Address difficult issues while strengthening working relationships.
Give leaders a practical way to address behavioral, performance and workplace conflict issues directly—without turning the conversation into a fight.
Fierce Confront® helps leaders name the issue, hear the other person’s perspective and work toward a clear agreement about what needs to change.
- Address difficult issues before they become accepted patterns
- Stay clear and constructive when reactions get difficult
- Move the conversation toward resolution and a new agreement
Explore Fierce Confront®
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The issue stays when the conversation waits.
A deadline keeps slipping. A colleague’s behavior is affecting the team. A performance concern keeps resurfacing. Leaders know something needs to be said, but they may soften the message, drop another hint or wait for a “better” time.
Meanwhile, expectations stay unclear and frustration builds. Fierce Confront® gives leaders a repeatable approach for bringing the issue into the open while remaining curious about what they may be missing.
Name the issue clearly
Describe the behavior or performance concern and why it needs attention.
Open with purpose
Prepare a focused opening that makes room for the other person’s perspective.
Stay engaged
Work through defensiveness or deflection while keeping the issue in view.
Agree on what changes
Move beyond frustration toward a clear agreement and next steps.
A practical structure for the conversation leaders are putting off.
Participants examine the cost of avoiding the issue, common confrontation errors and a model that takes them from preparation to a new agreement.
Prepare the opening
Develop a concise opening statement that brings the issue into focus and starts the exchange.
Engage in the conversation
Hear the other person’s perspective and practice navigating difficult reactions.
Move toward resolution
Work through what you have learned together and identify what needs to change.
Create a new agreement
Clarify commitments, ownership and what happens next.
Built for people who need to address an issue and keep working together afterward.
Managers addressing performance
Discuss missed expectations, recurring behavior and performance concerns before they become accepted patterns.
Teams managing conflict
Surface tension, competing perspectives and unresolved issues without letting conflict consume the relationship.
Leaders navigating difficult behavior
Address specific actions and their impact while staying open to information that may change the picture.
A clearer place to start
Choose the experience that fits your team. We can confirm the recommended session structure, materials and delivery approach when we understand your goals.
In person
Facilitator-led practice for teams that benefit from shared time, discussion and application to real workplace situations.
Facilitated cohort: up to 25 participants.
Virtual
Interactive live learning for distributed teams, with facilitator-led practice around difficult conversations.
Facilitated cohort: up to 25 participants.
On demand
Self-paced access for leaders who need flexibility in when they learn and reinforce the Confront approach.
Individual program access.
Confront is one part of the Fierce Conversations® methodology.
Start with the difficult conversation in front of you, or connect Confront with complementary Fierce programs to strengthen the broader leadership system.
Fierce Confront®
Address unwanted tension and difficult behavioral or performance issues directly and constructively.
Fierce Foundations®
Build shared habits for examining assumptions and hearing different perspectives.
Fierce Feedback®
Make giving and receiving useful feedback part of everyday work.
Fierce Accountability®
Build ownership for commitments and the results that follow.
What organizations want to know.
Does confrontation have to be confrontational?
No. The goal is to address the issue clearly while understanding the other person’s perspective—not to win an argument.
What kinds of issues can teams address?
Confront focuses on behavioral, attitudinal and performance issues, such as repeated interruptions, missed commitments or work that does not meet an agreed expectation.
What if the other person gets defensive?
The program includes guidance for navigating difficult reactions while staying specific about the concern and remaining open to information you may have missed.
How is Confront different from Feedback?
Feedback supports an ongoing habit of sharing observations. Confront provides a focused model for a difficult behavioral or performance issue that needs direct resolution.
Help your leaders have the conversation they are putting off.
Give your team a clear approach to addressing difficult issues and agreeing on what comes next.
