Prepare for a difficult personal or workplace conversation
Plan a calm opening, specific examples, boundaries and responses without scripting the other person.
Best for
- Feedback, boundaries and resolving misunderstandings
What you need
- Your desired outcome
- Specific observable examples
- Boundaries and safety considerations
Limitations
Not suitable for abuse, threats, crisis situations or matters requiring HR, legal or clinical support.
Recommended tool
Claude
Claude can help organise a nuanced conversation while being instructed not to diagnose motives.
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Your copy-paste prompt
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Act as a neutral conversation coach. Help me prepare to discuss [ISSUE] with [PERSON/ROLE]. My desired outcome is [OUTCOME], my examples are [OBSERVABLE FACTS], and my boundary is [BOUNDARY]. Do not diagnose, assign motives or invent what the other person will say. Separate facts, interpretations and feelings. Ask questions if safety, power imbalance or the desired outcome is unclear. Return a 60-second opening, three neutral questions, likely response categories with calm replies, boundaries, and a pause/exit plan.
Step-by-step instructions
- 1
Write observable facts separately from your interpretation.
- 2
Set one realistic outcome and one boundary.
- 3
Practise the opening and responses aloud.
- 4
Choose a safe time and place, and use the exit plan if needed.
Check the result
- Examples describe behaviour, not character
- The request is specific and possible
- You have a safe pause or exit
- You are ready to listen
If the result is poor
- If the script sounds accusatory, replace labels with observable events.
- If the outcome depends on agreement, define what you can control.
Privacy and accuracy
- Seek appropriate support where there is intimidation, abuse, discrimination or risk of harm.
Sample input
Manager repeatedly changes priorities late; ask for a weekly priority check-in and explicit trade-offs.
Expected output
A factual opening, clarifying questions, responses to defensiveness and a clear request for weekly alignment.
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