Handling Difficult Conversations: What Your Supervisors Need to Know....

Never criticize while you are angry with the person. If your emotions are controlling your actions, then avoid any type of criticism. It becomes too easy to use that criticism as a chance to make a personal attack on the other person when emotions are high. Distance yourself and regain your own composure before you address a behavior that needs correcting.

Avoid making a criticism and then attempting to support it with emotional appeals because the issue then becomes a matter of personal preference and conflicting egos. Instead, use the power of logic to show the person that there really is a better way of doing the same thing that will enhance their own success and productivity.

master the act...& always believe in constructive criticism.....dont forget to wear smile on your face but deal it with sincerity....its like giving bitter pill with sugarcoating... be as honest  & Straight forward  as possible- as it is affecting your business...always use facts & figures , actual results to convey the message properly...dont get involved in blame game....dont worry about your image & talk to the point...be an effective communicator..listen carefully what the other party wants to say...read between the lines...try to analyse situation as a third party & then arrive at conclusion....then go for it...

If you are passionate about your job. You will encourage and thrash people as and when necessary. Diplomacy is not the key. Honesty is. Hold your team together with honest reviews.

Supervisor Should follow the management by objective process In this way both superior & subordinate will be happy, It helps to minimize conflict & hesitation of subordinates it is also help to achieving the pre  desire  goals.

Use a calm voice, sit and talk, listen, vent, cool off, use a 3rd party to intervene, discuss, communicate, set up a time to talk, think before you speak / act, be open different, reinforce positive characteristics / actions, respect for authority, non judgmental, ask for a solution, be discreet, mediator, one one one, discussion, group discussion use phrase such as "we have a problem", pray, team work, research, negotiate, be direct, follow up / conclusion / endpoint, compromise, open to suggestion,empathy, take control of the situation, be supportive, be honest, calm approach, follow policy and procedure, be consistent, patient, trust, good listening skills, open communication, assertive, timing - appropriate, positive attitude, reprimand in private, incentives, consequences, listen (hear), identify source, be fair, able to admit fault, focus on the problem, not the person, encouragement, recognize the positive, self reflection, self assessment, take responsibility, confront the issue, determine if there is a conflict open-constant-direct communication, know the ground rules, know your facts, take calculated risk, meet the other person halfway, be straight forward, get the whole picture, allow venting, cooling off, agree to disagree, be optimistic, pat on he back, bonus, raise, suggestion box, relax, self reflection, pause, relax, regroup, lighten up the situation, be a good listener, look/listen/love/learn, deal with it, put others first, firm but fair constructive criticism, be objective, let it go, etc.

It is about understanding the need & accepting the changes and involving every one in the decision making. Since the attitude of each employees are different it is important that address the issues with different people differently to bring a conscience within.

The answer lies in the question itself. If the supervisor finds that there is some problem then he should also be able to identify the solution. If a solution is not visible then it is not a problem but a new unforseen sign of action or deed has emerged.

Difficult conversation arises only when there are different views and different actions not satisfactorily done by two different persons. If one of them is a supervisor, then he definitely needs to take charge and talk about it, to bring about the solution what is desired. Add effectively :)  

A person is called to be difficult when the view point of the person is not easily understood, or the person is not able to communicate properly, or else the ideas come profusely before one is properly summed up.  This presents a difficult scenario when you have summoned up people to the discussion table to arrive at a decision.   But do you know this collegue of yours sufficiently?  If you are looking for ideas and have a little patience, then this is the person who is going to gift you ideas for break through directions.  

There are, of course, several ways to equip this person with presentation abilities. One for example, is to ask him/her to present in a slide show.  The ideas will be reach to a logical conclusions in the mind before arriving to the discussion table. May be you can mentor the person and volunteer for one or two sittings with him to show him the way to be logical,  while the presentation is made. 

One needs to understand that difficult people, often are the most creative people also.