My blog topics are based on experiences serving my clients. When something happens two or three times in a short period, I note a trend. And if I note a trend, I figure that there are probably others who are facing similar challenges. The topic becomes an article. Such is the case here.
Communication
My observation is that the key to most human interactions is communication. Of course, better communication won’t fix every problem, but it will fix or help most. Failure to communicate effectively is at the root of many (but not all) business problems.
When I say “have the hard conversation,” I intend this for many different people and circumstances. My point is to get on with it, be brave and confront the situation. I don’t mean one should be tactless or insensitive. What I do mean is, the problem isn’t going away, and in fact it will probably get worse. Better to confront the facts and emotions, have the hard conversation and move forward.
With an Employee
Almost any company will have at some time an employee who is difficult, a poor fit or who the company has outgrown. They may have fit the company at an earlier time but not now. In these situations, you have probably already done the easy stuff. HR has put an improvement plan in place; the employee has been told what needs to change but it hasn’t happened. You know the drill and you know how this is going to end. But you keep hoping something will change for the better. Get on with it. Have the hard conversation. Have you ever let someone go in a situation like this and later regretted it? Of course not; you always wish you would have done it sooner.
With a Partner
The partnership form of business is like a marriage. I only wish people would take it as seriously. And like a marriage, sometimes it needs to end. Even more like a marriage, the end can be painful and expensive. I’ve been seeing a lot of these situations recently and they are never easy. Still, the parties need to have the hard conversation as the issues only fester and get worse with neglect.
When splitting up a partnership, there are a variety of outcomes. One partner can buy out the other, the business can be sold to a third party, the business can be shut down or the business can be divided, with two semi-new businesses arising from the ashes.
With a Family Member
Perhaps the hardest of these hard conversations involves generational transitions. This can take many forms but the most common circumstance I see is the founder who hangs on for too long. The intention may be there to transfer ownership to the next generation but the founder or patriarch (it is usually a man) just never moves on to make the transition happen. The typical result is that the next generation loses interest or gets angry and moves on to another opportunity. It would be better for the son/daughter/nephew/niece to have the hard conversation, including potentially making an ultimatum. Then get on with your life.
Just Do It
As the Nike slogan says, Just Do It. This is one you can’t delegate. But you can procrastinate and most do. You know you need to do it; get on with it. Afterwards, you’ll feel like a weight has been lifted off of you. Have the hard conversation.
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