The problem
Hard conversations rarely get easier with time.
Managers often wait because they are trying to be fair, avoid tension, protect the relationship, or find the “right” words before saying the hard thing.
But while they are waiting, the team is watching. The employee is interpreting. HR may eventually inherit the mess.
Avoided conversations do not stay neutral.
When this helps
This sprint is useful when a manager needs to prepare for a conversation involving:
- performance concerns
- accountability gaps
- repeated missed expectations
- conflict between team members
- trust repair
- behavior that is affecting the team
- change that needs to be communicated clearly
What we work through
Together, we clarify:
- what actually happened
- what the manager needs to say clearly
- what the employee may have heard or missed so far
- what impact the issue is having
- what support, expectation, or boundary needs to be named
- what follow-up should happen after the conversation
What the manager leaves with
The manager leaves with:
- a clearer understanding of the conversation they are actually having
- language that is direct without being careless
- a plan for likely reactions, defensiveness, silence, or emotion
- a follow-up structure
- more confidence walking into the conversation
What this is not
This sprint is not legal advice, mediation, or a substitute for HR decision-making. It is preparation support for managers who need to communicate clearly, responsibly, and with a plan for follow-through.
Pilot Pricing
Individual Sprint
One Manager. One Real Conversation.
- 90-minute coaching and prep session
- Conversation map, talking points, and reaction planning
- Follow-up documentation template
Regular rate: $750
Manager Team Sprint
Small Group. Shared Language. Real Practice.
- Up to 6 managers, two 90-minute sessions
- Shared framework, toolkit, and scenario practice
- Group debrief and follow-up templates
Regular rate: $3,500
This pilot is designed to be focused, practical, and scoped around a real conversation or conversation pattern. If the situation is already formal, legal, or requires HR/legal decision-making, we'll use the initial conversation to determine whether this is the right fit.