Kingdom At Work
[The information referenced in this blog is extracted from April’s Kingdom at Work Webinar on the topic “Coaching: Comfort vs. Courage,” presented by Betenbough Companies Hospitality Director, Alyssa Mendez. You can watch the full webinar here.]
Have you ever approached a hard conversation with an upset stomach, dread, and overwhelm? In these moments, remember that “Confrontation is just a conversation.” As leaders, we should always choose courage over comfort when coaching our team members.
Choosing Courage Over Comfort Honors Others
When facing a courageous conversation with a team member, ask yourself, “Is this in their best interest or my best interest?” Comfort is the easy, passive path. If you only choose comfort, you are withholding accountability, which yields poor team health. Courage honors others by putting them first.
Choosing Courage Grows Others
An effective leader offers a high level of accountability and relationship, allowing team members to grow into their potential. To know where our people need to grow, we must spend shoulder-to-shoulder time with them. If God has placed you in a position of leadership, He has given you people to steward. Remember that it’s unkind to withhold information that would help a team member grow.
Choose Courage Because It’s a Kingdom Characteristic
Biblical examples of people who had courageous conversations include Esther, who put her life on the line to speak to the King on behalf of her people. Moses, a reluctant leader, had several courageous conversations with Pharoah. Jesus and Paul give us multiple examples of courageous conversations. In all of these instances, we see that truth and love must be combined for success. Which is easier for you? Do you tend to be more direct or more passive? The Lord desires to help you operate in a balance of truth and love.
Practical Tips for Courageous Conversations
1. Be prepared and intentional. Pray over the conversation. Select an appropriate time and place to talk. Stick to one root issue. Invite questions.
2. State the issue clearly. Clear is kind. Ask for permission to talk about something hard.
3. Lead with questions. Be curious, not accusatory. Avoid identity words.
4. Follow up. Give the team member time to process, then circle back and check in. Ask about their feelings. Ensure the relationship is okay.
Is there a specific team member who comes to mind or a conversation you need to have? Now that you’re better equipped, choose courage!
To learn about more leadership insights, register for our next webinar here!