Uncomfortable Conversations Leadership Scorecard
How well do you lead when things get difficult?

I listen without interrupting, even when I strongly disagree.

I can reflect back what someone else is saying, even if I don’t agree with their view.

I ask open-ended questions to understand perspectives, not to argue a point.

I actively examine my      own cultural or identity-based assumptions.

I can recognize when my reactions are based on past trauma or  unconscious bias.

I can name and sit with discomfort when faced with opposing values or beliefs.

I remain calm and grounded during emotionally charged discussions.

I have tools to de-escalate conversations that are becoming defensive or hostile.

I can identify when my silence is avoidance rather than wisdom.

I challenge the "default" boundaries or assumptions in systems and conversations.

I consider how race, gender, or power might influence who gets to speak and be heard.

I can hold multiple truths or perspectives simultaneously in a discussion.

I approach difficult dialogue with curiosity and appreciation rather than blame.

I can stay in relationship even after disagreement or discomfort.

I follow up after hard conversations to repair or strengthen connection.