Agent skill · writing content · aiskillstore
difficult-workplace-conversations
Structured approach to workplace conflicts, performance discussions, and challenging feedback using preparation-delivery-followup framework. Use when preparing for tough conversations, addressing conflicts, giving critical feedback, or navigating sensitive workplace discussions.
Why this skill is useful
Codifies a structured approach for handling difficult workplace conversations that the AI could infer but doesn't have a specific framework for.
What it needs
About 4k tokens when loaded. Last updated 2026-08-07. 405 stars on the source repository.
What this skill does
Difficult Conversations Skill A structured framework for approaching challenging workplace conversations including conflicts, performance issues, sensitive feedback, and emotionally charged discussions. When to Use This Skill Preparing for a challenging conversation with a colleague Addressing performance issues with a team member Delivering difficult feedback to a peer or manager Navigating conflict between team members Discussing sensitive topics (salary, promotion, termination) Handling emotional or defensive reactions Following up after difficult discussions Core Framework: Preparation-Delivery-Followup Difficult conversations succeed or fail based on three phases: Phase 1: Preparation (Before) Purpose: Set yourself up for a productive conversation 1. Clarify the Issue What specifically happened? (Observable facts only) What is the impact? (On you, team, work) What do you need to change? 2. Check Your Emotions What am I feeling? Why? Am I calm enough to have this conversation? What might trigger me during this conversation? 3. Consider Their Perspective How might they see this situation? What constraints or pressures might they have? What do they care about that I can acknowledge? 4. Define Your Goal What outcome do I want? What is the minimum acceptable result? What am I willing to compromise on? Phase 2: Delivery (During) Purpose: Have the conversation effectively 1. Open Neutrally Start with facts, not judgments Express intent to understand, not accuse Create psychological safety 2. Share Your Perspective Describe behavior, not character Focus on impact, not intention Use "I" statements, not "you always" 3. Listen Actively Ask clarifying questions Acknowledge their viewpoint Look for shared interests 4. Seek Resolution Propose specific actions Agree on next steps Set check-in timeline Phase 3: Followup (After) Purpose: Ensure lasting resolution 1. Document Agreements What was agreed? Who does what by when? How will you measure success? 2. …
How to use it
Reference it in AdaL, Claude Code, Cursor or any coding agent — nothing to install:
@skills aiskillstore/difficult-workplace-conversations