Scripts for difficult conversations: Giving hard feedback, navigating defensiveness, the three questions you should end every meeting with, more | Alisa Cohn (executive coach)

I wanna dive right into talking about your advice on having Difficult conversations where like in performance review season. What do you suggest when someone's being told they're not gonna get the promotion? Hope for the future is so important. I know this is gonna be challenging for you to hear. Not gonna promote you, but I want you to know this. It's really important to me that you're able to succeed in your career here. And so I want to continue to help you. Find opportunities to build your skills and to, you know, advance. You're big on helping leaders understand that their job is not to make employees happy. They're trying to now be the leader who Everyone loves, but what really needs to happen very often is you know we need to drive towards results. This employee continuing to not really do a great job at their job, you don't want to push them because you don't want to upset them, you don't want to give them difficult feedback, so you're just gonna keep hoping it works out, ultimately that leads to the demise of Your company. You have some cool advice on just how to make meetings more effective and how to especially end a meeting. My three questions to end the meeting are.

Today, my guest is Alyssa Cohn. Alyssa is an executive coach who has worked with C Suite Execs at both startups. Like Etsy Wirecutter, Venmo, and DraftKings. Along with Fortune five hundred companies. Like Microsoft, Google, Pfizer, and the New York Times.

She was named one of the top fifty coaches in the world by Thinkers Fifty. And the number one startup coach for the past four years by Global Gurus. What I love about Alyssa is that she gives her clients very specific and actionable advice. In her conversation, Alyssa shares specific language and phrases that you can use when having a difficult conversation with your reports to make these conversations go much smoother and be less difficult. Also, three questions you should ask at the end of every meeting to make the most possible forward progress after each meeting.

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