How to Handle Candid Conversations

This blueprint reframes confrontation as a leadership responsibility rather than a failure of coaching. It walks leaders through how to prepare for candid conversations, adapt feedback based on how receptive the other person is, and structure direct discussions around intent, process, and accountability. By focusing on behavior rather than character and anchoring feedback in agreed-upon frameworks, the blueprint helps leaders reduce defensiveness, drive behavior change, and build a culture where honest conversations support growth instead of fear.

Best For

• Sales managers and frontline leaders who avoid difficult conversations until issues escalate

• CROs and revenue leaders seeking stronger accountability without harming culture

• First-time managers learning how to balance empathy with performance expectations

• Enablement and coaching leaders building feedback skills across teams

• Customer-facing team leaders handling performance or behavior issues that impact others

• GTM organizations struggling with recurring issues that go unaddressed

Key Takeaways

• Candid conversations are most effective when intent is clear and centered on helping the other person succeed.

• Defensiveness blocks learning, which means feedback must be adapted to the individual and the moment.

• Addressing behavior early prevents larger performance and cultural issues later.

• Anchoring feedback to agreed-upon processes reduces personal judgment and conflict.

• Accountability works best when expectations and consequences are clearly defined.

• Consistency and follow-through are what turn feedback into lasting behavior change.