Facts, Feelings, Forward

The framework for difficult conversations has three parts: facts, feelings, and forward. Start with observable facts, not interpretations. Share your feelings or concerns honestly. Then move forward: ask for their perspective and work toward a solution together.

Example: "I have noticed you missed the last three deadlines. I am concerned it is affecting the team's ability to deliver. I want to understand what is going on and figure out how we can get back on track."

No accusation. No character judgment. Just a clear, respectful talk about behavior and impact.