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Difficult Conversations: Feedback and Conflict, 170+ Tools
2,985 students
Difficult Conversations: Feedback and Conflict, 170+ Tools
Avoiding a conversation for weeks? Giving feedback, conflict resolution, one-on-one meetings and emotional intelligence
Last updated 10/2026
English
English [Auto],
What you'll learn
- Stop postponing the conversation until it becomes a dismissal: take 170+ ready scripts, question lists, templates and checklists in 35 downloadable resources
- Open the hard part without softening it into a hint: a card with opening lines for difficult conversations
- Prepare and run the conversation with a six-step coaching conversation and a COIN feedback template
- Give critical feedback without demotivating with the SBR model and an effective feedback checklist
- Stay steady when the conversation turns personal: self-awareness and self-regulation exercises and reflection worksheets
- Run one-on-one meetings that surface problems early: an agenda, a frequency table and questions by type of meeting
- Adapt directness and disagreement to the culture of the person in front of you with a criticism matrix and a confrontation matrix
- Step into a conflict between two people with de-escalation scripts, a negotiation checklist and a mediation checklist
- Notice burnout and quiet disengagement in a conversation with a burnout screening questionnaire and an employee demotivation checklist
- Learn with Mike, the #1 HR instructor on Udemy: 1,800,000+ enrollments, 170,000 students, about 200 books on Amazon
Explore related topics
Course content
14 sections • 36 lectures • 18h 46m total length
Requirements
- No prior training in communication or coaching is required
- A real conversation you have been avoiding: you will prepare it during the course
- Willingness to look at your own reactions honestly, not just at the other person's behaviour
- Nothing to buy for the course itself: the presentations and the card are attached to the lectures
- English at intermediate level or above, since all lessons are in English
Description
This course contains the use of artificial intelligence.
There is a conversation you have been avoiding for weeks. It is costing you more than having it would. Here are 177 tools to have it: 103 ready-to-use scripts, question lists, templates and checklists, 69 models and methods, 4 services shown on screen and a card with opening lines.
Open a lecture, take the script, prepare the conversation you owe someone.
What is going wrong right now
You know the performance is slipping. You know two people in your team have stopped speaking to each other. You know the feedback you owe someone is three months overdue. So you soften it into a hint they do not catch, or you wait for the annual review, or you rewrite the message four times and send none of them. Meanwhile the person keeps doing the same thing, the team quietly picks a side, and by the time the conversation happens it is not a correction any more.
What changes after this course
You walk into the hard conversation with a structure. You know how to open it, how to say the difficult part without dressing it up, how to stay steady when the other person reacts, and how to end with something concrete. You run one-on-ones that surface problems while they are still small. And when two people are already in conflict, you know how to sit between them and get to a resolution and not a truce.
What is inside: 177 tools, counted lecture by lecture
You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.
- 35 downloadable resources: the lecture presentations plus a working file, the card with opening lines for difficult conversations
- 103 ready-to-use tools inside the presentations:
- 37 question lists and scripts: personal feedback barriers, relationship building, performance feedback, conflict resolution interview
- 21 templates and sample documents: personal development action plan, feedback preparation table, COIN feedback, employee interest map
- 20 step-by-step procedures and workflows: traffic light emotional regulation, six-step coaching conversation, difficult conversation, hostile meeting management
- 13 checklists: effective feedback, conflict situation formulation, negotiation preparation and conduct, mediation suitability
- 7 other working tools: feedback gap interview, feedback belief reframing, feedback stress reduction
- 4 scorecards, rubrics and matrices: British indirect feedback interpretation, feedback topic prioritization
- 1 ready AI prompt
- 69 models and methods explained with examples: active listening, Radical Candor, Thomas-Kilmann conflict modes, interest-based negotiation
- 4 services shown on screen: PeopleForce, Bonusly, Slack and 15Five
Where the tools are
- Start here (1 tool). The card with opening lines.
- Emotional intelligence (3 sections, 25 tools). Self-awareness, empathy, staying calm under pressure and changing your own reactions.
- Cross-cultural communication (3 sections, 40 tools). Context, feedback, negotiation, hierarchy, conflict and time in global teams.
- Giving feedback (3 sections, 40 tools). Why it is avoided, the six-step model, feedback loops, personality types and recognition.
- One-on-one meetings and coaching (2 sections, 46 tools). Format, types of meetings, relationships, GROW and criticism without demotivation.
- Conflict at work (2 sections, 35 tools). Types and escalation, difficult situations, prevention, negotiation and mediation.
Who is teaching
I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe.
I have practised one-on-one meetings and feedback since 2011, after a coaching course I took to become a better manager. Once I had an employee whose work was in real trouble. I gave him a lot of feedback: I praised what deserved praise and spoke about the misses, and I showed that I cared. He often delayed tasks, and I would say: "Let us talk about deadlines. Here we agreed, and you did not do it. Let us think what got in the way." I explained that I said it because he was a very strong specialist, and if he pulled this part up he would be irreplaceable. He blushed, it was hard for him, and each time I asked whether I was pressing too much. He answered that no, he understood these were his misses and that it helped him.
How to use the course
Start with the first lecture and the card with opening lines. If the conversation is tomorrow, go straight to the feedback sections. If you lose your temper in such conversations, start with emotional intelligence. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.
What is included
- 36 lectures across 14 sections, 19 hours
- 35 downloadable resources: lecture presentations and a card with opening lines
- 177 tools across the lessons, including 4 services shown on screen
- Lifetime access to all materials
- Active instructor support in the Q&A section
- A Udemy Certificate of Completion
Where to start
Name the conversation you have postponed the longest. Open the first lecture, choose an opening line from the card and write down the one thing that has to change after the talk. Then put the meeting in the calendar for this week. Enrol now and start your first lesson today.
Who this course is for:
- Managers who postpone the conversation about performance until it becomes a dismissal
- Team leads promoted from within, who now have to give feedback to former peers
- HR professionals mediating between employees and managers who are barely speaking
- Project managers who depend on people they cannot instruct
- Specialists working in international teams where directness means different things
- People who avoid confrontation and pay for it in unresolved problems