Who this is for: People managers who need to have a difficult performance conversation — underperformance, missed goals, behavioural issues, or a team member who isn't self-aware about their impact — and want to do it in a way that's fair, clear, and actually changes something.

What happens: We'll work through the specific situation, map the conversation structure, handle the likely objections or emotional responses, and make sure you walk in with a documented, evidence-based approach — not a gut-feel script.

Walk away with: A structured conversation plan with specific language, a documentation framework, and a follow-up accountability mechanism.