Difficult conversations address performance gaps, conflict, misconduct, or misalignment while protecting dignity and keeping expectations clear. Leaders prepare with specific observations, impact statements, and a clear outcome they need from the conversation. They manage emotions through calm tone, active listening, and firm boundaries around standards. They also document agreements, define next steps, and schedule follow-up to ensure change occurs. Effective difficult conversations protect culture, reduce resentment, and reinforce accountability. Question: What outcome do you need to define before starting a difficult conversation?