the world’s largest nonprofit organizations including Habitat for Humanity International, World Vision International, Susan Komen and others. She has also helped maximize the philanthropic engagement of former US Presidents and other heads of state, Fortune 500 CEOs, Forbes 400 individuals, faith leaders, celebrities, and everyday people. Today, as founder and CEO of Outrageous Kindness, she is applying that wisdom to create a movement that inspires leaders, philanthropists, and individuals to take bold, high-impact action, embrace accountability, and experience the magic of small acts that create big results. 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

    25 min
  6. How to Fix Organizational Silos (Part 2 – with Julian Chender)

    JAN 13

    How to Fix Organizational Silos (Part 2 – with Julian Chender)

    In part 2 of their conversation, Chris, Lucie, and Julian discuss the complexities of leadership and organizational design, emphasizing the importance of understanding resistance and fostering accountability. Like many things in life, organizational design is an ongoing process that requires regular assessment and adaptation. Julian encourages leaders to engage all levels of their organization in the design process to create a culture of collaboration and effectiveness, otherwise, it’s destined to fail.  Other big things we learn today:  -        Organizational design is a continuous process, not a one-time event. -        Resistance is better than apathy.  Resistance indicates engagement and concern -        Accountability is crucial for successful organizational change. -        Regular assessments of organizational structure are essential for effectiveness. -        The design of an organization should reflect its strategy and promise. -        Hierarchy is not inherently negative; it can provide necessary structure. -        Engagement from all levels of an organization is vital for successful design. About Julian Julian is the founder of 11A Collaborative, a social impact consulting firm dedicated to creating healthy society through healthy organizations. 11A supports purpose-driven businesses, nonprofits, foundations, public offices, and government agencies seeking to increase their impact by translating strategy into action through organization alignment. This means defining and refining strategy, designing the organization that will achieve the north star goals, and then stewarding the change to get there.   Connect with Julian 11A Collaborative – www.11acollaborative.com Connect with him on Linkedin: https://www.linkedin.com/in/julianchender/   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

    24 min
  7. How to fix organizational silos (Part 1 with Julian Chender)

    JAN 6

    How to fix organizational silos (Part 1 with Julian Chender)

    This week, Chris and Lucie had the pleasure of chatting with Julian Chender, an expert in organizational design, to explore the difficulties of communication and structure within organizations.  Julian shared his journey in organizational design, emphasizing the need for strategic alignment and the human elements that influence organizational behavior.   Most importantly, he talked about how silos aren’t a 4-letter word, but leaders make common mistakes in managing change and fostering collaboration across silos. Big Takeaways -        Organizational design is about setting the container in which an organization operates. -        Silos are necessary structures that support organizational goals. -        integration across silos is crucial for effective strategy execution. -        Silos should be designed with 'doors' to facilitate collaboration. -        Understanding the strategic purpose of silos can enhance organizational effectiveness.  About Julian Julian is the founder of 11A Collaborative, a social impact consulting firm dedicated to creating healthy society through healthy organizations. 11A supports purpose-driven businesses, nonprofits, foundations, public offices, and government agencies seeking to increase their impact by translating strategy into action through organization alignment. This means defining and refining strategy, designing the organization that will achieve the north star goals, and then stewarding the change to get there. Over his career, Julian has consulted to purpose-driven organizations across sectors, from the Fortune 10 to nonprofits in education, arts, and public health, from intergovernmental European agencies to New York City public offices. He is a Certified Organization Design Practitioner and an ICF-Certified Coach who holds a master’s degree in Organization Development from American University and a B.A. in History from Swarthmore College. In 2020, he received the Emerging Practitioner Award from the Organization Development Network (ODN). He has served on the Board of Trustees of ODN and currently sits on the Board of Advisors for the Organization Design Forum.  Connect with us: Email – tas.difficultconversations@gmail.com Chris – www.linkedin.com/in/chriswonglmhc and download the Difficult Conversation Playbook for Leaders Lucie – www.linkedin.com/in/lucietesarova and take the Saboteur Assessment

    28 min
  8. Leading with Emotional Intelligence: Psychological Safety, Accountability & Compassionate Layoffs (Compilation)

    12/30/2025

    Leading with Emotional Intelligence: Psychological Safety, Accountability & Compassionate Layoffs (Compilation)

    What does leading with emotional intelligence look like in practice? That’s what we’re exploring in today’s special compilation of The Art & Science of Difficult Conversations. You’ll hear highlights from four episodes: – Dr. Rick Fearnbaugh on growing as an emotionally intelligent leader, – Kelly Meerbott on creating psychological safety, – Chris Wong on helping your team take ownership and accountability, – and Dr. Summer Miller on handling layoffs in a compassionate and ethical way. Connect with us:Email – tas.difficultconversations@gmail.comChris – www.linkedin.com/in/chriswonglmhc and download the Difficult Conversation Playbook for LeadersLucie – www.linkedin.com/in/lucietesarova and take the Saboteur Assessment

    3h 1m
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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

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